Fascinating FOI released by the NIAA today, after a long battle on the RightToKnow website, about staff use of communal ovens.

https://www.righttoknow.org.au/request/use_of_kitchen_appliances

Apparently someone has been cooking something with an offensive smell.

What could it have been? Fish curry?

What offensive/annoying things have you smelt in APS kitchens over the years?

I’ve recently transitioned from the private sector (commercial law) to an APS6 role (policy analyst). I work in a small project team and some of the other APS6 staff are commenting that I shouldn’t be putting in such long hours.

Maybe it’s just my experience in a law firm, as I’m usually working 9-6 with a half hour-ish lunch break, and feel like I’m living the dream.

Should I be clocking off at 5?

I have been placed in the merit pool at ATO recently. Is anyone the same? Have you received any offer?

Hi everyone,
I recently completed the written assessment and one-way video interview for an APS4 position at DEWR. Today, I received an email requesting referee details.

Does this mean there probably won’t be a face-to-face or Teams interview with a panel? I thought the one-way video interview was mainly used to shortlist candidates for the next stage.

Has anyone recently gone through the DEWR APS4 recruitment process and can share their experience? Did you have a panel interview after the reference check, or was the reference check the final stage?
Thanks!

Hi everyone! I've recently been shortlisted for a Permanent Part-Time Administrative Clinical Support Officer (Level 3) position at a Hospital in NSW Health, and I've been invited to attend an aptitude test this Friday. This is my first time getting shortlisted for a job in a long time, so I'm excited but also quite nervous! I have over 15 years of experience in banking and insurance administration, including processing correspondence, handling documentation and providing administrative support. However, I've never had to sit an aptitude test for a hospital position before. I'm hoping someone who has completed a similar test for NSW Health or a hospital administration role can share their experience. A few questions I have: What types of questions should I expect? Numerical reasoning, English, spelling, grammar, attention to detail, data entry or something else? Is the test timed? How difficult is it? Are there any practice tests or particular areas I should focus on beforehand? Do you have any tips or tricks for managing nerves and making sure you don't run out of time? If you've done an aptitude test at Liverpool Hospital specifically, I'd love to hear what it was like! I really want to prepare as best I can and give myself a good chance. Any advice, experiences or tips would be greatly appreciated. Thank you! 😊

I've just realised I may have made a minor error in my selection criteria for a job application. However, my examples are pretty solid and follow the STAR format exactly. I'm just wondering how harshly is the criteria marked? This has got me stressing out cos this is a job I was really keen for. Obviously too late to do anything about it now because the application due date has passed.

Has anyone been following the culture review into Northern NSW Rescue Helicopter?

The ABC reported that 20% of survey respondents had experienced or witnessed sexual harassment over five years, and 28% had experienced or witnessed bullying. There were also concerns about how complaints were handled. Yet the public messaging has focused on the finding that there wasn’t a systemic toxic workplace culture.

Only 33 pages of the 207-page review have been publicly released.
What I find particularly concerning is that the NSW Ambulance Advisory Board raised serious concerns in August about the lack of transparency from Northern NSW Helicopter Rescue Service and the possibility of another five-year contract.

NSW Health has reportedly received the full report, so I’d be interested to know what consideration is being given to those concerns before any decision about extending the contract.
It raises a bigger question for me about how workplace culture and misconduct are actually considered in government contracting decisions.
And what about the people who reported sexual harassment? How do they have confidence in these processes when the findings are presented this way?
I’d also be interested to know whether women who had previously signed NDAs were able to speak freely during the review.

For anyone working in the public sector, is this something you’ve seen before? Serious concerns raised, reviews conducted, recommendations made, but very little visible accountability?
ABC article:
https://www.abc.net.au/news/2026-10-27/northern-nsw-rescue-helicopter-culture-review/107314676

Hi,

I have been offered an assistant position with the Federal Court of Aus, but am in the merit pool for a grad program with Services Australia. I have accepted the court offer already, but am unsure whether I should take the grad program if I am offered it. I did not study law but I have admin experience, and I think I'd like to work in policy/project officer. Is it better to establish myself in the first role for a while, or quit early and move to the grad role for the long term?

