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Organizational Structure. Texture sensation through the fingertips and the whiskers. The capabilities and characteristics to be assessed have been developed with reference to the APS Work Level Standards at the APS3 and APS4 classification, the APS Framework for High Potential and central factors common across agency graduate development programs. Meet, Greet, Yarn: shortlisted candidates will be assessed in a Yarning Circle group interview and participate in a meet and greet session with Agencies. Candidates are assessed on the following capabilities and characteristics: Email indigenous.graduates [at] defence.gov.au or visit the Indigenous Careers website. Grace institutions padanthalumoodu tamil nadu. It is recommended that Agencies account for these costs to support recruitment and retention outcomes. Cannabis i… Blends of mohair and cashmere with sheeps wool. Genetic and phenotypic parameter estimates for subjectively assessed and objectively measured traits in ewe hoggets. Who We Are. 1:CAS:528:DyaE2cXosVGmtQ%3D%3D&md5=78b34538511e6e7ab06f89077e0fb85f. The IGP is a targeted, centrally coordinated and culturally safe, end-to-end recruitment process consistent with the Public Service Act 1999 and Australian Public Service Commissioner’s Directions 2016-2019 (Commissioner’s Directions). Agencies will be invited to nominate representatives from their Agency to participate as a panel member. Latest News RACGP CAAKT test for 2021 AGPT final intake suspended. Mechanical properties of cashmere single jersey knitted fabrics blended with high and low crimp superfine Merino wool. By nominating to participate in the Pathway, agencies understand and agree to all information outlined in these guidelines including their role and responsibilities. 1:CAS:528:DyaL28XkvF2jt7w%3D&md5=e4546a9a70f45ea149ad3813e6160343. Crimp forms in Merino wool fibres: I-Descriptive. Compressional handle has demonstrated processing advantages in woven and knitted fabrics. This is an opportunity for Agencies to meet candidates and promote their Agency. Further information on how Agencies contribute to the process is available under Pathway Delivery below. Handle is the combination of both textural and compressional attributes. 1:CAS:528:DC%2BC3cXktFartrk%3D&md5=7f5471b51532ec3a8c179f26733b6c37. An aspect of the hand of Geelong lambs’ wool. Ethics approval was granted through the Western Australian Aboriginal Health Ethics Committee (reference number 522) and University of Western Australia Human Research Ethics Committee (RA/4/1/6549). 1:CAS:528:DC%2BD3cXotFajtrY%3D&md5=e768697a9f3bfbe16c923688bba9d779. Fabric-evoked prickle in worsted spun single jersey fabrics part 4: Extension from wool to Optim (TM) fine fiber. 1:CAS:528:DyaB1MXks1GjsQ%3D%3D&md5=774b65b1e3296ae77597115c979d8d23. Formal ethics approval was then gained from the Western Australian Aboriginal Health Ethics Committee (HREC 722) and the University of Western Australia Human Research Ethics Committee (RA/4/1/8454). Transglutaminase mediated grafting of silk proteins onto wool fabrics leading to improved physical and mechanical properties. 1:CAS:528:DC%2BD2sXot1OksbY%3D&md5=1195f2a7b06aba1d97d35a3d959f19ea. Handle is the combination of both textural and compressional attributes. Incisor development, wear and loss in sheep and their impact on ewe production, longevity and economics: a review. Arrangements under review, please check back for an update in the coming weeks. Immobilization of proteases with a water soluble-insoluble reversible polymer for treatment of wool. Texture-modified foods and thickened drinks are commonly used to reduce the risks of choking and aspiration. Factors influencing the resistance to compression of wool fiber ensembles. Woolspec 94: specification of Australian wool and its implication for marketing and processing, H1–H10.’ Mechanical and tactile to compression of fabrics: influence on handle. Ucas personal statement opening lines. Further details on the offers process, including key dates, will be provided to employing Agencies following the Assessment Centre. 140k+ Quizzes . C Australian Future Fibres Research and Innovation Centre, Institute for Frontier Materials, Deakin University, Vic. Having a 'yarn' is embedded in the language of Australian Aboriginal people and is an 'Indigenous cultural form of conversation' (Bessarab and Ng'andu 2010: 37). Dumoor Appliance Center sells and services several brands of major appliances. 