APS 6 Interview Questions and Sample Answers
At APS 6 a panel is looking for someone who can be given an ambiguous problem and hand back advice a director can act on. Technical competence is assumed; what is being scored is judgement, influence and ownership of risk.
By Judy M. Wallis, Founder and Interview CoachLast updated
Judy is a former senior recruiter who has sat on interview panels and in the debrief discussions where answers like these are scored.
What APS 6 is accountable for
At APS 6 you work under broad direction on complex or sensitive work, provide detailed advice, and may lead a small team or a project with real accountability for outcomes.
- Taking a loosely defined problem and defining the work yourself, including its scope and boundaries.
- Providing advice upwards that is decision-ready — options, risks, and a recommendation.
- Managing sensitive matters: ministerial correspondence, contentious cases, cross-agency friction.
- Leading a project or small team, including allocating work and lifting the standard of others' output.
- Naming and managing risk in your own work rather than waiting for it to be raised with you.
Pitching at APS 6, not the level either side
The most common reason a strong candidate misses out is answering one level below the role. Same story, wrong emphasis.
APS 5 answers show judgement on work that was handed to you. APS 6 answers show you defining the work and carrying the risk.
EL1 answers foreground supervising people and balancing a team's competing priorities. At APS 6 the emphasis stays on the quality and consequence of your own advice.
APS 6 interview questions with sample answers
Use these as models for structure and evidence density, not as scripts. Substitute your own work — panels can tell.
1. Tell us about a time you were given a problem that was not clearly defined. How did you approach it?
How you scoped it, what you deliberately excluded, and whether you tested your framing with anyone.
Situation: my branch head asked me to "look at why our processing times have blown out" with no further definition. Task: I had to turn that into a piece of work. Action: I started by separating the question into three that could actually be answered — volume, staffing, and rework — and pulled six months of data on each. Rework accounted for most of the movement, and within rework two request types accounted for the majority. I wrote the scope down and tested it with the two team leaders before doing the analysis, which changed one of my assumptions about seasonal volume. Result: I recommended a change to the intake form for those two request types. Rework on them fell by roughly a third over the following quarter, and I had ruled out staffing with evidence rather than assertion.
2. Describe a time your advice was not accepted, or was changed significantly.
Whether you understood the reason, and whether you distinguished being overruled from being wrong.
Situation: I recommended deferring a system change until after peak season. My recommendation was not accepted and the change went ahead. Task: I was the officer advising. Action: I asked my director for the reasoning and learned there was an external commitment I had not been aware of, which genuinely outweighed the operational risk I had flagged. Rather than repeat the advice, I rewrote it as a risk-mitigation plan for going ahead — additional support cover for the first fortnight, a rollback point, and a daily error check. Result: the change went in with those mitigations, we used the rollback point once on day three, and the peak period completed without a service failure. Being overruled was correct on the information available to my director; my job was then to reduce the downside.
3. Tell us about a time you managed a sensitive or contentious matter involving stakeholders outside your team.
Your handling of the point where interests diverged, and whether you kept your own leadership informed.
Situation: a data-sharing arrangement with a state agency stalled because their privacy area and ours read the same clause differently, with a program launch date depending on it. Task: I was the departmental contact. Action: I stopped the email chain and set the two readings side by side in writing so both legal areas were looking at the same words, convened one short meeting with both, and proposed narrowing the dataset to the fields that both readings clearly permitted. I kept my director briefed with a two-line update each week so nothing arrived as a surprise. Result: we signed the narrower arrangement six weeks later, the launch went ahead, and the fuller dataset was added at the next review.
4. Give us an example of a time you had to deliver something at short notice where the risk of getting it wrong was high.
What you cut, what you refused to cut, and who you told.
Situation: a question on notice arrived requiring a costed answer within 24 hours, drawing on data our team held. Task: I owned the response. Action: I established immediately which figure carried the most risk if wrong, and put my own time on verifying that one against source rather than spreading it evenly across the response. I used an existing extract instead of commissioning a new one, noted the extract date in the response so the figure was not overstated, and told my EL2 at the four-hour mark exactly which parts were confirmed and which were still open. Result: the response cleared the assistant secretary with no amendments and the figure held when it was checked afterwards.
APS 6 interview questions — FAQs
Ownership of ambiguity and of risk. An APS 6 answer usually contains a moment where you defined the work yourself, gave advice with a recommendation attached, and named the risk before someone else did. Deep technical knowledge is assumed rather than scored.
Through influence rather than authority: lifting the standard of a colleague's draft, co-ordinating a working group, or bringing a contentious matter to a resolution. Formal supervision belongs to the EL levels; panels at APS 6 accept and expect leadership without direct reports.
Mostly, but some agencies add a written exercise, a short presentation, or a scenario question at APS 6 and above. Ask the contact officer named in the advertisement what the assessment involves — this is expected, not presumptuous, and it changes how you prepare.
Five or six well-developed stories, each re-anglable across capabilities. Make sure at least one involves advice that was rejected or changed, and one involves a matter that was politically or publicly sensitive — both come up often at this level.
Free download
APS 6 story-planning sheet
A two-page sheet to choose and structure the five or six stories you take into an APS 6 panel: a checklist of the stories this level asks for, a grid to see which capabilities each story covers, and space to plan each one. Over the next ten days you'll also get three short emails from Judy on preparing your APS 6 stories, then The Practice Lab Edit, one email a month. Unsubscribe anytime.
Rehearse at APS 6
Set your target classification in the Practice Lab and rehearse out loud. You get feedback on structure, evidence and delivery after every answer, and you can retry the same question to compare attempts.
Other APS classifications
Also useful: the APS interview questions guide for the Work Level Standards overall, the Australian government interview questions guide for state frameworks, and STAR method example answers for the underlying answer structure.
Interview this week? A$14.99, no subscription
Test your STAR examples against the APS Work Level Standards with instant feedback before your panel.
The Single Interview Session gives you one full Practice Lab interview built from your job ad, with feedback on every answer and a coached redo. Pay once, nothing renews. Need more than one? All Access is unlimited for A$19.99/month.
Get a single session, A$14.99