Work level standards outline the performance expectations that are critical in a role. Each band has specific work-level standards that describe the skill, responsibility and behavioural expectations.
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Work level standards outline the performance expectations that are critical in a role. Each band has specific work-level standards that describe the skill, responsibility and behavioural expectations.
Learn more about joining our team.
Competent performers at this level organise their assigned tasks and their time, cope with changing priorities, meeting deadlines and commitments. They seek guidance and develop effective organisational work habits and learn how to use AFP systems.
Competent performers at this level understand how their work contributes to the team’s objectives. They follow guidelines and procedures accurately and show good judgements as to when to escalate issues that impact on the work and may be outside the intent of the guidelines. When providing input to decisions, they include all relevant facts, display logic in suggesting options or recommendations.
Competent performers at this level make time to understand the key cultural values of the AFP and practice this in their day-to-day work. They are enthusiastic about their work, show initiative and cope well with setbacks or criticism. They also look for learning opportunities to enhance their skills.
Competent performers at this level build effective working relationships with the team leader and other members of their team, based on mutual respect and an ability to put the objectives of the team above personal objectives. This includes learning how to share knowledge with other team members, give feedback effectively and be flexible within the team to cope with individual and team requirements.
Competent performers at this level have the ability to communicate clearly and concisely with work colleagues or clients either face to face, within a group or in writing. They are actively practising and developing their communication skills and are able to produce routine correspondence and reports with close supervision and to an acceptable standard.
Competent performers at this level are actively acquiring the basic technical knowledge they will need to contribute effectively to day-to-day tasks and projects. They may have a solid grounding from their studies, but now seek to further develop their knowledge through reading, discussions and doing the work.
Competent performers at this level are acquiring and applying the basic skills of AFP work. They seek to practice and fine-tune their skills under close supervision and to develop more advanced skills that will enable them to take more responsibility in the future. They are able to carry out basic day-to-day tasks, but require close supervision and guidance.
Competent performers at this level organise their assigned tasks and their time efficiently, cope with changing priorities and meet deadlines and commitments consistently. They seek guidance and actively develop effective organisational work habits and learn how to use AFP systems.
Competent performers at this level are aware of the corporate objectives and priorities and understand how their work contributes to the team’s objectives. They follow guidelines and procedures accurately and show good judgements as to when to escalate issues that impact on the work and may be outside the intent of the guidelines. When recommending decisions, they include all relevant facts, display logic in suggesting options or recommendations.
Competent performers at this level make time to understand the key cultural values of the AFP and practice this in their day-to-day work. They are enthusiastic about their work, show initiative and cope well with setbacks or criticism. They also look for learning opportunities to enhance their skills.
Competent performers at this level build effective working relationships with the team leader and other members of their team, based on mutual respect and an ability to put the objectives of the team above personal objectives. This includes learning how to share knowledge with other team members, give feedback effectively and be flexible in distributing the workload within the team to cope with individual and team requirements.
Competent performers at this level have the ability to communicate clearly and concisely with work colleagues or clients either face to face, within a group or in writing. They are actively practising and developing their communication skills and are able to produce routine correspondence and reports with minimal supervision and to an acceptable standard.
Competent performers at this level are actively acquiring the basic technical knowledge they will need to contribute effectively to day-to-day tasks and projects. They may have a solid grounding from their studies, but now seek to further develop their knowledge through reading, discussions and doing the work.
Competent performers at this level are acquiring and applying the basic skills of AFP work. They seek to practice and fine-tune their skills under supervision and to develop more advanced skills that will enable them to take more responsibility in the future. They are able to carry out basic day-to-day tasks, but require occasional supervision and guidance.
Competent performers at this level take responsibility for managing their own work through to completion, work cooperatively with other to achieve shared outcomes, share knowledge and skills with others and adapt to changing priorities and ways of working within the team.
Competent performers at this level are aware of the corporate objectives and priorities and apply these to their day-to-day work. They anticipate the impact on their work of decisions and seek to find ways to improve the way that the work is done within the team. When making decisions, they include all relevant facts, display logic in choosing options and in making recommendations.
Competent performers at this level work hard to understand the key cultural values of the AFP and practice this in their day-to-day work. They are enthusiastic about their work, show initiative and cope well with setbacks or criticism. They are also self-motivated in further developing their own skills and careers.