1. January 2021 – APS Agency information session, April 2021 - Online assessments conducted and referee reports submitted. June 2020 - Assessment reports released to participating Agencies and call for first round offers. Once a reliable and repeatable protocol is developed, further understanding of the effect greasy wool handle has on final garment quality will be possible. Laterality and sex differences in tactile detection and two-point thresholds modified by body surface area and body fat ratio. Clarity of written and oral communication. Figure 1: The integrated YARN model 3. They also outline roles and responsibilities in supporting participants on commencement and throughout their respective programs. Principles of social justice, human rights, collective responsibility and respect for diversities are central to social work. The effect of plasma treatment and loop length on the handle of lightweight jersey fabrics as assessed by the Wool HandleMeter. Operational costs for the 2022 Indigenous Graduate Pathway will be met by Defence and recovered from participating Agencies through a fee for service arrangement (in financial year 2021/22).There may be incidental costs associated with some activities: Agency participation in these activities adds value for both the Agency and graduates. Summary. The biggest database of online academic Questions & Answers is in your hands! Upcoming Network Event: What is Strategic HR? Dysphagia is estimated to affect ~8% of the world’s population (~590 million people). Handle-related properties of woollen fabrics have been demonstrated to be major factors affecting consumer buying attitudes. Standards Australia (2004) ‘Wool – method for the measurement of resistance to compression.’ (Committee TX-012, Testing of Wool) Stevens D (1994) ‘Handle: specifications and effects. Wool fibre crimp is determined by mitotic asymmetry and position of final keratinisation and not ortho- and para-cortical cell segmentation. Effects of biofinishing on cotton/wool blended fabrics. The study was registered on the Australian New Zealand Clinical Trials Registry (reference number ACTRN12613001319763). In accordance with the Commissioner’s Directions, agencies will be able to engage candidates remaining on the merit list for other vacant positions with similar capabilities assessed through the IGP. 1:CAS:528:DC%2BD3MXjtFSgs7w%3D&md5=064ac56904f98e6f841190cd505ba387. A wide variety of marketing and promotional strategies will be used to advertise the Pathway, including, but not limited to, online marketing, social media, and university outreach. A biological treatment technique for wool textile. If you are an applicant for this intake, please read the RACGP media release.. GPTQ will be in touch with you for the next stage of the selection process once we have had an update from the RACGP. Background and PurposeBecoming a parent can be an exciting and also challenging transition, particularly for parents who have experienced significant hurt in their own childhoods, and may be experiencing ‘complex trauma.’ Aboriginal and Torres Strait Islander (Aboriginal) people also experience historical trauma. The session covers key information about the program, including assessment methodology, Agency roles and details of program delivery.Note: the attending representative should be each participating Agency’s nominated key contact for the IGP. An Aboriginal and/or Torres Strait Islander person: as per the Racial Discrimination Act 1975 these positions are restricted to Aboriginal and/or Torres Strait Islander people. Sporting Schools programs are provided free to children and their families to help students build the confidence and capability to be active for life. Predicted responses in Merino sheep from selection combining visually assessed and measured traits. Sheep coats can economically improve the style of western fine wools. The Australian Public Service Commission (APSC) is a central agency within the Prime Minister and Cabinet portfolio. The Australian sheep industry – undergoing transformation. VI. 1:CAS:528:DC%2BD1MXivFylsL4%3D&md5=3e6e9bf2718827d9fe6c7a599eca6334. Top Topics & Courses . The Commission supports two statutory office holders: the Australian Public Service Commissioner - who is also agency head - and the Merit Protection Commissioner. Subscribe to our Email Alert or feeds for the latest journal papers. 1:CAS:528:DC%2BD2MXitVCmsL4%3D&md5=ac714a469f5a38345ef77c6b61652ddd. Ethics approval. The rigidity of wool and its change with adsorption of water vapour. Compressional handle has demonstrated processing advantages in woven and knitted fabrics. Culture media is of fundamental importance for most microbiological tests: to obtain pure cultures, to grow and count microbial cells, and to cultivate and select microorganisms. Thomas edison state university athletics. 