Graduates have the opportunity to progress to APS 5 or 6 at the end of the year.
My employer does provide opportunities to fulfil career aspirations. There are structured development programs, access to learning platforms, and support for further education. However, like any large organisation, the availability of opportunities can depend on factors such as budget, team structure, and timing. In the Grants Management Unit, Ive noticed that while there are formal mechanisms in place for career progression, the level of support and encouragement can vary depending on the branch manager or region. Some directors are proactive in discussing career aspirations and personal development, which is encouraging. However, from what Ive observed, this isnt always consistent across the unit. Overall, the potential for career progression exists, but realising it often requires individual initiative, strong performance, and sometimes navigating varying levels of managerial support.
I love that NIAA supports the closing the gap which was one of the recommendations that came from the 2008 National Apology Day to the stolen generation. I am very fortunate to have come into the public sector with little understanding of what my role actually means to the Aboriginal and Torres Strait Islanders and their community and now achieving and learning more each day is my aspiration to keep moving forward to help close the Gap.
There is a model at the end of the grad year to progress to APS level 5 or 6, depending on your interviews at end of the year. There are many training and development opportunities available to those who want to upskill and prepare for career progression.
