Supporting Information

Intersecting with other NSW public sector reforms

The three elements of the Aboriginal Employment Strategy (AES) 2019 - 2025 are in line with existing frameworks, initiatives and other key pieces of work from the NSW Government, all which support and complement each other.

The NSW Public Sector Capability Framework provides a common foundation for creating roles, recruiting, managing performance, developing capability and career planning.

The NSW Performance Development Framework sets the approach for managing all parts of employee performance, such as creating individual development plans based on the capabilities required for each role, employee’s existing capabilities, employee’s performance objectives and career goals.

The NSW Government Aboriginal Affairs Policy aims to empower Aboriginal leaders and communities economically and help them drive their own solutions. It also identifies the NSW public sector as a contributor through good practice in Aboriginal employment.

The ‘Addressing unconscious bias in recruitment and promotion’, is a guide from the NSW Department of Premier and Cabinet’s Behavioural Insights Unit and is an invaluable resource for reducing bias in recruitment, retention and promotion, and suggests:

  • alternate outreach options for attracting staff
  • restructured assessments
  • new decision-making methods.

The NSW Government supports diversity, inclusion and flexible work initiatives that address diversity and inclusion. We follow the Make Flexibility Count framework, which rethinks where, when and how work can be done while delivering the same or better services for NSW.

Contributing NSW Public Service Commission (PSC) initiatives

The NSW Public Service Recruitment Pools are used to recruit for common roles. By submitting one application, candidates can be considered for many roles across multiple public service agencies.

We manage the Aboriginal Career and Leadership Development Program (ACLDP) and Aboriginal Employment Development Program (AEDP).

We also manage two other professional development programs:

  • The NSW Government Graduate Program which focuses on exposing graduates to a broad range of projects and work by rotating them through different NSW agencies to provide a whole-of-government experience.
  • The NSW Leadership Academy includes several programs designed to create a pipeline of future sector leaders at each key level.

Surveys, data and NSW Government guides

The NSW People Matter Employee Survey is open to all of our almost 400,000 NSW public sector employees each year. The online tool gives them a say about their workplace and making the public sector a better place to work.

The Workforce Profile report has been produced and published each year since 1999, as a companion to the ‘State of the NSW Public Sector’ report. It includes the whole sector’s demographic & employment information such as age, gender, diversity group, hours worked, leave patterns, remuneration and sector mobility.

The NSW government’s ethical framework; The Government Sector Employment Act 2013 legally requires all governmentsector employees to act ethically and in the public interest. We produce the ‘Behaving Ethically: Aguide for NSW government sector employees’to help employees better understand theseobligations.

The ‘Positive and ProductiveWorkplaces Guide’ is a guide produced by us to help NSW governmentsector agencies, their leaders and theiremployees prevent, identify and respond toworkplace bullying.


The Public Service Commission acknowledges the Gadigal people of the Eora Nation, the traditional custodians of the land on which our office stands.