What are we thinking? Recruitment freeze, more cuts and Silver Reviews?

Keen to hear your thoughts. 🙏🏻

Currently working as VPS5 under an extremely toxic boss, hostile team and job that is close to non-rewarding. It's so bad I end up crying atleast 3 times a week. It's a fixed term role and the pay is decent, but that's the only reason why I show up for work. I've forgotten to smile.

Just saw an ad for VPS4 role that is very close to my skillsets and area I know I can do well at. No idea how the team or the manager is so there's that. It's an ongoing role.

What call would you make? Fixed term VPS5 or ongoing VPS4 if it means 1) I can run away from all the toxicity 2) I get to apply my skillsets and hopefully, possibly progress within the same department?

Will I require my current manager's approval since it's an internal transfer? What other things must I be aware of before applying?

Thanks a lot.

Anyone notice there's been an uptick in AI slop in their department? Everything needs to run through co-pilot, lots of artefacts being generated by ChatGPT (they look terrible btw and have so much bloat).

Lots of unnecessarily long descriptive emails, decks and excels that could be summarised and aren't very S.M.A.R.T.

Honestly seems like the capability of our department is going backwards due to this.

Worst still leadership are directing to use AI to generate content when there's gaps in planning leading to AI hallucinations and incorrect assumptions.

Keen to hear if this is happening in other public service departments?

Had a interview with the ATO last week and now they've sent a email for me to confirm my references details. They wouldn't be doing this if I didn't pass the interview stage surely?. I know departments across the APS vary and even unsuccessful candiate may get they references checked.

The Albanese Government has appointed Ms Kellie Parker to the role of National Armaments Director.

Ms Parker will be responsible for leading the new Defence Delivery Agency when established on 1 July 2027, with responsibility for delivering acquisition and sustainment projects. 

Ms Parker has over 20 years’ experience spanning operational leadership, complex asset development and major transformation across the iron ore and aluminium mining areas. Most recently she was Chief Executive, Australia at Rio Tinto, responsible for delivering a multi-billion-dollar portfolio of projects with thousands of Australian suppliers. 

This extensive experience will support closer collaboration with Australian defence industry and more expedient delivery of capability for the Australian Defence Force (ADF) with stronger commercial discipline. 

Her significant experience leading a large organisation, managing complex matters in a high‑accountability environment, and delivering operational outcomes will also be invaluable in her role as the National Armaments Director.

This appointment is the next step in delivering on the Albanese Government’s commitment to ensure the ADF is equipped to keep our nation safe. 
As a statutory appointment, Ms Parker will be appointed as National Armaments Director Designate from 9 November 2026 until the establishment of the Defence Delivery Agency from 1 July 2027.

Ms Nadine Williams, who has been Interim National Armaments Director and instrumental in delivering this ambitious reform, will remain in the role until Ms Parker commences on 9 November. Ms Williams’ leadership has been invaluable and we thank her for her time and dedication during this time.

Seeking some quick perspective on a unique public service recruitment situation and a massive interstate family move.
I’m currently a temporary employee in a mid-level data/insights role in my current state government. I recently interviewed for a permanent senior analyst role within a different state government's statistical unit.
I was initially notified I was unsuccessful for the temporary role. However, a few days later, the hiring manager called me directly. She told me the panel loved my skills and wants to bring me in. She is actively trying to secure a new funding line to create a brand-new, 12-month full-time contract for me out of their budget.
She asked if I could relocate my family (wife + two teenagers) within 6 weeks, which I confirmed was fine. She then went on leave, stating a delegate would follow up. It has been a week, her automated email says she is back on 5 November, and my referees haven’t been contacted yet.
To add to the mix, yesterday a different manager from the same unit invited me to interview for a mid-level role(the same tier I am on now) I applied right after unsuccessful notice of the senior role. They noted the senior contract "wasn't formally approved yet" and advised me to sit this mid-level interview as a backup. Because I want the career progression, I politely declined the lower interview to hold out for the senior contract.
Did I make the right move declining the mid-level interview, or did I risk alienating the department by ignoring their backup option?

