APS6 vs EL1: What’s the Difference and Are You Ready?
Understanding the shift from technical expertise to leadership responsibility in the Australian Public Service.
“Many APS6 employees are already performing elements of EL1 work without realising it. The challenge is demonstrating capability consistently, communicating it effectively, and positioning yourself for promotion opportunities.”
APS6 to EL1 Readiness Check
- Do you regularly lead work through others?
- Do you influence stakeholders outside your immediate team?
- Do you manage competing priorities across multiple projects?
- Do you provide strategic advice to senior leaders?
- Do you manage performance issues?
- Do you contribute to branch or organisational planning?
Mostly Yes?
You may already be operating at an EL1 level.
The Biggest Mistake APS6 Employees Make
Many APS6 employees focus exclusively on doing more work, becoming more technically capable, or working harder. Promotion panels often look for evidence of leadership, judgement, influence, stakeholder management and strategic thinking.
Planning your move from APS6 to EL1?
Understanding the capability differences is the first step. The next challenge is demonstrating those capabilities in your written application and interview.
Read the APS Promotion Interview GuideThe APS6 – EL1 Comparison Table
This resource provides a side-by-side comparison of the APS6 and EL1 Integrated Leadership System (ILS) capabilities. It is designed to help APS employees, managers, and aspirant leaders better understand the shift in responsibilities and expectations when moving from APS6 to EL1.
This table is based on my interpretation of publicly available APSC resources, including the APS-1 to APS-6 and EL1 to SES ILS comparatives. It is my view of the world and is not endorsed by the APSC. Users should apply the information at their own risk and in accordance with their own judgment.
The table highlights key differences:
- Bold text indicates major differences between APS6 and EL1 responsibilities.
- Italicised text indicates minor nuances or wording differences.
This resource can be used for self-assessment, career planning, team discussions, or coaching purposes. It is intended to provide insight and stimulate reflection on leadership expectations, rather than serve as an official guide.
Preparing for an APS Promotion?
If you’re comparing APS6 and EL1 capabilities because you’re planning your next career move, the next step is learning how to demonstrate those capabilities in your application and interview.
These practical guides will help you understand what selection panels are looking for and how to prepare with confidence.
Read the APS Promotion Interview Guide Explore EL1 Interview Preparation
Download the APS6 vs EL1 Comparison Table
Get a printable PDF version of the comparison table to support career planning, leadership development discussions and promotion preparation.
Download the PDFFree • Printable • Ideal for career conversations and leadership development
Ready to put this into practice?
The differences between APS6 and EL1 become much clearer when you see how panels assess them during interviews.
Learn how to structure stronger examples, demonstrate strategic thinking and answer common EL1 interview questions with confidence.
Explore EL1 Interview PreparationTaking on an Acting EL1 Opportunity
An acting EL1 opportunity can be valuable for APS6 employees who are interested in promotion, leadership development or simply gaining a broader understanding of how the organisation operates.
Many people initially see acting opportunities as a way to test whether they are ready for promotion. While they can certainly help with that, they also provide an opportunity to develop new skills, build confidence and gain insight into the challenges faced by leaders at the next level.
One of the most valuable lessons people often gain is a deeper understanding of what their own EL1 manager is balancing each day. Priorities that may have seemed straightforward from an APS6 perspective can look very different when viewed through the lens of managing a team, engaging stakeholders, allocating resources, supporting staff wellbeing, responding to senior leadership requests and delivering organisational outcomes simultaneously.
This broader perspective often helps people become more effective APS6 employees. They develop a greater appreciation for organisational priorities, communicate more strategically, anticipate issues earlier and provide advice that better aligns with the needs of decision makers. Many return from acting opportunities with stronger judgement, increased confidence and a more sophisticated understanding of leadership.
Acting opportunities can also provide valuable examples for future recruitment and promotion processes. Selection panels are often interested in evidence of leadership capability, stakeholder engagement, decision making and organisational impact. Experiences gained through acting roles can help applicants move from describing what they think they would do in a hypothetical situation towards explaining what they have actually done in practice.
