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The ACT Public Service is not the APS. We provide the insider knowledge you need to navigate ACT Health, Education, Transport Canberra, and Directorate roles with absolute confidence. Stop leaving thousands of dollars on the table by missing out on promotions.
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Consider the math: A promotion from an ASO 6 to a SOG C, or SOG C to SOG B, typically comes with a $15,000 to $25,000+ salary increase per year, plus higher superannuation.
Missing out on that role because of a poorly structured 'One Page Pitch' or a nervous interview doesn't just cost you today—it costs you tens of thousands of dollars over the lifetime of your career.
Return on Investment
An investment in our Excellence Program ($997) literally pays for itself in your first 2 to 3 weeks in your new, higher-paying role.
Many candidates make the mistake of using generic APS responses for ACT Government roles. This is a critical error.
The Australian Capital Territory Government is unique because it functions as both a State Government (managing health, education, justice) and a Local Council (managing roads, libraries, waste, rates).
This "hybrid" nature means interview panels look for candidates who understand the direct impact of their work on the Canberra community. Our coaching helps you pivot your experience to match this service-delivery focus.
Unlike the APS 'ICARE' values, the ACTPS assesses you against four specific pillars. You must weave these into your interview answers:
Treating others with dignity, fairness, and valuing diversity in the Canberra community.
Being honest, taking responsibility for actions, and building trust with the public.
Working across directorates and with community stakeholders to achieve shared goals.
Looking for better ways to do things; solving local problems with creative solutions.
Understanding the difference is often the deciding factor in winning the role.
| Feature | Federal (APS) | ACT Gov (ACTPS) |
|---|---|---|
| Values Framework | ILS & ICARE Values | ACTPS Shared Capability & RICI Values |
| Panel Focus | Strategic / Policy / National Impact | Operational / Community / Service Delivery |
| Selection Method | Structured Behavioural (STAR) | Merit Selection (STAR + Reflection) |
| Application Format | Pitch or Criteria (varied) | Often "One Page Pitch" (Strict limits) |
| Referee Checks | Usually post-interview | Often requested *prior* to interview |
While the APS uses the standard STAR method, ACT Government panels are increasingly looking for Reflection.
Unlike federal roles that may ask for 1000 words, ACT Government roles frequently demand a strict "One Page Pitch" (500-800 words).
You must craft a cohesive narrative that answers three specific questions implicitly within constraints:
Transparent, premium pricing designed to give you the highest possible return on investment across all ACTPS levels (ASO to SOG and SES).
Entry - Exec
High-intensity strategic consultation for immediate results and short-notice ACTPS interviews.
Foundational Prep
Structured support for candidates seeking a consistent and calibrated approach to ACTPS capability frameworks.
Split Payment: $397.50 x 2
Promotion Tier
Comprehensive mastery designed for private sector transitions and those targeting SOG C, SOG B, and SES roles.
Split Payment: $498.50 x 2
12-Week Partnership
The ultimate partnership for ACT government mastery, acting progression, and lifting long-term performance.
Ultimate Mastery
Get the insider strategies on your own schedule. Grab our comprehensive Government Interview Secrets Video Course covering STAR frameworks, panel psychology, and one-page pitch writing.
Have a 15-minute chat with our ex-hiring managers. No pressure, just strategy to secure your ACTPS role.
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The One Page Pitch is a succinct response (usually 500-800 words) where you must address all selection criteria in a narrative flow. It is a critical test of your ability to communicate complex achievements with brevity, focusing entirely on 'Why you', 'What you bring', and 'How you fit'.
Yes. There is portability of entitlements between the APS and the ACTPS, provided the break in service is minimal. This typically includes sick leave and long service leave recognition. Always verify this with the specific recruitment team during negotiations.
The ACT Government (ACTPS) operates under a distinct Merit Selection Framework and uses the 'RESPECT' or 'RICI' values system (Respect, Integrity, Collaboration, Innovation), unlike the APS 'ICARE' values. ACTPS panels often focus heavily on local community impact and distinct directorate priorities because it operates as a "hybrid" state/local government.
Don't leave your public sector interview success to chance. Work with Australia's most experienced government coaching team.
Not sure which option is right for you? Contact us for a free 15-minute consultation to discuss your specific needs and target role.
Not sure if your answers will score highly?