1:CAS:528:DC%2BC2MXosV2mtLc%3D&md5=29646c618361d8910ef8c3b6d7662d30. Email: [email protected], Animal Production Science 56(1) 1-17 https://doi.org/10.1071/AN14777 Effects of silicone treatments on the dimensional properties of wool fabric. 1:CAS:528:DyaK2MXlvVWhu74%3D&md5=153d4d421fc81729789d5b2eccdfc539. targeted marketing to Indigenous graduates; a robust, inclusive and culturally-safe assessment methodology; a cost-effective, centralised assessment model; access to detailed, holistic assessment reports for suitable candidates; an increased profile of the Commonwealth as an employer of choice within the Indigenous community; and. Agencies may contact candidates during this time for informal discussions and to determine suitability, however no formal offers are to be made. Stud, strain and environmental effects on hogget performance. We pride ourselves on our belief that scientific progress is generated by collaboration, that the playing field for scientific research should be leveled globally, and that research conducted in a democratic environment, with the use of innovative technologies, should be made available to anyone. Academic Level: No. She is the Deputy Chair of Brisbane North PHN, Chair of the BNPHN Clinical Council and a member of the BNPHN Governance Committee. Further details, including key dates, will be provided to employing agencies following the offers process. The objective of the process is to determine the suitability of candidates for a graduate role in the Australian Public Service. Application: Candidates are required to submit a resume, academic transcript and confirmation of Aboriginal and/or Torres Strait Islander heritage. Physical Literacy Understand the physical, psychological, cognitive and social capabilities that help us live active, healthy and fulfilling lifestyles. Genetic parameters for visually assessed traits and their relationships to wool production and liveweight in Australian Merino sheep. Background and PurposeBecoming a parent can be an exciting and also challenging transition, particularly for parents who have experienced significant hurt in their own childhoods, and may be experiencing ‘complex trauma.’ Aboriginal and Torres Strait Islander (Aboriginal) people also experience historical trauma. Former mp for a borough or university. An Agency feedback survey will be circulated for completion, along with opportunity for feedback discussions. Despite recognition of the scarcity of appropriate tests for Aboriginal people over many years, limited practical development has occurred. Selection for economic characters in Australian Merino sheep. These guidelines provide agencies with information to support the recruitment of Indigenous employees through the IGP. Characterization of the structural and molecular defects in fibres and follicles of the Merino felting lustre mutant. Additional keywords: agriculture, farming, fibre, Merino, sheep. 1:CAS:528:DC%2BD38XovFKns7s%3D&md5=109110a6f1f911e09ffe820cb44f854f. Agencies are required to confirm the details of the Indigenous graduates who commence at their Agency. Allocating a number of ongoing vacancies withinthe Agency’s graduate development program; Providing promotional materials and information; Participating in recruitment events and activities; Reviewing assessment reports and making offers of employment to suitable candidates; and. The rate of diagnosis is quite variable in different parts of Australia. A survey of moisture content in some greasy wool from New South Wales. Demonstrate broad knowledge of, understanding of and respect for Aboriginal and Torres Strait Islander histories, cultures and languages. 1:STN:280:DC%2BC38vpt1Snsg%3D%3D&md5=7412357c7192fa99f9c4948a383d65f0. Touch perception throughout working life: effects of age and expertise. I. II. She is the Deputy Chair of Brisbane North PHN, Chair of the BNPHN Clinical Council and a member of the BNPHN Governance Committee. The influence of natural variations in fiber properties on the bulk compression of wool. Key responsibilities of participating Aagencies include: Following the recruitment process, Agencies are responsible for the selected graduates as ongoing employees of their Agency. In accordance with the implementation deliverables of the Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2020-24 the management and delivery of the IGP has been transitioned to the Department of Defence, Directorate of Graduate and Entry Level Programs (DGELP). Get a 15% discount on an order above $ 120 now. Copyright Legal Notice and Disclaimer Privacy, Food, fibre and pharmaceuticals from animals. We also have a team of customer support agents to deal with every difficulty that you may face when working with us or placing an order on our website. In clinical trials, approximately 70% of affected children derive clinically significant benefits from treatment with stimulant medication, especially if this is augmented with behavioural management. 