Competent performers at this level build strong, effective working relationships with other members of their team, key people within the AFP and with their clients. These working relationships are built on mutual respect and a genuine understanding of the needs of others. They also actively seek feedback from others about how their own work can be improved and act on the advice received.
Competent performers at this level have the ability to communicate clearly and concisely with work colleagues or clients either face to face, within a group or in writing. They listen carefully and actively to others and test their understanding of the issues by refecting back or summarising. They also understand the protocols and established pathways for sharing information within the team and the AFP.
Competent performers at this level are actively acquiring the basic technical knowledge they will need to contribute effectively to day-to-day tasks and projects. They have a solid grounding from their studies and now add to this knowledge with practical examples and tasks, combined with research and discussions with more senior colleagues.
Competent performers at this level are fine-tuning the basic skills they have acquired through training, and developing the more advanced skills that will enable them to take more responsibility in the future without the need for extensive or close supervision. They are able to carry out basic day-to-day tasks, but require supervision to integrate the individual task to produce a competent project.
Competent performers at this level take responsibility for achieving the objectives they are allocated and managing their own work through to completion. They require minimal supervision to achieve high-quality results. They anticipate and adapt to changing priorities and suggest new ways of working within the team.
Competent performers at this level ensure they are up to date with the corporate objectives and priorities and apply these to their day-to-day work. They anticipate changes both within and external to the AFP and seek to find ways to improve the way that the work is done within the team. When making decisions, they systematically analyse the nature of the problem, include all relevant facts, display logic in choosing options, document the basis for the decision and invariably make good decisions and recommendations.
Competent performers at this level display behaviours that are consistent with key cultural values of the AFP in their day-to-day work. They are enthusiastic about their work, show initiative and cope well with setbacks or criticism. They have a positive influence on other team members and encourage high ethical and professional standards. They are also self-motivated, seeking frequent feedback and actively developing their own skills and careers.
Competent performers at this level contribute as a team member by encouraging cooperation, tolerance of individual differences, effective feedback, sharing of knowledge and a focus on the objectives of the team. They build effective relationships with other members of their team, key people within the AFP and with their clients. These working relationships are built on mutual respect and a genuine understanding of the needs of others.
Competent performers at this level communicate clearly and concisely with work colleagues or clients either face to face, within a group or in writing. They display good communication skills in making presentations, conducting interviews, running meetings and encouraging the contribution of others. They also show good judgement in complying with the protocols and established pathways for sharing information within the AFP and anticipate the need to share information.
Competent performers at this level apply extensive technical knowledge to meet the objectives of the team. They have completely practical knowledge of their technical area and use this to take complete responsibility for standard projects. They systematically maintain and further develop their technical knowledge so that they can take further responsibility for more complex projects.
Competent performers at this level have developed completely practical technical skills that allow them to take complete responsibility for standard projects. They systematically maintain and further develop their technical skills so that they can take further responsibility for more complex projects.
Competent performers at this level take responsibility for achieving the objectives they are allocated and managing their own work through to completion. They require minimal supervision to achieve high-quality outcomes for complex projects or in demanding environments. They anticipate and adapt to changing priorities and develop new ways of working within the team.
Competent performers at this level ensure they are up to date with the corporate objectives and priorities, anticipate external changes and seek better practices in other organisations. They have a clear understanding of how their work and the work of the team contributes to the AFP objectives and to society. Their decision-making is professional, considered, well-documented and invariably correct. They plan for the future and consider the implications of broader issues in their day-to-day work.
Competent performers at this level display behaviours that are consistent with key cultural values of the AFP in their day to day work. They are enthusiastic about their work, show initiative and cope well with setbacks or criticism. They have a positive influence on other team members and encourage high ethical and professional standards. They are also self-motivated, seeking frequent feedback and actively developing their own skills and careers.
Competent performers at this level contribute as a senior member of the team by encouraging cooperation, tolerance of individual differences, effective feedback, sharing of knowledge and a focus on the objectives of the team. They network and build effective relationships with key people within the AFP, with other agencies and with their clients. They seek to create an effective team environment and support the team leader in this area.
