Career Prospects at Australian Prudential Regulation Authority (APRA)

Opportunity for promotion can depend on which department working within

Development is relatively slow compared with industry or even elsewhere in the public sector. I know people of similar level and intelligence at other agencies who are now multiple levels higher and have developed more.

There is a clear process for promotions and what competencies are needed need to progress.

Promotion opportunities have been vertical for me - I have stayed in largely the same team/role and simply moved upwards. It is somewhat slow and not largely driven by merit (more by business needs/budget). The remuneration upwards has been surprisingly good.

They promote based off capability, so there are promotions available within one year of finishing the program.

Clear progression plans and career milestones within the company. Skills/experience in this organisation is easily transferable to other roles.

Although internal applicants are generally favoured for vacancies, pay increase is slow, and capability assessment is highly arbitrary. Some divisions promote graduates faster than others due to allocated budget, despite lack of skill.

There is a Capability Framework that maps and tracks your growth and development throughout APRA.

There's a capability framework for most employees which clearly outlines the expectations of each role. The promotion opportunities are based on head count and growth in specific teams. As a grad there will not be any promotions until the program is finished.

There are plenty of opportunities, but as it is a government role, promotion opportunities (and respective pay increases) are highly structured. This is great at the start of my career as it is very clear what is expected for graduates to be promoted, however is a possible downside into the future, as promotional opportunities and salary growth are much more limited than in a larger private institution.

I think the promotion opportunities are there at the organisation, however how it operates across different divisions leaves lot to be desired.

Promotions depend on your capability and capacity - there's no required progression path or timeframe.

There is a comprehensive framework where staff can assess where they are at (in terms of capabilities), and what is needed to get to the next rank. What this means is that APRA will promote you up the ranks if you are able to demonstrate that you fulfill the technical and personal qualities of the next rank (regardless of tenure or age, for example). I personally for promoted to a Senior level at a short tenure and young age. APRA also offers many, many opportunities for people to join another area of APRA and gain new skills (for example, a person in the data team can join the policy team) - it is very normal at APRA for people to switch teams, if that is something people would like to do.

Due to a change in the promotion framework, I have yet to see the merits and ease in moving upwards. However, previous to the new framework, promotion was difficult as there are not many levels for an analyst to move.

There is a clear performance framework ion place to ensure transparency of career progression. Consistently meeting the framework will lead to promotions.

There is a new capability framework methodology.

This has changed in the last 1-2 months due to removal of bonuses by Government so cannot comment here yet on new process.