Currently applying for a nsw public role and have finished background checks and references. They verbally asked for a current payslip which im hesitant to give as it will reveal I earn under the bottom of the range.

Just wondering if anyone’s had any success on pushing back on providing a payslip or if it’s guaranteed if I want an offer?

I also put my salary expectation at the high end of the range, but that was prior to them starting the background checks. Not sure if that will be a problem but also would be curious why they would progress if meeting that number wouldn’t be possible.

I have just scored a recorded interview after basically giving up on the idea of getting an APS job and I want to be sure it goes well, does anyone have any tips?

I have had my dad help me with some practical questions and mapping my answer out in a STAR format. I know it’s really competitive at the moment so I really want to practice as much as possible for this.

I have just moved departments, I was in a very specialised, high functioning team, did a lot of good work and ingot a lot of home runs.

Moved to what I thought was going to be a bit less stressful, more passion project than professional role AO7 role.

Oh mylanta how I was wrong. I have never had more unrealistic work loads. I joined and half the team vanished (1 stress leave, 1 bereavement, 2 transfers). I never got my training wheel phase and because I hit the ground running I feel I've created a standard that's now a rod for my back.

I got told I didn't delegate enough, so I got delegated for a simple administrative tasks to the graduate and got reamed for delegating.

I have said a few times, I am neurodivergent, have chronic anxiety. Its not an issue in my day to day but when I flag it I just need a breathe. Flagged it and my bosses reply was I'm stressed as well. Ive flagged it a few times and get the, I'm worse response.

What reasonable accommodations can I request?

I'm a high performer, I just am a bit like a race horse I guess and can't calm down on my own sometimes.

Bit of a vent i guess, I've had good bosses my whole life. This boss has no empathy, and is very cold over their chosen media for communication (teams), nice in person.

Hi, wondering if anyone has used an agency (and can recommend) an agency or person to check their CV and Selection Criteria for an EL1 comms job? I am not keen on asking a colleague to review as I don’t want anyone to know I am looking at leaving.

Hello, i have interview tomorrow for research officer on govt agency. I had experience working as research assistant. They told me they will provide me questions 15 mins before interview for prep. So anyone who had same interview or any tips.

Thanks:)

With the latest polls pointing at a Liberal national win in the upcoming Victorian election has anyone thoughts on how this freeze may work.

Would it be impossible to recruit any new positions as people leave? Would the JSE make a come back so internal recruiting would be possible but no new people coming in?

Looking for some advice regarding my current work situation. I currently work in State Gov and am an Acting 9/10, normal role 7/8, with a contract until mid-next year. I am ultimately looking for ongoing work, into a 9/10 role, not too fussed which department.

I recently had an interview and when I mentioned this to my manager, she made it very clear that they wanted to keep me and discussed how long term contract and ongoing roles would be coming to our team soon. I said all things equal I would be willing to stay, however until there is a contract in front of me, I can't hold off on any opportunities if something else comes up.

I interviewed for the ongoing 9/10 role, and received a reference check email a few days later. When I informed my manager of this, her tone changed, and it was very clear that she was angry with me, being short and then ending the call.

I have also heard that while she is very supportive of internal growth opportunities, she is not supportive when people are trying to leave and has even provided poor references in the past.

I didn't use my manager as a reference this time around, as I wasn't sure she would give me a great one. I am now nearly 12 months into this role, and as such, if I don't get this role I have interviewed for, any future application will require my manager to be a reference. I am concerned that she will not give me the reference I need to progress, and this whole situation has ultimately left a sour taste in my mouth and I don't see myself staying here long term now, even if contract extensions are offered. In my opinion she's made it clear that she's only worried about the business needs, not me as a person.

What would you do in my situation? Trying to move roles with a manager who is not supportive? Hoping to get some advice

Hey everyone, I’ve got an interview coming up for an IT/cybersecurity graduate role with the SA Government and was wondering if anyone here has been through a similar process.

How technical was the interview? Was it mostly behavioural questions, or did they also ask technical questions or give you scenarios to work through? What level of technical knowledge would they expect from a grad?

Any advice on what to prepare would be appreciated. Cheers!