Competent performers at this level communicate clearly and concisely about technical issues in writing, orally and with a wide range of stakeholders. They display high-level communication skills in a range of situations, including presentations, interviews, meetings and negotiations. They also contribute to the way the team complies with the protocols and established pathways for sharing information within the AFP.
Competent performers at this level are seen as technical experts. They apply extensive and expert technical knowledge to meet the objectives of the team. They take complete responsibility for complex, challenging or sensitive projects. They play a leading role in promoting higher technical capabilities within the team.
Competent performers at this level display expert and highly practised skills in taking responsibility for complex, challenging or sensitive projects. They play a leading role in promoting higher technical capabilities within the team.
Competent performers at this level plan the activities of the team, allocate resources wisely and take responsibility for the outcomes and performance of the team despite challenging objectives.
Competent performers at this level make sure that the team has the skills required to meet the objectives, both now and in the future, and that the team responds flexibly to changing priorities and demands.
Competent performers at this level seek ways to improve the work of the team and support the changes and improvements from the broader organisation.
Competent performers at this level make use of the skills and knowledge available to them both within the team or externally to ensure that they meet the team’s objectives.
Competent performers at this level communicate with the team about the purpose of their work and how this relates to the broader organisational objectives.
Competent performers at this level take time to consider the impact of day-to-day work or decisions on future needs and modify their decisions. They anticipate likely changes and make changes proactively.
Competent performers at this level keep up to date with the broader environment in which the team operates and use this broader perspective to help the team achieve its objectives.
Competent performers at this level systematically make or recommend good decisions based on good consideration of the issues, identification of the options and logical arguments clearly supporting the decision or recommendation.
Competent performers at this level make time to develop and enhance their professional and organisational networks and engage with their customers to ensure high levels of service.
Competent performers at this level involve team members in the work of the team, recognise their contribution and encourage collaboration and cooperation.
Competent performers at this level model tolerance and respect and encourage diversity within the team in terms of ways of working, new ideas, interpersonal style and knowledge of other cultures.
Competent performers at this level make time to engage with team members to assist them to develop their capabilities. They support their development, suggest changes in behaviour, coach new skills and give honest feedback.
Competent performers at this level not only adhere to the AFP standards and values and act in accordance with legislation, policies and regulations; they also create that professional and ethical environment within the team.
Competent performers at this level are proactive and display initiative in addressing issues, show courage when the risks and consequences are substantial, and display resilience in the face of setbacks and criticism. They acknowledge mistakes and learn from them.
Competent performers at this level not only model an effective work-life balance, they also assist team members to achieve the right balance for the individual.
Competent performers at this level have an informed view of their own strengths and weaknesses, have a plan to develop their own capabilities and take personal responsibility for advancing their career.
Competent performers at this level have the ability to communicate clearly and concisely with work colleagues or clients either orally or in writing, often skilfully using presentations, project plans and meetings to communicate more effectively.
Competent performers at this level use their own knowledge to anticipate what information is important to others and ensure that it is shared. They also seek opportunities to hear the views of others and share their own views with team members
Competent performers at this level take time to understand the ideas and concerns of others and modify their arguments to better meet the needs of the intended audience. They encourage others to talk, share ideas and different views.
Competent performers at this level have a basic understanding of negotiation skills and apply this to resolving issues within the team.
Competent performers at this level plan the activities of the team, allocate resources wisely and take responsibility for the outcomes and performance of the team despite challenging objectives. They also ensure the team objectives are achieved.
Competent performers at this level make sure that the team has the skills required to meet the objectives, both now and in the future, and that the team responds flexibly to changing priorities and demands.
Competent performers at this level seek ways to improve the work of the team and actively encourage the changes and improvements from the broader organisation.
Competent performers at this level make use of the skills and knowledge available to them both within the team or externally to ensure that they meet the team’s objectives. They also seek to find and grow external expertise.
Competent performers at this level ensure effective communication with the team about the purpose of their work and how this relates to the broader organisational objectives.
Competent performers at this level ensure they consider the impact of day-to-day work or decisions on future needs and modify their decisions. They anticipate likely changes and make changes proactively.
Competent performers at this level make time and systematically ensure they keep up to date with the broader environment in which the team operates, and use this broader perspective to help the team achieve its objectives.
Competent performers at this level systematically make or recommend good decisions based on good consideration of the issues, identification of the options and logical arguments clearly supporting the decision or recommendation.
