Role classification and evaluation process

Agencies begin role analysis by considering the role’s responsibilities and scope, then determining the appropriate band through review of the distinguishing characteristics and 6 factors in the WLS.

As the WLS have been developed to apply to a range of roles within bands, it is possible that specific roles may have some characteristics of roles in a higher or lower band. The role will therefore need to be considered in its entirety (all 6 factors) when making a band determination.

Departments and agencies should look at equivalent or similar roles within their portfolio and across the sector to ensure organisational and sector consistency to guide the final determination on the appropriate band.

After determining the senior executive band of a role, agencies should then develop a detailed role description incorporating capabilities from the NSW Public Sector Capability Framework and any occupation-specific capabilities. Role evaluation using an accredited methodology then determines the role’s placement within the band and corresponding remuneration range, based on work value, complexity and impact. Further guidance on this is available in the NSW Public Service Senior Executive Remuneration Management Framework published annually by the Office of the Public Service Commissioner (OPSC).

How to use the Work Level Standards

1. Design principles: consider if a senior executive role is appropriate and align to the principles.
2. Distinguishing characteristics : review the distinguishing characteristics to develop an overview of the 3 bands.
3. 6 key factors: review the 6 key factors across the 3 bands to guide the determination of the appropriate band.
4. Determine the band: make a band determination.
5. Prepare a role description: include capabilities from the NSW Capability Framework.
6. Undertake role evaluation: determine the role's work value and remuneration range.