The Senior Executive Service (SES) represents the elite leadership cohort of the Australian Public Service (APS). Positioned directly above the standard public service bands, SES officers are tasked with driving policy, leading major government initiatives, and managing high-stakes departmental branches. Among these tiers, the SES Band 1 operates as the entry point into the executive ranks, translating governmental strategy into operational reality.
Remuneration for the senior executive service band 1 salary is set differently than standard public service positions. Rather than being governed by rigid, agency-wide Enterprise Agreements, SES compensation is negotiated under individualized determinations. This guide provides an exhaustive analysis of the salary scales, allowances, tax implications, superannuation benefits, and responsibilities for SES Band 1 employees in Australia. If you are researching a typical assistant secretary salary australia or the details of a standard ses1 salary australia, this resource details the current market rates and structural benefits.
1. What is an SES Band 1 Role?
An SES Band 1 officer is a senior executive within the Commonwealth public service. Governed by the Public Service Act 1999, the Senior Executive Service is established to provide a group of executives who are highly skilled, strategically focused, and capable of providing leadership across the entire public service, rather than just within a single agency.
SES Band 1 represents the first level of this executive cohort. Employees in these positions hold significant statutory power and administrative delegations. They are responsible for managing entire branches, overseeing substantial operational budgets (often running into tens or hundreds of millions of dollars), and commanding large teams of public servants (typically anywhere from 30 to 300+ staff).
At this level, the role shifts from technical management and advisory duties to systemic leadership, political management, and strategic decision-making. SES Band 1 officers must interact directly with Ministers, represent their agency at parliamentary inquiries, and form partnerships across the private sector and state governments.
2. The Senior Executive Service (SES) Hierarchy
The Senior Executive Service is structured into three distinct bands. This structure is designed to maintain a clear line of command under the departmental Secretary.
- SES Band 1 (Assistant Secretary / Branch Manager): The entry-level executive tier. They lead a specific branch within a division. For example, in the Department of Foreign Affairs and Trade (DFAT), an SES Band 1 might lead a specific geographical or thematic branch (e.g., the Pacific Bilateral Branch).
- SES Band 2 (First Assistant Secretary / Division Head): The mid-level executive tier. Band 2 officers lead a whole Division, which consists of multiple branches. They supervise several SES Band 1 officers and coordinate broad strategic objectives.
- SES Band 3 (Deputy Secretary): The highest executive tier below the Secretary. Deputy Secretaries oversee entire groups of divisions, advising the Secretary and Minister on critical portfolios.
- Departmental Secretary (Agency Head): The head of the department (e.g., Secretary of the Department of the Prime Minister and Cabinet). They are not technically classified under the three-band SES system but represent the ultimate head of the agency.
| Classification | Typical Title | Typical Reporting Scope | Direct Reports |
|---|---|---|---|
| EL 2 (Non-SES) | Director / Principal Advisor | Specific Section (e.g. 5–15 staff) | Reports to SES Band 1 |
| SES Band 1 | Assistant Secretary / Branch Manager | Whole Branch (e.g. 30–150 staff) | Reports to SES Band 2 |
| SES Band 2 | First Assistant Secretary / Division Head | Whole Division (e.g. 3–5 Branches) | Reports to SES Band 3 |
| SES Band 3 | Deputy Secretary | Entire Group (e.g. 2–5 Divisions) | Reports to Secretary |
Federal vs. State Equivalencies
It is worth noting that while the federal public service uses the "SES Band 1" nomenclature, state public services use slightly different terms. For instance, in the New South Wales (NSW) public service, the equivalent role is a Public Service Senior Executive (PSSE) Band 1 (often termed a Director or Executive Director depending on the agency size). In Victoria, they are classified as Senior Executive Service (SES) Grade 3 or 2. Regardless of the label, the leadership expectations and financial compensation models are highly comparable.
3. Current SES Band 1 Salary Ranges
Unlike the standard APS 1–6 and EL 1–2 pay scales, there is no single, uniform salary scale for SES Band 1 employees across the Australian Government. Instead, remuneration is set individually by each agency under a legal mechanism called a Section 24(1) Determination of the Public Service Act 1999.
This decentralized approach allows agency heads to adjust remuneration packages to attract specialized talent, account for varying workloads, and align with market pressures. For example, a senior executive managing complex infrastructure programs in the Department of Defence or supervising corporate compliance at the Australian Taxation Office (ATO) may command a higher starting base salary than their peer in a smaller administrative agency.