Competent performers at this level seek opportunities to develop and enhance their professional and organisational networks, and engage with their customers to ensure high levels of service.
Competent performers at this level ensure team members are involved in the work of the team, ensure their contribution is recognised and actively encourage collaboration and cooperation.
Competent performers at this level invariably model tolerance and respect and encourage diversity within the team in terms of ways of working, new ideas, interpersonal style and knowledge of other cultures.
Competent performers at this level ensure they engage with team members to assist them to develop their capabilities. They support their development, suggest changes in behaviour, coach new skills and give honest feedback.
Competent performers at this level not only adhere to the AFP standards and values and act in accord with legislation, policies and regulations; they also ensure that there is a professional and ethical environment within the team.
Competent performers at this level are proactive and display initiative in addressing issues, show courage when the risks and consequences are substantial, and display resilience in the face of setbacks and criticism. They acknowledge mistakes and learn from them.
Competent performers at this level not only model an effective work-life balance, they also assist team members to achieve the right balance for the individual.
Competent performers at this level ensure they have a well- informed view of their own strengths and weaknesses, have a plan to develop their own capabilities and take personal responsibility for advancing their career.
Competent performers at this level have the ability to communicate clearly and concisely with work colleagues or clients either orally or in writing, often skilfully using presentations, project plans and meetings to communicate more effectively.
Competent performers at this level use their own knowledge and judgement to anticipate what information is important to others and ensure that it is shared. They also seek opportunities to hear the views of others and share their own views with team members.
Competent performers at this level ensure they understand the ideas and concerns of others and modify their arguments to better meet the needs of the intended audience. They encourage an environment within the team of talking, sharing ideas and respecting different views.
Competent performers at this level have a good understanding of negotiation skills and apply this to resolving issues within the team.
Competent performers at this level take largely autonomous responsibility for the resources, outcomes and performance of one or more teams, often in demanding or complex environments, and invariably deliver on the desired outcomes.
Competent performers at this level build the capability of their team systematically and in line with corporate objectives and strategies. They ensure the team responds flexibly to changing priorities and demands.
Competent performers at this level continually and actively seek ways to improve the work of the team or to drive more strategic, organisational change within the team. They also actively contribute to broader organisational change.
Competent performers at this level build networks and registers of people and expertise beyond the immediate team that they can draw upon to achieve the team objectives. They make effective and efficient use of all available resources to achieve outcomes.
Competent performers at this level inspire a sense of purpose and direction in their team. They set the direction of the team within the broader AFP and community context.
Competent performers at this level anticipate, discuss and plan for future requirements or broader AFP or community issues, and link this to changes in the day to day work of the team.
Competent performers at this level make time and systematically ensure they keep up to date with the broader environment in which the team operates, and use this broader perspective to help the team achieve its objectives, adapt to changes and improve performance.
Competent performers at this level systematically make good decisions based on consideration of the issues, innovative approaches to identify options and logical arguments clearly supporting the decision. They cope well with high levels of complexity.
Competent performers at this level build strong and diverse networks on a systematic basis, and engage with their customers to ensure high levels of service.
Competent performers at this level create a cooperative and collaborative team environment; one that is responsive and flexible in meeting the team objectives and where each team member’s contribution is recognised.
Competent performers at this level create a team culture that is based on tolerance and respect and which encourages diversity within the team in terms of ways of working, new ideas, interpersonal style and knowledge of other cultures.
Competent performers at this level take responsibility for building and encouraging the individual capabilities of team members. They support their development, suggest changes in behaviour, coach new skills and give honest feedback.
Competent performers at this level create clear expectations of an ethical and professional environment within the team; they conform to those values themselves and expect others to do the same. They act on non-conformance or unethical behaviours consistently.
Competent performers at this level are proactive and display initiative in addressing issues, show courage when required, and display resilience in the face of setbacks and criticism. They support and encourage other team members in displaying initiative, courage and resilience.
Competent performers at this level create an environment in the team where achieving an effective work-life balance over the longer-term is given a high priority.
Competent performers at this level aspire to being more effective by building their own capabilities. They ensure they have a well-informed view of their own strengths and weaknesses, have articulated a plan, make time for development and take personal responsibility for advancing their career.
