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For professionals considering a move into the Government sector, one of the first things they notice is that salary structures differ from those in the private sector. Rather than individually negotiated salaries, most public sector roles sit within defined classification frameworks or salary bands. These systems are designed to provide transparency, consistency and fairness across agencies. While the naming conventions vary across federal, state, and local government, the underlying concept is similar: roles are grouped by responsibility, expertise, and leadership scope , with salary progression built into each level. Federal Government: Australian Public Service (APS) The Australian Public Service uses a nationally recognised classification framework across federal departments and agencies. Typical APS levels include: APS1–APS3 Entry-level and operational roles providing administrative or technical support. APS4–APS5 Advisory and specialist roles across policy, program delivery, administration and technical disciplines. APS6 Senior advisors and team leaders with greater responsibility for decision-making and stakeholder management. Executive Level 1 (EL1) Managers responsible for leading teams, programs or major policy areas. Executive Level 2 (EL2) Senior leaders managing significant functions, projects or strategic initiatives. Senior Executive Service (SES) Executive leadership responsible for large divisions, national programs and organisational strategy. Within each classification level, employees typically progress through incremental salary steps as they gain experience and capability. State Government Classification Frameworks Each state government maintains its own classification system, although many follow a similar progression from operational roles through to senior leadership. For example: New South Wales Government Roles are commonly structured using Clerk Grades , such as: Clerk Grade 5/6 Clerk Grade 7/8 Clerk Grade 9/10 These classifications generally reflect increasing responsibility, policy influence and leadership scope. Queensland Government Many roles fall under Administrative Officer (AO) or Professional Officer (PO) classifications. Examples include: AO3–AO4: operational and administrative roles AO5–AO6: advisors and specialists AO7–AO8: senior advisors and managers Victoria Government The Victorian Public Service uses the VPS classification framework , including: VPS2–VPS3: operational roles VPS4–VPS5: advisors and specialists VPS6: senior management and program leadership While titles vary between states, the frameworks all aim to align salary with responsibility, complexity and leadership scope. Local Government (Councils) Local councils typically use banded salary structures through enterprise agreements, rather than national classification systems. Most council roles are grouped within bands that broadly align with the complexity and responsibility of the role. Examples may include: Band 3–4 Operational roles or technical support positions. Band 5–6 Professional roles such as planners, analysts, project officers and specialists. Band 7–8 Senior leadership roles managing teams, programs or strategic initiatives. Because councils vary widely in size and structure, the exact banding and salary ranges can differ between organisations. Understanding Salary Bands Matters For professionals exploring careers in the public sector, understanding classification structures can provide valuable clarity. Salary band frameworks help candidates: Compare roles across different government levels Understand progression pathways within the public sector Set realistic expectations when applying for roles While the terminology differs across jurisdictions, the core principle remains the same: public sector salary structures are designed to align remuneration with responsibility, capability and impact. For many professionals, these frameworks also provide clear career progression pathways within government. Get in touch Explore jobs available