Our job ads

Current opportunities

You can find PM&C vacancies on our current opportunities page. For advice on eligibility and classifications, refer to Our job classifications.

If you don't find a vacancy applicable to you, we encourage you to register your details on the PM&C employment register. Hiring managers across PM&C use this register to fill a broad range of exciting roles such as:

advisors on taskforces relating to emerging Australian Government priorities
policy roles
governance and corporate roles
management and leadership positions
internship opportunities
administrative support, including executive assistants.

Eligibility requirements

Before you apply, make sure you meet the eligibility criteria for a position with PM&C.

Australian citizenship: You must be an Australian citizen by the completion of the recruitment process, except under exceptional circumstances
Security clearance: You must be able to obtain and maintain a security clearance at the required level. To understand the security clearance process including documentation requirements, refer to Job offer and onboarding
Professional qualifications: Some positions may require professional qualifications
Affirmative measures: If applying for an affirmative measures process please be prepared to provide relevant evidence. For more information on evidence refer to Your application. For more information on how we support individuals from specific groups, visit
- Aboriginal or Torres Strait Islander peoples
- People living with disability.

Review the candidate information pack attached to the job advertisement to be clear on requirements for the position you are applying for. Get in touch with the contact officer for further clarification.

Our job classifications

As an APS organisation, PM&C positions follow the rules set out under the APS work level standards. These standards provide a consistent platform for classifying and assessing jobs in the APS. If you're wondering which classification to apply for, we have provided some descriptions below based on the APS classifications.

SES Band 1 to SES Band 3: SES positions are for senior leaders. They involve APS-wide strategic leadership and decision-making.
EL 1 to EL 2: Executive Level (EL) positions are suitable for those with substantial applied knowledge and experience and usually mid-level leadership and management capabilities.
APS 1 to APS 6: APS positions encompass a broad range of positions, from entry-level to senior administrative, technical, project, policy and service positions. These positions may also have supervisory responsibilities.

For more information on our job classifications, visit the Cracking the code guide on the Australian Public Service Commission (APSC) website.

Determining which position to apply for

To determine the position that would be most in line with your skills and experience:

review the job advertisement on our current opportunities page to understand the level of responsibility and required skills
familiarise yourself with the PM&C performance model and the APS work level standards for the job classification to determine the behavioural expectations and broad responsibilities at the relevant classification
review the PM&C enterprise agreement to understand the salary bands for the classification as an indicator. For SES leaders, remuneration and allowance entitlements are provided in individual employment arrangements.
contact the contact officer on the job advertisement to discuss the position and better understand the expectations and requirements.

If you feel like you meet most, but perhaps not all, of the criteria listed in the 'why you're the ideal candidate section' of the job ad, still think about applying. There is always the opportunity to bring new perspectives and learn new skills on the job.

Recruitment terminology

Below are some key terms found throughout our advertisements.

Affirmative measure

Affirmative measures are designed to address the under-representation in the APS of Aboriginal and Torres Strait Islander people and people living with disability.

Vacancies that PM&C advertises as 'Affirmative measure – Indigenous' are only open to Aboriginal or Torres Strait Islander persons.

Vacancies that PM&C advertises as 'Affirmative measure – Disability' are only open to people living with disability.

Vacancies advertised as affirmative measures will be clearly labelled in the job advertisement.

For information on evidence required in an affirmative measures process, visit Your application.

Identified position

Identified positions require knowledge of and sensitivity to Aboriginal and Torres Strait Islander cultures. These positions usually involve developing policies or programs for Aboriginal and Torres Strait Islander peoples, or direct interaction with Aboriginal and/or Torres Strait Islander communities.

Where a position is advertised as Identified, all candidates need to demonstrate and will be assessed on their cultural competency, that is an understanding of the issues affecting Aboriginal and/or Torres Strait Islander people, and their ability to communicate sensitively and effectively with Aboriginal and/or Torres Strait Islander peoples, communities and colleagues.

Merit pool

As an APS agency, PM&C may choose to create a merit pool at the end of a recruitment process.

A merit pool is a group of candidates for a vacancy who have been assessed as being equally suitable.

Where a merit pool has been established, it can be used to fill the same vacancy or similar vacancies for up to 18 months from the date the initial vacancy was advertised.

Visit Creating, using and sharing merit lists on the APSC website to learn more about merit pools in the APS.

Ongoing and non-ongoing

An ongoing position is a permanent position with no specified end date.

A non-ongoing position, sometimes referred to as temporary or fixed-term, has a specific duration. This could be:

for a set period to fulfil a particular project, cover a temporary absence, or meet a short-term organisational need
on a casual basis.

We may advertise positions as both ongoing and non-ongoing. This allows the employment type to be determined in negotiation with the preferred candidate. It also allows candidates in a merit pool to be considered for similar vacancies that are both ongoing and non-ongoing.