10 Most Popular Personality Tests 1. Graduate attendance at annual event: includes travel and accommodation of graduates located outside of Canberra. Without high-quality media, the possibility of achieving accurate, reproducible, and repeatable microbiological test results is reduced . Further information about the process is available under Assessment Methodology below. Follicle curvature and crimp size in some selected Australian Merino groups. Agencies also participate in the delivery of the Pathway through various activities. Candidates consider all offers of employment and advise the DGELP of their decision to accept or decline the offers. The following defined words and terms have particular relevance to the API and the property industry and is intended to be consistent with the concepts, terms and definitions contained in the International Valuation Standards Glossary.There may be definitions not contained in the IVS Glossary which are in use by the API to reflect local Australian and New Zealand property practice. 1:CAS:528:DC%2BD1MXhtVehtb0%3D&md5=0c6ba5d454902e803a7eb925f802516a. Genetic evaluation of production traits between and within flocks of Merino sheep. A microbiological culture medium is a substance that encourages the growth, support, and survival of microorganisms. 1:CAS:528:DC%2BD1cXovVSitrY%3D&md5=ce0d9297018b7f50638d8bd4b8a8a4f8. 1:CAS:528:DC%2BD1MXhtl2iu7vN&md5=86b7b7fdc56e355a9cc34435b914531f. The offer of employment process is as follows: August 2021 The merit list will be made available to all APS & Commonwealth Agencies following the offer period. Statement of Purpose Samples. This has been driven partly by community and advocacy groups and the media and informed by the development of medicinal cannabis programs in other countries. The Fraser Years 1975-82 . Intake and long-term cysteine supplementation change wool characteristics of Romney sheep. III. However, the assessment of greasy wool handle is based on a tactile evaluation of the wool staple by sheep and wool classers, and its application is affected by a lack of framework that instructs assessors on a standard method of assessment. Comparative study on the effect of acid and alkaline protease enzyme treatments on wool for improving handle and shrink resistance. Based on measured height and weight, 25% of Australian children aged two to 17 years and 63% of Australian adults aged 18 years and over are now overweight or obese . The Committee reported just prior to the demise of the Whitlam Government but the broad thrust of its assessment of a desirable industry policy framework was incorporated in the Fraser Government's subsequent White Paper on Manufacturing Industry. Production, attributes and relative value of alpaca fleeces in southern Australia and implication for industry development. Bourdieu pierre escritos de educação. Trish has a strong interest in governance being a Fellow of the Australian Institute of Company Directors. Social media: Guidance for Australian Public Service Employees and Agencies, Factsheet: Personal Behaviour on Social Media, Case study - APS employee engagement on social media, Frequently Asked Questions: Personal Behaviour on Social Media, Government’s Merit and Transparency policy, Behind the scenes of the APS HR Professional Stream, We know the world is complex – Misha Kaur wants policymaking to reflect this, New podcast shares AHRI Capstone experience, Adapting policy to manage crisis: Reflections from APSC COVID-19 Taskforce leader Marco Spaccavento, Crossing the bridge: HR considerations for emerging from COVID, Managing Director of Hearing Australia, Kim Terrell, shares how he’s empowering his HR team, Why communication can’t be a one-way conversation, The upsides of remote working, as reported by you, What’s next? 1:CAS:528:DC%2BD2sXkslKrsbk%3D&md5=aa1225d3a62ce74f72f272b1e7a3ddac. A review of fabric tactile properties and their subjective assessment for next-to-skin knitted fabrics. Mineral and amino acid composition of wool from New Zealand Merino sheep