According to the latest APS Remuneration Report published by the Australian Public Service Commission (APSC), the consolidated remuneration figures are:
- Base Salary (5th Percentile): A$195,500
- Base Salary (Median): A$244,086
- Base Salary (95th Percentile): A$274,500+
- Total Remuneration Package (TRP Median): A$281,675
The *Total Remuneration Package (TRP)* includes the base salary plus the 15.4% employer superannuation contribution. If separate cash allowances (such as Motor Vehicle Allowances or parking subsidies) are negotiated, the final package can exceed A$300,000.
| Federal Agency | Typical Base Salary Range (AUD) | Employer Super (15.4%) | Estimated TRP Range (AUD) |
|---|---|---|---|
| Department of Defence | A$220,000 – A$275,000 | A$33,880 – A$42,350 | A$253,880 – A$317,350 |
| Australian Taxation Office (ATO) | A$215,000 – A$265,000 | A$33,110 – A$40,810 | A$248,110 – A$305,810 |
| Department of the Prime Minister and Cabinet | A$230,000 – A$280,000 | A$35,420 – A$43,120 | A$265,420 – A$323,120 |
| Department of Health and Aged Care | A$205,000 – A$255,000 | A$31,570 – A$39,270 | A$236,570 – A$294,270 |
| Small Regulatory Agencies (Median) | A$195,000 – A$240,000 | A$30,030 – A$36,960 | A$225,030 – A$276,960 |
*Note: TRP ranges are indicative and based on standard APSC statistics. Individual determinations may include higher amounts, especially for technical or specialized roles (e.g. cybersecurity, legal executives, or medical directors).
4. Weekly, Fortnightly & Monthly Calculations
For budgeting and operational purposes, understanding how an annual base salary divides into standard pay cycles is helpful. In the Australian Public Service, fortnightly payments are standard. The official Commonwealth conversion factor utilizes 26.089 fortnights per year (derived from the average of 365.25 days per year divided by 14).
Using the APS-wide median base salary of A$244,086 as our benchmark, here is the breakdown of gross (pre-tax) earnings:
| Pay Cycle | Gross (Pre-Tax) Earnings | Calculation Method |
|---|---|---|
| Weekly Equivalent | A$4,677.87 | Annual salary divided by 52.178 weeks |
| Fortnightly Pay | A$9,355.90 | Annual salary divided by 26.089 fortnights |
| Monthly Pay | A$20,340.50 | Annual salary divided by 12 months |
| Hourly Rate (Theoretical) | A$123.10 | Based on a nominal 38-hour standard working week |
*Note: The hourly rate is purely theoretical. SES roles do not operate on fixed hours, and executives do not receive overtime pay or time-off-in-lieu (TOIL), meaning the actual hourly rate is lower depending on the hours worked.
5. Take-Home Pay Estimates (After-Tax)
Australia utilizes a progressive taxation system where higher income thresholds are taxed at higher marginal rates. The calculations below incorporate the Stage 3 tax cuts (active for the 2025/2026 financial year) and the 2.0% Medicare levy.
Because HECS-HELP student loans are common among public service executives, we have provided side-by-side estimates of net take-home earnings with and without HELP debt.
| Deduction / Net Category | Annual Rate | Fortnightly Rate | Monthly Rate |
|---|---|---|---|
| Gross Income | A$244,086.00 | A$9,355.90 | A$20,340.50 |
| Income Tax (Stage 3) | -A$75,976.70 | -A$2,912.18 | -A$6,331.39 |
| Medicare Levy (2.0%) | -A$4,881.72 | -A$187.12 | -A$406.81 |
| Net Take-Home (No HECS Debt) | A$163,227.58 | A$6,256.60 | A$13,602.30 |
| HECS-HELP Repayments (10.0%)* | -A$24,408.60 | -A$935.59 | -A$2,034.05 |
| Net Take-Home (With HECS Debt) | A$138,818.98 | A$5,321.01 | A$11,568.25 |
*Note: HELP/HECS repayment rates kick in strongly at these executive income levels. The top HELP repayment bracket is 10.0% of the entire repayment income (gross salary + reportable fringe benefits + reportable superannuation contributions) for incomes over A$151,300. This significantly impacts cash flow until the debt is cleared.
6. Superannuation & Executive Allowances
One of the major advantages of employment within the Australian Public Service is the retirement benefit structure. Under standard Commonwealth legislation, APS agencies must provide an employer superannuation contribution of 15.4% of the employee's base salary (or "ordinary time earnings").
