Enquiries or suggestions about the aps job Family Model are welcome and should be directed to

Application

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  The model groups functionally similar positions that have related skills, tasks and knowledge blocks. The complexity within a role is defined by the work level standards not by separate roles.
  
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  Roles should be grouped based on the role responsibilities and not on the context or environment in which they are performed. For example an accountant working in an intelligence area should be grouped within the accounting and finance family and not the intelligence family.
  
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  Job Family mapping is generally applied to a position not a person and should focus on the work needed to be performed in the role rather than the particular skills or abilities of the individual performing the role.
  
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  The model can be adapted to an agency’s particular situation and requirements, including the establishment of more granular or emerging roles. APS agencies should align and/or map any new positions against the current job family model to facilitate data collection and cross agency and sector comparisons.
  
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  Where a position undertakes a number of job roles, it may be helpful to determine the most appropriate role based on one or more of the following:
  
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    Function performed most frequently;
    
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    Attributes of the role that are most critical to business;
    
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    Key accountability or core purpose of the position;
    
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    Skilling or proficiency requirements for the position.