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Australian Public Service Employee Census 2025

Highlights from Austrade in the employee census.

Summary

The Australian Public Service (APS) Employee Census is an annual survey sent to every APS employee in Australia and overseas. The survey provides insights into employees’ views about their agency, workplace issues, and the APS overall. The results equip agencies with valuable insights to identify areas for improvement.

This year, 90% of employees (1,000 of 1,114 people) completed the 2025 APS Employee Census.   

APS Employee Census results cover:

  • employee engagement
  • leadership
  • communication and change
  • workplace conditions
  • inclusion
  • innovation
  • wellbeing
  • performance
  • retention
  • unacceptable behaviour
  • demographics.

Key findings

Our staff continue to express a strong commitment to Austrade and belief in our mission and purpose. Of those who responded:

  • 95% felt Austrade has a diverse and inclusive culture
  • 94% understood their role in delivering Austrade's strategy
  • 92% understood how their role contributes to achieving an outcome for the Australian public.

Most staff expressed positive views about:

  • the workplace environment
  • our strategic direction
  • how we support our clients.

2025 agency-level action plan

Australian Government agencies develop action plans to address key themes raised in the annual APS Employee Census. Since 2023, agencies are required to publicly release these action plans alongside their agency-level results. This ensures greater openness and transparency. 

Austrade’s 2025 APS Employee Census results and agency-level action plan have been reported to the Austrade Executive. Areas identified to be addressed for further improvement are below.

How we work

  • Simplify administrative processes: Streamline policies and procedures and embed continual improvement practices.
  • Improve access to technology: Employ the use of AI tools and update agency hardware to realise efficiencies and productivity gains.

Prioritisation

  • Workload prioritisation: Build on the organisation's success as a delivery agency by ensuring effort is aligned with organisation priorities.
  • Levels of decision making: Continue efforts to reduce layers of decision making and empower leaders.

Leadership

  • Invest in leaders: Deliver targeted forums for Senior Executive leaders to increase collaboration and peer learning.
  • Strengthen capability: Expand opportunities to continuously strengthen people leadership and cultural capability.

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