differing in susceptibility to yellowing. Enzymatic modification of cotton/wool and viscose/wool blended fabrics. The NSW Department of Education including schools and community education settings (The department), is committed to improving the educational outcomes and wellbeing of Aboriginal and Torres Strait Islander students so that they excel and achieve in every aspect of their education and training. Agencies will consider the entire pool of candidates and identify the candidate/s to whom they intend to make an offer. Its main function is to provide academic governance for the University, as is required by law in the Charles Sturt University Act 1989 No 76, the Charles Sturt University By-law 2005, and by the conditions of its registration as an Australian University through the Tertiary Education Quality and Standards Agency. The Indigenous Graduate Pathway (IGP) is a key initiative to increase the number of Indigenous Graduates across the Commonwealth coordinated by the Australian Public Service Commission in partnership with participating Commonwealth Government agencies. A A3GP - Australian Association of Academic General Practice AA - Alzheimer's Australia AAG - Australian Association of Gerontology A/g - Acting A&E - Accident and Emergency AAAGP - Australian Association of Academic General Practice AAQHC - Australasian Association for Quality in Health Care AAC - Ageing and Aged Care AACAP - ATSIC Army Community Assistance Program 1:CAS:528:DC%2BD1cXjtVCluw%3D%3D&md5=92b0831c76eacf84a9b414839f133fbb. Measuring fabric handle to define luxury: an overview of handle specification in next-to-skin knitted fabrics from Merino wool. A letter of support for the study was first gained from Derbarl Yerrigan Aboriginal Health Service. Bond University is committed to providing a culturally safe and supportive learning environment for Aboriginal and Torres Strait Islander students where they can progress and complete higher education programs at the same rate as, or at a better rate than, non-Indigenous students. The effects of softeners on the properties of sulfur-dyed cotton fibers. If required there will be a second round of offers. Formal assessment will be conducted to identify suitable candidates through a robust and culturally safe process, utilising contemporary assessment methods. 1:CAS:528:DyaK1cXlvVCju74%3D&md5=cdfc2c05217281c3409712a7f1d2845d. Following the offers period, the DGELP will work with Agencies to facilitate the placement of any remaining candidates. We acknowledge the Traditional Owners of the land, sea and waters, of the areas that we live and work on across Australia. The assessment report and candidate information is released to employing Agencies. Social work is a practice-based profession and an academic discipline that promotes social change and development, social cohesion, and the empowerment and liberation of people. Wear attributes of cashmere single jersey knitted fabrics blended with high and low crimp superfine Merino wool. Panel members will undergo mandatory training and attend the nominated assessment centre(s). Individual assessment report: a report will be prepared on the holistic assessment of each candidate and made available to agencies. There has been increasing interest over the last few years in the use of cannabis for medical purposes. 8 common mistakes when dealing with underperformance… and how to avoid them, Bringing the APS Aboriginal and Torres Strait Islander workforce strategy to life, Helping the helpers: what we can do to better support our frontline staff, Shining the spotlight on silent achievers, The changing boundaries of border protection, Workforce planning and managing during uncertainty, Workplace relations: the better practice journey of a large APS agency, Reforms to enable better sharing and use of government data, Showcase: improve your knowledge about the Multi-Agency Data Integration Project (MADIP), Getting to know our Data Leaders: Kayelle Drinkwater, Theme 1: Establishing the Data Professional Stream, Theme 3: Developing sophisticated and specialist data capabilities, Theme 4: Embedding a professional data workforce, 2020 APS employee census - Participant Information, Chapter 5: Enabling the current and future workforce, Chapter 7: Assessing and developing capability, Appendix 4: Supporting statistics to the report, Innovative, collaborative and high performance government, A history of reporting on the State of the Service, 2016-2017 State of the Service Report has been tabled in Parliament, Representation of diversity in the APS: Indigenous Australians