This 15.4% rate is significantly higher than the standard Superannuation Guarantee (SG) legislated for the private sector. At the median base salary of A$244,086, the 15.4% contribution results in A$37,589.24in super contributions annually, which is paid directly into the employee's selected superannuation fund (such as PSSap, UniSuper, or a Self-Managed Super Fund).
Executive Allowances
In addition to the base salary and superannuation, SES determinations often include specific executive allowances designed to support the officer in their official duties:
- Motor Vehicle Allowance (MVA): Historically, SES officers were provided with fully maintained private vehicles. Most agencies have transitioned this into a cash allowance ranging from A$15,000 to A$25,000 per year, which is added to their regular pay check or rolled into their Total Remuneration Package (TRP).
- Executive Subsidies: Subsidies for professional association memberships, business-related travel class upgrades (typically business class for domestic flights exceeding 2 hours), and laptop/phone allocations.
- Private Health Insurance Subsidies: Certain agencies offer partial or full reimbursement of premium private health cover for the executive and their immediate family.
7. Common Job Titles & Core Responsibilities
Because the Senior Executive Service is designed to be mobile, an SES officer is expected to lead teams across various policy and operational areas. Consequently, titles can vary based on agency functions:
- Assistant Secretary: The standard title in policy-focused departments (e.g. Department of the Treasury, Department of Finance).
- Branch Manager / General Manager: The typical title in operational agencies (e.g. Australian Taxation Office, Services Australia).
- Executive Director: Used in specialized or commission-based entities (e.g. Australian Securities and Investments Commission - ASIC).
- Commander: The rank equivalent for SES Band 1 officers in the Australian Federal Police (AFP).
- State Manager: SES Band 1 officers assigned to lead major regional offices in Sydney, Melbourne, or Brisbane on behalf of a Canberra-headquartered department.
Key Leadership Responsibilities
SES Band 1 officers are expected to exercise high-level leadership and management. Their core responsibilities include:
- Strategic Direction: Defining the goals and work plans for their branch, ensuring alignment with broad departmental priorities, and translating governmental policies into actionable work program milestones.
- Public and Political Accountability: Briefing Ministers, drafting answers to Parliamentary Questions on Notice, and representing the department at Senate Estimates hearings. This requires a high degree of political acumen and the ability to maintain composure under intense public scrutiny.
- Operational and Budgetary Management: Exercising delegation for large financial expenditures, approving contracts, managing procurement pipelines, and ensuring compliance with the *Public Governance, Performance and Accountability Act 2013* (PGPA Act).
- People Leadership: Coaching, mentoring, and managing a large staff base. This includes addressing underperformance, promoting workplace diversity, and fostering an agency culture aligned with the APS Values and Code of Conduct.
- Risk Management: Identifying and managing strategic, operational, and reputational risks associated with policy advice or service delivery.
8. How to Become an SES Band 1 Employee
Gaining entry to the Senior Executive Service is a highly competitive, rigorous process. Unlike standard APS vacancies, SES recruitment campaigns are subject to strict scrutiny by the APSC, and the selection panel must include an independent APSC Representative to ensure merit-based decisions.
There are two primary pathways to entering the SES Band 1:
1. Internal APS Promotion
Typically, candidates spend several years operating at the Executive Level 2 (EL2) band. During this time, they must demonstrate their capability to operate at a strategic level, frequently stepping up into "acting" SES Band 1 roles to prove their suitability before securing a permanent executive vacancy.
2. Lateral Entry (Private Sector)
The APSC actively encourages lateral entry to bring fresh perspectives and specialized skills (such as technology, major project management, or commercial negotiation) into government. Private sector executives, management consultants, and state government leaders are frequent lateral hires.
Core Selection Criteria (The Integrated Leadership System)
To secure an SES role, applicants must demonstrate alignment with the APSC's Integrated Leadership System (ILS) for senior executives:
- Shapes Strategic Thinking: The ability to look at the big picture, anticipate risks, and align operational plans with national policy objectives.
- Achieves Results: Establishing a culture of delivery, aligning resources to priority areas, and driving programs to completion.
- Cultivates Productive Working Relationships: Fostering collaboration, managing stakeholders, and building high-performing teams.
- Exemplifies Personal Drive and Integrity: Demonstrating professionalism, resilience, and adherence to the APS Values and ethical guidelines.
- Communicates with Influence: The ability to present complex information clearly, negotiate effectively, and brief Ministers and parliamentary bodies.
