How Do You Know If You’re Ready for APS6?

For many APS employees, the move to APS6 represents one of the most significant transitions in their career.

The change often involves more than taking on additional responsibilities or managing more complex work. APS6 employees are frequently expected to provide leadership, exercise sound judgement, manage stakeholder relationships and contribute to outcomes that extend beyond their own individual workload.

Many people begin thinking about APS6 opportunities after building experience at the APS5 level, leading projects, developing specialist expertise or becoming a trusted member of their team. They may find themselves taking on increasingly complex work, supporting colleagues and contributing to decisions that influence broader outcomes.

Readiness for APS6 tends to develop gradually through experience, reflection and exposure to new challenges. People often discover they are already demonstrating many of the capabilities associated with the level before they begin applying for APS6 roles.

You Are Looking Beyond Your Own Tasks

One of the early signs of readiness for APS6 is a growing awareness of the broader context in which your work occurs.

APS5 employees are often focused on delivering high quality work and meeting the expectations of their role. APS6 employees continue to do this while also considering how their work contributes to team objectives, organisational priorities and stakeholder outcomes.

Many people begin asking different questions.

• How does this piece of work contribute to the broader goals of the team?
• What risks should be considered?
• How will stakeholders be affected?
• What could improve the way we work?

The APS Integrated Leadership System highlights the importance of understanding organisational objectives, thinking strategically and considering the longer-term implications of decisions and actions.

Colleagues Seek Your Advice and Support

Many future APS6 employees discover that others are already relying on them before they receive the promotion.

Colleagues seek their input on difficult issues.

New staff members ask for guidance.

Managers trust them with sensitive work.

Stakeholders value their judgement and professionalism.

These experiences create opportunities to develop influence, communication skills and confidence. They also provide valuable examples of leadership capability that can be drawn upon during future recruitment processes.

You Are Taking Ownership of Outcomes

APS6 employees are often expected to take greater ownership of work and demonstrate accountability for achieving results.

This may involve leading projects, coordinating activities across teams, managing competing priorities or ensuring that work progresses despite obstacles and uncertainty.

People who are developing readiness for APS6 frequently find themselves stepping forward when challenges arise. They identify issues, suggest solutions and help move work forward rather than waiting for direction.

The APS Integrated Leadership System places a strong emphasis on initiative, project management, quality outcomes and personal responsibility for achieving objectives.

You Are Building Relationships Across the Organisation

Strong APS6 employees rarely succeed through technical expertise alone.

The ability to build productive relationships, understand stakeholder needs and work collaboratively with others becomes increasingly important.

Many APS5 employees initially focus on the quality of their individual contribution. As they prepare for APS6 opportunities, they often spend more time working across teams, building networks and developing relationships that support organisational outcomes.

This broader approach strengthens influence and creates opportunities to contribute beyond formal responsibilities.

The APS Integrated Leadership System highlights relationship building, collaboration and stakeholder engagement as important aspects of APS6 capability.

You Are Becoming More Comfortable With Ambiguity

As responsibilities increase, certainty often decreases.

APS6 employees are frequently required to work through issues where information is incomplete, priorities are changing or there is no obvious solution.

Developing confidence in these situations is an important part of professional growth.

People who are ready for APS6 often demonstrate an ability to gather information, consider options, assess risks and move work forward even when all the answers are not immediately available.

Many APS employees describe this as one of the most significant shifts in their development because it requires judgement rather than simply following established processes. Discussions among APS employees frequently highlight the challenge of navigating ambiguity, managing expectations and maintaining confidence while operating in complex environments.

You Are Supporting the Development of Others

Leadership does not begin at the Executive Level.

Many APS6 employees play an important role in developing colleagues, supporting new team members and sharing knowledge across their work area.

This may involve mentoring, coaching, providing feedback, delegating work or helping others navigate challenges.

The APS Integrated Leadership System recognises the importance of supporting learning, sharing expertise and helping others succeed. These experiences can provide valuable evidence of leadership capability while strengthening the performance of the team as a whole.

Areas That Are Frequently Overlooked

Many aspiring APS6 employees focus heavily on technical expertise and operational delivery.

Several other areas often deserve greater attention.

Developing Stakeholder Management Skills

APS6 employees frequently work with stakeholders who have competing priorities, different expectations and varying levels of influence.

Building confidence in stakeholder management can significantly strengthen effectiveness and readiness for the level.

Learning to Influence Without Authority

Many organisational outcomes depend on collaboration rather than formal authority.

The ability to influence, negotiate and build support for ideas becomes increasingly valuable as responsibilities expand.

Building Examples Before You Need Them

Many people wait until a promotion process begins before thinking about examples.

Strong examples are built through projects, working groups, stakeholder engagement, mentoring opportunities and challenging assignments that occur throughout a career.

Seeking Feedback

People who actively seek feedback often accelerate their development because they gain a clearer understanding of their strengths, blind spots and opportunities for growth.

A Practical Self-Assessment Exercise

Many people discover that they have stronger evidence in some capability areas than others. The exercise can highlight development opportunities, identify gaps in experience and provide valuable preparation for future interviews and applications.

The process also creates a practical development plan because it helps identify the experiences, projects and opportunities that could strengthen readiness for the next level.

Why the Move to APS6 Can Be Worthwhile

APS6 roles often provide opportunities to contribute more broadly, influence outcomes, develop leadership capability and work on increasingly complex issues.

Many people enjoy the opportunity to lead projects, mentor colleagues, strengthen stakeholder relationships and have greater input into decision making.

The role can also provide valuable preparation for future opportunities at the Executive Level by developing the judgement, communication skills and organisational awareness that become increasingly important as careers progress.

Preparing for the Next Stage of Your Career

For those preparing for APS recruitment and promotion processes, my book The APS Recruitment Game provides practical insights into recruitment processes, selection panels and presenting your experience effectively.

The question of readiness often creates valuable reflection because it encourages people to consider how they are growing, contributing and preparing for future opportunities. The capabilities associated with APS6 can strengthen performance and create new possibilities regardless of when the next opportunity arises.

Choose the right support for your career stage

My coaching supports APS employees who are preparing for acting opportunities, considering promotion pathways, navigating leadership transitions or seeking to strengthen their leadership capability. Coaching provides dedicated space to reflect on challenges, identify development opportunities and build confidence for the next stage of a career.

The question of readiness often creates valuable reflection because it encourages people to consider the capabilities they are developing today and the contribution they want to make in the future. The experiences, relationships and leadership opportunities that support readiness for EL1 can strengthen performance and career satisfaction regardless of when the next opportunity arises.