and people with disability, Representation of diversity in the APS data, Unscheduled absence rates for APS agencies 2016-17, Employee perceptions of senior leaders in the APS, Employee perceptions of senior leaders in the APS data, Gender in the Australian Public Service data, Mental health and wellbeing: Psychosocial Safety Climate, Unscheduled Absence in the Australian Public Service, APS Employment Database interactive interface (APSEDii), APS Data Release and Statistical Bulletins, APS Employment Data 31 December 2019 release, The Australian Public Service at a glance: June 2017, Appendix 3: Public Service Act coverage and Machinery of Government changes, Table 1: All employees: gender by employment category, 31 December 2002 to 31 December 2016, Appendix 4: Organisations not separately identified in tables, Table 10: Non-ongoing employees: age group by base classification and gender, 31 December 2016, Table 11: Ongoing employees: base classification by gender, 31 December 2002 to 31 December 2016, Table 12: Ongoing employees: paid classification by gender, 31 December 2007 to 31 December 2016, Table 13: Ongoing employees: length of service by gender, 31 December 2002 to 31 December 2016, Table 14: Ongoing employees: age group by gender, 31 December 2002 to 31 December 2016, Table 15: Ongoing employees: agency by base classification group, 31 December 2015 and 2016 *, Table 16: Ongoing employees: agency retention, 31 December 2015 to 31 December 2016 *, Table 17: Ongoing employees: agency by age group, 31 December 2016, Table 18: Ongoing employees: agency by location, 31 December 2016, Table 19: Ongoing employees: agency by paid classification, 31 December 2016, Table 2: All employees: agency by employment category, 31 December 2015, 30 June 2016 and 31 December 2016, Table 20: Ongoing employees: agency by temporary assignment classification, 31 December 2016, Table 21: Ongoing employees: agency by highest educational qualification, 31 December 2016, Table 22: Ongoing employees: agency by median length of service (years) and base classification, 31 December 2016, Table 23: Ongoing employees: age group by base classification and gender, 31 December 2016, Table 24: Ongoing employees: highest educational qualification by base classification and gender, 31 December 2016, Table 25: Ongoing employees: base classification by paid classification and gender, 31 December 2016, Table 26: Ongoing employees: location by base classification and gender, 31 December 2016, Table 27 : Ongoing employees: mean age (years) by location, base classification and gender, 31 December 2016, Table 28: Ongoing employees: median length of service (years) by location, base classification and gender, 31 December 2016, Table 29: Engagements of ongoing employees: age group by gender, 2002 to 2016, Table 30: Engagements of ongoing employees: classification by gender, 2002 to 2016, Table 31: Engagements of ongoing employees: agency by major classification group, 2015 and 2016 *, Table 32: Engagements of ongoing employees: age group by classification and gender, 2016, Table 33: Engagements of ongoing employees: prior service in APS by classification and gender, 2016, Table 34: Engagements of ongoing employees: highest educational qualification by classification and gender, 2016, Table 35: Engagements of ongoing employees: previous employment by classification and gender, 2016, Table 36: Engagements of ongoing employees: location by classification and gender, 2016, Table 37: Engagements of ongoing employees: mean age (years) by location, classification and gender, 2016, Table 38: Promotions of ongoing employees: classification advanced from and to by gender, 2016, Table 39: Promotions of ongoing employees: mean age (years) by location, classification and gender, 2016, Table 3: Non-ongoing employees: agency by employment status, gender and employment category, 31 December 2016, Table 3: ongoing employees: agency by employment status, gender and employment category, 31 December 2016, Table 3: All employees: agency by employment status, gender and employment category, 31 December 2016, Table 40: Promotions of ongoing employees: agency by classification, 2016, Table 41: Promotions of ongoing employees: within, from and to other agencies, 2016, Table 42: Transfers of ongoing employees: from and to other agencies, 2016, Table 43: Movement of ongoing employees: location from and to by gender, 2016, Table 44: Separations of ongoing employees: type of separation by gender, 2002 to 2016, Table 45: Separations of ongoing employees: base classification by gender, 