Competent performers at this level not only communicate clearly and concisely either orally or in writing. They also display high-level communication skills in common situations, such as meetings, presentations, facilitating discussions and interviews.
Competent performers at this level create a shared understanding within the team on how to share information and what factors to consider in making the decision to share information or not. They encourage open discussions.
Competent performers at this level devote considerable effort to understanding the needs of the intended audience, so that they can adapt their messages to be more effective in engaging, influencing or persuading.
Competent performers at this level are beginning to develop professional negotiation skills based on a formal understanding of negotiation strategies and tactics and the practice of basic principles.
Competent performers at this level take comprehensive responsibility for the resources, outcomes and performance of a business area, deliver on the desired outcomes and maintain a balance between short and long-term demands.
Competent performers at this level assess the capability of the business area and build the capability of the area systematically.
Competent performers at this level continually and actively seek to drive strategic, organisational change within the business area. They also actively contribute to broader organisational change.
Competent performers at this level integrate external expertise with the business area expertise to produce effective outcomes. They take longer-term and AFP-wide views of building capability and anticipate future challenges.
Competent performers at this level inspire a sense of purpose and direction in their team and create a shared understanding. They set the direction of the team within the broader AFP and community context.
Competent performers at this level anticipate, discuss and plan for future requirements or broader AFP or community issues, and link this to changes in the day to day work of the business area.
Competent performers at this level make time and systematically ensure they keep up to date with the broader environment in which the AFP operates, and use this broader perspective to help the business area achieve its objectives, adapt to changes and improve performance.
Competent performers at this level cope with high degrees of complexity and uncertainty, yet still deliver professional considered decisions that integrate thorough analysis with judgement based on experience.
Competent performers at this level build strong and diverse networks on a systematic basis, and engage with their customers to ensure high levels of service.
Competent performers at this level create a cooperative and collaborative environment; one that is responsive and flexible in meeting the objectives and where each person’s contribution is recognised.
Competent performers at this level create a culture that is based on tolerance and respect and which encourages diversity within the business area in terms of ways of working, new ideas, interpersonal style and knowledge of other cultures.
Competent performers at this level genuinely care about the people in the business area and seek through challenge, training and mentoring to enhance their work capabilities and career prospects. They give honest and timely feedback based on clearly articulated performance standards.
Competent performers at this level set clear expectations of an ethical and professional environment within the business area; they conform to those values themselves and expect others to do the same. They act on non-conformance or unethical behaviours consistently.
Competent performers at this level are determined, highly motivated and action oriented. They display initiative in addressing issues, show courage when required, and display resilience in the face of setbacks and criticism. They support and encourage other team members in displaying initiative, courage and resilience.
Competent performers at this level create an environment in the team where achieving an effective work-life balance over the longer-term is given a high priority.
Competent performers at this level aspire to being more effective by building their own capabilities. They ensure they have a well-informed view of their own strengths and weaknesses, have articulated a plan, make time for development and take personal responsibility for advancing their career.
Competent performers at this level not only communicate clearly and concisely either orally or in writing. They also display high-level communication skills in common situations such as meetings, presentations, facilitating discussions and interviews.
Competent performers at this level create a shared understanding within the business area on how to share information and what factors to consider in making the decision to share information or not.
Competent performers at this level devote considerable effort to understanding the needs of the intended audience, so that they can adapt their messages to be more effective in engaging, influencing or persuading.
Competent performers at this level are display professional negotiation skills based on a formal understanding of negotiation strategies and tactics and through experience.
* Professional leadership is defined as: technical mentoring, management of the technical aspects of a team’s work, professional supervision, and provision of strategic advice relevant to the work type across the agency, change management, and strategic business planning.
* Professional leadership is defined as: technical mentoring, management of the technical aspects of a team’s work, professional supervision, and provision of strategic advice relevant to the work type across the agency, change management, and strategic business planning.
* Professional leadership is defined as: technical mentoring, management of the technical aspects of a team’s work, professional supervision, and provision of strategic advice relevant to the work type across the agency, change management, and strategic business planning.
* Professional leadership is defined as: technical mentoring, management of the technical aspects of a team’s work, professional supervision, and provision of strategic advice relevant to the work type across the agency, change management, and strategic business planning.