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Navigating Public Sector Change:
APS & State Govt.

Restructures, MoG & Redundancy Support. Don't wait for the org chart—get strategic advice to secure your role.

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Managing Government Change

Machinery of Government (MoG)

The transfer of functions between agencies (APS) or Clusters (State).
Key risk: Cultural mismatch and role definition changes.
Action: Secure your position description immediately.

Restructures & Spills

Internal re-organisation requiring staff to re-apply.
Key risk: Failing to map skills to the specific framework (ILS or State Capability Framework).
Action: Treat the interview as external.

Redundancy (Voluntary/Involuntary)

The elimination of a role.
Key risk: Financial panic leading to poor career moves.
Action: Assess private sector "market warmth" before accepting a VR.

You Are Not Just a Position Number

Whether you are facing a "Spill and Fill," a culture-shock MoG transfer, or the threat of becoming "Excess," the psychological toll of limbo is real. The anxiety of the unknown can paralyse your decision-making.

Professional Guidance vs. Passive Waiting

Many employees "wait and see" until the organisational chart is released. By then, it is often too late.

We provide the professional advice you need to regain control. We help you separate the emotional reaction from the strategic response.

  • Strategy: Objective Career Assessment (Stay vs. Go).
  • Insight: Decoding "Merit" in a closed environment.
  • Mindset: Restoring Professional Identity.

The "EAP vs. Strategy" Gap

EAP (Employee Assistance Program): Essential for mental health and stress management. (We highly recommend using this free service).

PS Interview Coach: Essential for career survival and competitive advantage. We provide the tactical advice, framework mapping (ILS/NSW/VIC), and documentation EAP cannot offer.

Who We Support

The "MoG" Transferee

Definition: Staff moved to a new Agency or Cluster via Machinery of Government changes.

We help you decode the new culture, map your skills to the new framework (e.g., APS to State), and establish value early.

The "Spill & Fill" Candidate

Definition: Staff required to re-apply for their own substantive role.

We coach you to treat this as a fresh interview, avoiding the "complacency trap" and proving merit against the specific ILS or State Framework.

The "Excess" Employee

Definition: Staff identified as potentially redundant.

We help you maximise your exit, targeting redeployment or a successful transition to the private sector.

The Pivot Program

Professional Guidance Packages

Tailored support for every stage of the change curve.

Clarity & Direction

Tier 1: Clarity Diagnostic

Unsure whether to fight for your role or take a package? Start here.

  • 60-Min Strategy Session.
  • Assessment of "Market Value" outside Govt.
  • Honest review of Redundancy vs Redeployment.
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Tier 2: The "Re-Hire" Strategy

Critical support for internal "Spill and Fill" or Redeployment.

  • Tailored Pitch for Internal Panels.
  • Framework Mapping (APS ILS or State).
  • 2 x Mock Interviews (Panel Simulation).
  • Resume Optimisation (APS/State Focus).
Secure Your Seat
The Exit Strategy

Tier 3: Public to Private

De-institutionalising your resume for the private sector.

  • Translation of Govt language to Corporate KPIs.
  • LinkedIn Profile Overhaul.
  • Salary Negotiation Coaching.
Start The Transition

Common Questions During Change

I feel overwhelmed by the MoG changes. Where do I start?

Start by separating what you can control from what you cannot. You cannot control the department's structure, but you can control your Candidate Profile. Update your resume immediately, even if you intend to stay. This simple act provides a sense of psychological control and readiness.

How does a "Spill and Fill" interview differ from a normal one?

In a "Spill and Fill," the panel often knows you. The danger is complacency—assuming they "know what I do." You must interview as if you are a stranger, providing explicit evidence (STAR examples) for every claim. We coach you to balance familiarity with formal merit requirements.

I work for State Government (NSW/VIC/QLD). Is the advice different?

The core strategy is the same (Merit Principle), but the frameworks differ significantly. While the APS uses the ILS, State Governments use specific Capability Frameworks (e.g., the NSW Public Sector Capability Framework). We tailor our coaching to map your skills to the specific behavioral indicators of your State jurisdiction.

Control Your Career Narrative

Uncertainty is the enemy of progress. Whether you want to stay and fight for your role, or pivot to a new opportunity, we provide the strategy.

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100% Confidential Service Ex-Hiring Managers 40+ Years Combined Experience

Ready to Secure Your Public Service Career?

Don't leave your public sector interview success to chance. Work with Australia's most experienced government coaching team.

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Not sure which option is right for you? Contact us for a free 15-minute consultation to discuss your specific needs and target role.