2002 to 2016, Table 46: Separations of ongoing employees: age group by gender, 2002 to 2016, Table 47: Separations of ongoing employees: resignations by age group and gender, 2002 and 2016, Table 48: Separations of ongoing employees: age retirements by age group and gender, 2002 and 2016, Table 49: Separations of ongoing employees: retrenchments by age group and gender, 2002 to 2016, Table 4: Non-ongoing employees: agency by base classification and employment category, 31 December 2016, Table 4: Ongoing employees: agency by base classification and employment category, 31 December 2016, Table 4: All employees: agency by base classification and employment category, 31 December 2016, Table 5: All employees: age group by base classification and employment category, 31 December 2016, Table 50: Separations of ongoing employees: separation type by base classification and gender, 2016, Table 51: Separations of ongoing employees: agency by type of separation, 2015 and 2016, Table 52: Separations of ongoing employees: agency by type of termination, 2016, Table 53: Separations of ongoing employees: agency by base classification, 2016, Table 54: Separations of ongoing employees: length of service by base classification and gender, 2016, Table 55: Separations of ongoing employees: length of service by type of separation and gender, 2016, Table 56: Ongoing employees: diversity group, 31 December 2002 to 31 December 2016, Table 57: Non-ongoing employees: agency by diversity group, 31 December 2016, Table 57: Ongoing employees: agency by diversity group, 31 December 2016, Table 57: All employees: agency by diversity group, 31 December 2016, Table 58: Ongoing employees: base classification by diversity group and gender, 31 December 2016, Table 59: Ongoing employees: diversity group by highest educational qualification and gender, 31 December 2016, Table 6: All employees: location by base classification and employment category, 31 December 2016, Table 60: Engagements of ongoing employees: classification by diversity group and gender, 2016, Table 61: Separations of ongoing employees: base classification by diversity group and gender, 2016, Table 7: Agency metrics, 31 December 2016, Table 8: Non-ongoing employees: employment status by base classification and gender, 31 December 2016, Table 9: Non-ongoing employees: agency by non-ongoing category and gender, 31 December 2016, Section 4: Movements of ongoing employees, Table 1 : All employees: sex by employment category, 30 June 2002 to 30 June 2016, Table 10: Ongoing employees: base classification by sex, 30 June 2002 to 30 June 2016, Table 11: Ongoing employees: paid classification by sex, 30 June 2007 to 30 June 2016, Table 12: Ongoing employees: length of service by sex, 30 June 2002 to 30 June 2016, Table 13: Ongoing employees: age group by sex, 30 June 2002 to 30 June 2016, Table 14: Ongoing employees: agency by base classification group, 30 June 2015 and 2016 *, Table 15: Ongoing employees: agency retention, 30 June 2015 to 30 June 2016 *, Table 16: Ongoing employees: agency by age group, 30 June 2016, Table 17: Ongoing employees: agency by location, 30 June 2016, Table 18: Ongoing employees: agency by paid classification, 30 June 2016, Table 20: Ongoing employees: agency by operative status (including maternity related leave) and sex, 30 June 2016 *, Table 2: All employees: agency by employment status, sex and employment category, 30 June 2016, Table 2: Non-ongoing employees: agency by employment status, sex and employment category, 30 June 2016, Table 2: Ongoing employees: agency by employment status, sex and employment category, 30 June 2016, Table 3: All employees: agency by base classification and employment category, 30 June 2016, Table 3: Non-ongoing employees: agency by base classification and employment category, 30 June 2016, Table 3: Ongoing employees: agency by base classification and employment category, 30 June 2016, Table 4: All employees: age group by base classification and employment category, 30 June 2016, Table 5: All employees: location by base classification and employment category, 30 June 2016, Table 6: Agency metrics, 30 June 2016 and 2015-16, Table 7: Non-ongoing employees: employment status by base classification and sex, 30 June 2016, Table 8: Non-ongoing employees: agency by non-ongoing category and sex, 30 June 2016, Table 9: Non-ongoing employees: age group by base classification and sex, 30 June 2016, Table 19: Ongoing employees: agency by temporary assignment classification, 30 June 2016, Table 40: Promotions of ongoing employees: mean age (years) by