On 1 January 2026, the Australian Public Service Commission (APSC) introduced changes to the APS performance framework for non-SES staff.
After years of reviews, reform activity and lived experience across agencies, government wanted to lift the maturity of performance across the APS and restore confidence that performance outcomes are fair, consistent and aligned to APS Values.
A system-wide reset, not more paperwork
The refreshed approach is not about introducing more forms or templates. It is about lifting performance maturity across the APS. Under the new framework, agencies are expected to show that their performance systems genuinely:
- Set clear expectations for both outcomes and behaviours
- Support regular feedback, development and capability uplift
- Address underperformance early and fairly
- Recognise contribution in ways that align with APS Values
(Sample article migrated from the current site — full content to be brought across in Phase 2.)
Frequently asked questions
Is the new APS performance framework mandatory for agencies?
Agencies retain flexibility in how they design their performance systems, but they must meet the APSC's core requirements — clear expectations, behavioural assessment, development support, and fair management of underperformance.
What has changed most for SES performance?
The biggest shift is the explicit weighting of behaviour and leadership conduct alongside delivery outcomes, supported by stronger moderation expectations.
Does this require agencies to rewrite their entire performance framework?
Not necessarily. Many agencies already have solid foundations. Targeted refreshes are often more effective than wholesale redesign.
