Career Prospects at Department of the Treasury

The enterprise agreement ensures that graduates can progress from level 3 to 4 to 5 by the end of the two-year graduate program ($20k pay difference), provided the graduate maintains satisfactory performance. Graduates can also apply for level 5 roles that are open to anyone if they wish to leave to the graduate program progression system.

You can get a reasonably high paying job if you perform well for around 10 years. From this point onwards, it becomes harder to be promoted and the responsibility involved grows exponentially. You need to be willing to work longer hours in busy periods but these periods are normally few and far between and you can take leave on any extra time you worked over this period.

as a grad get broadbanded, good networking, interview process after that

The Graduate program at Treasury has a great broad-banding opportunity for us to progress through the ILS APS classifications. Moving up the ranks is relatively progressive with this structure. There are barriers to how quickly you can progress however, where some graduates may be working far above their renumeration currently and they can only progress according to this system.

Generally, you take on more responsibility and coverage as you gain more experience at the firm. SIG doesn't have a structured title process like other financial firms (e.g. if you start as a trader or equity analyst, your role stays the same)

The appraisal process is centrered around feedback and self-improvement. instead of just showing achievements and results this is a great system. where promotion is achieved by showing that you have the skills to perform at the next aps level, but that there are still areas for improvement.

Plenty of opportunity to move around the department to try other things.

On the graduate program at Treasury there are increased opportunities for promotion which is much appreciated and reflects that rapid rate of growth my sills and effectiveness in my performance at this early stage of my career.

I have not yet applied for a promotion so hard to give judgement here

I am satisfied with the broad banding process, however as it is still new it is confusing and there is inconsistencies of how the process operates in practise.

We have broadbanding, where we will move up the classification levels throughout our grad program, as long as we meet the requirements, which are extremely reasonable. If we want to accelerate faster, we can apply for positions outside the graduate program - which is not discouraged and you still have access to the graduate learning opportunities. After the grad program, promotion opportunities are available if you apply for the positions, which are regularly available.

Treasury has generous broadbanding, especially for graduates - you will quickly move from an APS3 to an APS5 commensurate with the learning and development you get out of the graduate program. Managers are often very invested in the career growth of their team members and opportunities to express interest in recruitment rounds and promotion opportunities are very good.

I love the broad banding grads get at Treasury. It is simply amazing; however, I am entirely opposed to a 2-year period of no pay point rises at the 6-month mark. It doesn't make sense to me.

Compliance.

Good work-life balance. - Flexible work schedule. - Increase in salary yearly. - Outstanding opportunities for promotion.

Treasury offer accelerated promotion and exposure to skillset development for upper middle management roles from an early stage.

We sometimes have the opportunity to broadband (move up ranks without interviewing) which is fantastic. The promotion process is also very transparent which is great. The one thing I don't like is that in order to advance further than an APS role, one has to take on managerial responsibilities. I wish there was a way to advance in one's career without having to become a manager. In my experience this has resulted in talented employees having to become managers where some of these employees simply don't have managerial skills (despite being very skilled at their usual job). I think there should be a way for these employees to progress without having to become a manager if this is not something they are good at or something they want to pursue.

Promotion possibilities are common, it seems like you're rewarded quickly if you're good, and the process, while slow, seems straightforward.

Seems to be you take on more responsibilities and leadership opportunities.

At the 6 month mark you have the option to be promoted from APS3 to APS4. You can also apply for the APS5 rounds in either September or February (though most people do February as September is only 1 month after your most recent promotion).