Executive Level 2 (EL2) Salary Guide

An EL2 is a senior manager or Director role within the Australian Public Service, sitting directly below the Senior Executive Service (SES) bands and above the EL1 Assistant Director level.

EL2 base salaries typically range from $150,800 to $182,500 per year, depending on the department Enterprise Agreement.

All ongoing APS EL2 employees receive a 15.4% employer superannuation contribution paid into their selected fund, paid on top of their base salary.

No. EL2 staff are salaried professional managers expected to work reasonable additional hours. Overtime payments do not apply; instead, staff can negotiate Time Off In Lieu (TOIL) under flexible work terms.

Typical EL2 financial delegations under the PGPA Act range from $50,000 to $250,000, allowing them to approve procurements, contracts, and section spend.

An EL1 (Assistant Director) generally manages projects, programs, or sections under direction. An EL2 (Director) has full ownership of section budgets, strategic direction, risk parameters, and clearing briefs.

Most departments offer 4 to 5 increment steps in the EL2 salary band. Advancement occurs annually based on a satisfactory performance review.

Yes, candidates can negotiate starting at a higher salary step within the EL2 band based on their external expertise or market rates.

Under current APSC guidelines, performance bonuses have been phased out across federal departments to support stable base salary growth and transparency.

IFAs are written agreements that modify terms of the Enterprise Agreement. For EL2 roles, IFAs are used to provide salary loadings for high-demand technical, legal, or digital skills.

EL2 employees are typically entitled to economy class for domestic flights, with business class reserved for flights exceeding 3 hours or international travel, alongside standard ATO travel allowances.

Division 293 tax applies above $250,000 in combined salary and super. EL2 base salaries sit below this, but total packages (including extra income) can occasionally trigger the threshold.

No. Executive vehicles or Motor Vehicle Allowance (MVA) cash-outs are restricted to SES officers.

Yes, federal agencies support hybrid working arrangements. EL2 Directors typically work 2 to 3 days from home per week, subject to operational needs.

Standard full-time hours are 37.5 to 38 hours per week, depending on the agency Enterprise Agreement.

The ILS framework for EL2 focuses on strategic thinking, achieving results, building productive relationships, and showing personal drive.

Progression requires applying for vacant SES Band 1 roles through a formal, merit-based selection process validated by an APSC commissioner.

Successful EL2 Directors usually possess 8 to 10+ years of professional experience, showing strong track records in strategic delivery and leadership.

Yes, EL2 Directors have delegations to approve recruitment panels, sign off on ongoing contracts, and approve leave for EL1 and APS 1-6 staff.

The standard probation period is 6 months, during which performance and compliance are assessed.

Yes, part-time work arrangements can be negotiated and approved based on section operational requirements.

EL2 staff receive 20 days of paid annual leave per year, accumulating progressively.

Purchased leave allows staff to purchase 1 to 4 weeks of extra leave per year, financed through fortnightly salary deductions.

Yes, federal agencies offer paid parental leave (typically 14 to 18 weeks) for primary and secondary caregivers.

Approved students can receive paid study leave and reimbursement of course fees for university qualifications aligning with agency goals.

Most EL2 positions require Baseline, NV1, or NV2 security clearances, depending on the nature of the agency’s work.

The CPSU represents staff interests, including EL2 managers, in enterprise bargaining and workplace disputes.

Leave balances transfer with the employee under portability of entitlements provisions in the Public Service Act.

Annual evaluations are conducted under the agency’s performance management scheme, assessing output against agreed strategic goals.

Staff working in designated remote or regional offices receive regional allowances to compensate for living costs.

The default super fund is PSSap (Public Sector Superannuation accumulation plan), though employees can choose their own fund.

Superannuation can be accessed upon reaching the preservation age (55 to 60, depending on birth year) and meeting retirement conditions.

The Public Governance, Performance and Accountability Act regulates public resources. EL2 staff must adhere to it when managing budgets.

Yes. Pre-tax salary sacrificing is permitted up to the annual concessional contributions cap ($30,000).

The selection process from advertising to job offer typically takes 2 to 4 months.

Yes, staff receive standard travel allowances to cover accommodation and meals for official travel.

Higher earners without private health cover face an additional surcharge of 1.0% to 1.5% of their taxable income.

A document defining the level of work complexity, responsibility, and decision-making expected at each classification.

Yes, EL2 roles can be ongoing (permanent) or non-ongoing (temporary/contract) depending on the agency vacancy.

Managers requiring mobile access for duties are provided with a government-funded smartphone.

There is no mandatory retirement age. Staff can access superannuation benefits upon reaching preservation age.

Demotion can occur as a sanction under the APS Code of Conduct or due to structured underperformance procedures.

No, base salaries are set by agency EAs and are national, meaning the same agency pays the same rate regardless of city location.

A framework outlining core skills (leadership, digital, strategic, policy) required at each classification, including EL2.

HELP debt indexation does not change the compulsory repayment rate, but it increases the overall debt balance.