location, classification and sex, 2015-16, Table 21: Ongoing employees: agency by highest educational qualification, 30 June 2016, Table 41: Promotions of ongoing employees: agency by classification, 2015-16, Table 22: Ongoing employees: agency by number of agencies worked in and base classification group, 30 June 2016, Table 42: Promotions of ongoing employees: within, from and to other agencies, 2015-16, Table 23: Ongoing employees: agency by median length of service (years) and base classification, 30 June 2016, Table 43: Transfers of ongoing employees: from and to other agencies, 2015-16, Table 24: Ongoing employees: age group by base classification and sex, 30 June 2016, Table 44: Movement of ongoing employees: location from and to by sex, 2015-16, Table 25: Ongoing employees: highest educational qualification by base classification and sex, 30 June 2016, Table 45: Separations of ongoing employees: type of separation by sex, 2001-02 to 2015-16, Table 26: Ongoing employees: base classification by paid classification and sex, 30 June 2016, Table 46: Separations of ongoing employees: base classification by sex, 2001-02 to 2015-16, Table 27: Ongoing employees: location by base classification and sex, 30 June 2016, Table 47: Separations of ongoing employees: age group by sex, 2001-02 to 2015-16, Table 28: Ongoing employees: mean age (years) by location, base classification and sex, 30 June 2016, Table 48: Separations of ongoing employees: resignations by age group and sex, 2001-02 and 2015-16, Table 29: Ongoing employees: median length of service (years) by location, base classification and sex, 30 June 2016, Table 49: Separations of ongoing employees: age retirements by age group and sex, 2001-02 and 2015-16, Table 30: Engagements of ongoing employees: age group by sex, 2001-02 to 2015-16, Table 50: Separations of ongoing employees: retrenchments by age group and sex, 2001-02 to 2015-16, Table 31: Engagements of ongoing employees: classification by sex, 2001-02 to 2015-16, Table 51: Separations of ongoing employees: separation type by base classification and sex, 2015-16, Table 32: Engagements of ongoing employees: agency by major classification group, 2014-15 and 2015-16 *, Table 52: Separations of ongoing employees: agency by type of separation, 2014-15 and 2015-16, Table 33: Engagements of ongoing employees: age group by classification and sex, 2015-16, Table 53: Separations of ongoing employees: agency by type of termination, 2015-16, Table 34: Engagements of ongoing employees: prior service in APS by classification and sex, 2015-16, Table 54: Separations of ongoing employees: agency by base classification, 2015-16, Table 35: Engagements of ongoing employees: highest educational qualification by classification and sex, 2015-16, Table 55: Separations of ongoing employees: length of service by base classification and sex, 2015-16, Table 36: Engagements of ongoing employees: previous employment by classification and sex, 2015-16, Table 56: Separations of ongoing employees: length of service by type of separation and sex, 2015-16, Table 37: Engagements of ongoing employees: location by classification and sex, 2015-16, Table 57: Ongoing employees: diversity group, 30 June 2002 to 30 June 2016, Table 38: Engagements of ongoing employees: mean age (years) by location, classification and sex, 2015-16, Table 58: Ongoing employees: agency by diversity group, 30 June 2016, Table 39: Promotions of ongoing employees: classification promoted from and to by sex, 2015-16, Table 58: Non-ongoing employees: agency by diversity group, 30 June 2016, Table 58: All employees: agency by diversity group, 30 June 2016, Table 59: Ongoing employees: base classification by diversity group and sex, 30 June 2016, Table 60: Ongoing employees: diversity group by highest educational qualification and sex, 30 June 2016, Table 61: Engagements of ongoing employees: classification by diversity group and sex, 2015-16, Table 62: Separations of ongoing employees: base classification by diversity group and sex, 2015-16, Appendix 3: Public Service Act coverage changes, Appendix 4: Machinery of Government changes, Appendix 5: Organisations not separately identified in tables, Commonwealth Allowance Subscription Service, Remuneration Survey Frequently Asked Questions, Guidance for Agency Heads - Gifts and Benefits, Guidance for Agency Heads - Paid emergency response leave for APS employees, Australian Government Leadership Network: New South Wales, Australian Government Leadership Network: North Queensland, Who are we? 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