State vs. Commonwealth: what's different
While the fundamentals are the same (behavioural questions, STAR structure, evidence-based scoring), state and territory government interviews have important differences from Commonwealth APS.
Understanding these differences can give you a real edge, especially if your preparation resources are APS-focused.
Capability frameworks vary by state
The Commonwealth uses the Integrated Leadership System (ILS). States have their own frameworks:
Victoria: Victorian Public Sector Commission capability framework. Emphasises public sector values, relationship building, and outcomes-focused delivery. Victoria also uses a specific "People Matter Survey" language that shows up in job ads.
New South Wales: NSW Public Service Capability Framework. Uses four "capability streams": personal attributes, relationships, results, and business enablers. NSW ads often reference specific capability levels (foundational, intermediate, adept, advanced, highly advanced).
Queensland: Queensland Government competency framework. Emphasises vision, results, and accountability. Queensland also has specific integrity and ethics requirements that feature prominently in selection criteria.
South Australia: SA Public Sector capability model. Focuses on professional excellence, community responsiveness, and effective relationships.
Western Australia: WA public sector capability profiles. Similar structure to NSW, with specific leadership expectations at each level.
ACT: ACT Government capability framework. Closely aligned to the Commonwealth ILS, which makes sense given the overlap.
Tasmania and Northern Territory: Generally follow frameworks similar to the larger states. Check the specific department's website for their current framework.
Key differences in interview format
Panel composition. State government panels are typically two to four members. Some states require a union representative or diversity observer on the panel. The HR member may play a more or less active role depending on the jurisdiction.
Question style. State panels may use a mix of behavioural and situational questions. Situational questions ask "What would you do if..." rather than "Tell us about a time when..." Prepare for both.
Assessment centres. Some state roles, particularly at senior levels, use assessment centres instead of or in addition to panel interviews. These might include group exercises, written tasks, presentations, or role plays.
Referee reports. State governments often collect structured referee reports before the interview, using the same criteria. Your referees may be asked to rate your capability against each criterion. Brief your referees on the role and the criteria before they're contacted.
Preparing for state interviews
- Download the relevant capability framework. Every state publishes theirs online. Read the descriptors for your classification level across all capabilities listed in the job ad.
- Research the department. State departments publish annual reports, strategic plans, and minister's statements. Reference specific priorities or initiatives in your responses. It shows you understand the context.
- Adjust your language. If the job ad uses "stakeholder partnerships" rather than "stakeholder engagement", use their language. Each state has its own vocabulary, and matching it signals cultural awareness.
- Prepare for values-based questions. State public services have their own values statements. Victoria emphasises responsiveness, integrity, impartiality, accountability, respect, leadership, and human rights. NSW emphasises integrity, trust, service, and accountability. Know the values for your target state and prepare an example for each.
- Understand the classification structure. State classification levels don't map directly to APS levels. A Victorian VPS5 is not the same as an APS5. Research the equivalent level and pitch your examples accordingly.
Transferring between state and Commonwealth
If you're moving between jurisdictions, the panel knows your classification level doesn't directly translate. What matters is demonstrating capability at the required level, regardless of what your previous title was.
Frame your experience in terms of scope and complexity rather than classification: "I led a team of eight delivering a state-wide policy reform" communicates level more effectively than "I was a Grade 7 in the Queensland Department of..."
Common state-specific mistakes
- Using ILS language for state roles. If the job ad references the Victorian capability framework, don't structure your responses around ILS capabilities. Use the framework they specify.
- Ignoring local context. Mentioning a Commonwealth case study when the role is with a state department isn't wrong, but it's better to include examples from similar contexts. Service delivery at a state level, working with local communities, navigating state-specific legislation.
- Overlooking machinery of government. State departments restructure frequently. Check the department's current name and structure before your interview. Referring to a department by its old name signals you haven't done your homework.