Examples that begin with phrases such as “when I was acting in an EL1 role, I…” or “while leading a team during an acting opportunity, I…” are often more compelling because they are grounded in real experience and demonstrated capability.
Whether or not promotion is your immediate goal, acting opportunities can accelerate learning, expand your perspective and strengthen your leadership capability. They provide an opportunity to experience the responsibilities of the next level while developing skills that can benefit you throughout your APS career.
I recommend grabbing a cup of tea or coffee and a quiet space to review this table over the next few days.
Work together
Book a coaching session or schedule a short introduction chat to identify your strengths, gaps and next steps.
APS6 to EL1 Coaching Case Study
One APS6 leader I worked with had recently accepted an acting EL1 opportunity following several years of strong performance in a highly technical role. They had built a reputation for delivering quality work, managing complex issues and providing trusted advice, which had made them a natural candidate when the opportunity arose.
As the start date approached, they found themselves thinking less about the work itself and more about the expectations that would come with the role. They would be leading a team for the first time, navigating competing stakeholder priorities, managing performance conversations and making decisions in situations where there was often no perfect answer. The prospect of stepping into a more visible leadership position brought a mixture of excitement, uncertainty and self-doubt.
Through a series of coaching conversations, we explored the challenges they anticipated facing and the leadership approach they wanted to bring to the role. We spent time reflecting on previous experiences, identifying strengths that would support them in the transition and considering how they could build credibility with a new team while remaining authentic to their own leadership style. Together, we developed a practical plan that focused on relationship building, communication, decision making and creating clarity for their team during a period of change.
As the coaching progressed, they developed a greater appreciation of the capabilities that had already contributed to their success and gained confidence in their ability to apply those strengths in a broader leadership context. Their attention shifted towards building trust, creating direction, supporting others and contributing to outcomes beyond their own individual workload.
Several months into the acting opportunity, they reflected on how differently they viewed leadership compared to when they first accepted the role. They felt more confident in managing challenging conversations, more comfortable operating in ambiguity and more intentional about the impact they wanted to have on the people around them. The experience strengthened their confidence as a leader and provided valuable insight into what would be required as they continued pursuing future EL1 opportunities.
Experiences like this are common for APS6 employees who are preparing for acting opportunities, promotion processes or their first formal leadership role. Coaching creates space to reflect on challenges, strengthen leadership capability and approach the transition with greater confidence and clarity.
Preparing for APS Career Progression?
Many APS employees understand the work they do every day but feel less confident about applications, interviews and what selection panels are actually looking for.
The APS Recruitment Game explores how APS recruitment processes work and provides practical insights into presenting your experience effectively.
About Brendon Le Lievre – Author of The APS Recruitment Game
I work with APS employees and leaders across Australia to strengthen leadership capability, navigate career transitions and prepare for new opportunities.
My coaching clients include APS employees preparing for acting opportunities, promotion processes, leadership roles and challenging workplace situations.
I combine coaching, leadership development and extensive experience working with public sector leaders to help people approach the next stage of their career with greater confidence and clarity.
How I Help APS Employees Perform at the EL1 level
Over the past decade I have coached APS employees preparing for acting opportunities, promotion rounds, leadership challenges and career transitions.
Common coaching topics include:
- Preparing for acting opportunities
- Building leadership confidence
- Managing difficult conversations
- Stakeholder engagement
- Interview preparation
- Career planning
- Transitioning from technical expert to leader
Whether your goal is promotion, leadership development or becoming more effective in your current role, coaching provides dedicated time to think, reflect and prepare.
Choose the right support for you
Coaching is structured around the different stages of an APS career, from performance in role through to transition and progression.
Managing workload & complexity?
Excel in Your APS Role
Preparing for APS recruitment processes?
Secure Your Next APS Role
Stepping into a new role?
Start Strong in Your New APS Role
Have a specific challenge or opportunity?
Flexible Coaching
The APS Recruitment Game explores how APS recruitment processes work and provides practical insights into presenting your experience effectively.
Still unsure whether you’re ready for EL1?
Many APS employees know they’re capable but struggle to identify the evidence panels are looking for. A coaching conversation can help you understand your readiness, identify capability gaps and prepare for promotion with greater confidence.