The Application Process
SES applications generally require a comprehensive resume alongside a "pitch" or "statement of claims" (typically capped at 1 to 2 pages). In this pitch, candidates must outline their executive achievements using the STAR methodology (Situation, Task, Action, Result), highlighting their strategic leadership and delegation capacity.
Shortlisted candidates undergo a panel interview (which includes the agency head or delegate, senior executives, and an APSC commissioner), referee checks, and often cognitive or psychometric testing designed to evaluate strategic capability and leadership style.
9. Comparison: SES Band 1 vs. EL2 Salary
For many high-performing public servants, the choice to move from the highest non-SES grade—Executive Level 2 (EL2)—into the Senior Executive Service is a significant career decision. While the salary increase is substantial, the role transition carries major structural changes in employment conditions and protections.
| Employment Attribute | EL 2 (Director) | SES Band 1 (Assistant Secretary) | |
|---|---|---|---|
| Remuneration Framework | Agency Enterprise Agreement (EA) | Individual Section 24(1) Determination | |
| Base Salary Range (Typical) | A$145,000 – A$185,000 | A$195,500 – A$274,500+ | A$244,086 (Median) |
| Superannuation Rate | 15.4% (APS standard) | 15.4% (APS standard) | |
| Working Hours & Overtime | Nominally 37.5–38 hours; eligible for TOIL/Flex time in many agencies | Unlimited; no overtime pay, no TOIL, high expectation of weekend/evening availability | |
| Employment Security & Redundancy | High security; covered by standard Enterprise Agreement redundancy clauses | Lower relative security; individual contracts can be terminated or not renewed under APSC rules | |
| Statutory Delegation | Limited operational and financial delegation | High financial and legal delegations under the Public Service Act |
Non-Financial Considerations
Many EL2 Directors choose to remain at the EL2 level rather than stepping into the SES. The reasoning often involves:
- Work-Life Balance: EL2 staff benefit from structured flex time or Time Off In Lieu (TOIL), whereas SES staff are expected to work whatever hours are required, which often results in 50–60 hour weeks without additional compensation.
- Public Exposure: SES officers are frequently called to testify under oath at Senate Estimates, carrying significant reputational risk.
- Job Security: EL2 roles are heavily protected by enterprise agreement rules and union guidelines. SES positions, operating under individual contracts and determinations, are more vulnerable to departmental restructures.
10. Comparison: SES Band 1 vs. SES Band 2
Once inside the Senior Executive Service, career progression moves from managing a single branch (Band 1) to managing a whole division (Band 2). This promotion represents a substantial leap in both strategic leadership scale and financial compensation.
While an SES Band 1 officer functions as an Assistant Secretary managing a branch of related sections, an SES Band 2 officer functions as a First Assistant Secretary (FAS) or Division Head. For a comprehensive review of the next tier of executive compensation, read our dedicated APS SES Band 2 Salary Guide.
| Leadership Level | Median Base Salary (APSC) | Employer Super (15.4%) | Total Remuneration (TRP) | Leadership Scope |
|---|---|---|---|---|
| SES Band 1 (Assistant Sec.) | A$244,086 | A$37,589 | A$281,675 | Leads a Branch; reports to FAS (Band 2) |
| SES Band 2 (First Assistant Sec.) | A$307,112 | A$47,295 | A$354,407 | Leads a Division; reports to Deputy Sec. (Band 3) |
The A$63,000 median base salary increase reflects the increased operational complexity. An SES Band 2 officer coordinates the strategies of multiple branch networks, handles larger budgetary constraints, and bears primary responsibility for the division's delivery targets.
11. Career Progression Opportunities
The career pathway for SES Band 1 officers is dynamic, offering transferability across both the public and private sectors:
APS Senior Executive Career & Remuneration Trajectory
Highest non-executive rank; focused on managing sections, technical policy, or advice.
Branch manager; legal delegations under the Public Service Act; political and operational oversight.
Division head coordinating multiple branches; strategic policy and state-wide operational responsibility.
Apex of public sector management; direct advisory support to Cabinet and Ministers.
Moving Beyond the Public Service
SES Band 1 officers possess skills that are highly valued in the private sector. Common post-APS career transitions include:
- Government Relations & Corporate Affairs: Advising private corporations on how to navigate federal regulations and government procurement channels.
- Management Consulting: Joining Tier 1 advisory firms (such as McKinsey, BCG, or Big 4 firms) as Partners or Directors specializing in public sector transformation programs.
- Not-for-Profit (NFP) and Industry Associations: Serving as CEOs or Directors of industry bodies, lobby groups, or major charities.