Guides
The APS L&D Good Practice Guide is a central repository of links and resources to support all APS Staff with L&D duties to apply best practice in learning and development.
Good practice in learning and development encompasses many different processes and activities across the learner’s development journey.
Effective learning and development (L&D) practice involves a multifaceted and continuous process that encompasses various stages and activities throughout the learner's development journey. This encompasses not only the design, delivery, and evaluation of learning initiatives but also the operational aspects that support their development, management, promotion, evaluation and capability initiatives.
The APS L&D Practice Guide is designed to provide a repository of information and guidance to support good practice in all areas of L&D, enabling professionals to develop the skills, knowledge, and competencies required to deliver high-quality learning and development initiatives that drive business success.
| Supporting effective learning and development |
Strong learning and development (L&D) are critical to building a capable, adaptable public sector workforce. Access to the right information and tools helps organisations plan learning strategically, support staff development and demonstrate value for money. Our approach supports government agencies to deliver effective, evidence-based learning across the organisation. |
| Design and manage learning | Plan and manage learning from end to end — from identifying capability gaps, through to delivery and retirement. This ensures learning remains relevant, targeted and aligned with organisational priorities. Refer to our Learning Design and Administration page. |
| Build a learning culture | Embed learning into everyday work. A strong learning culture encourages continuous improvement, shared responsibility and leadership at all levels. Refer to our Learning Culture page. |
| Support learners and careers | Help employees plan their development and navigate career pathways. Learner centred development improves engagement, capability and retention. Refer to our The Learner & Career Development page. |
| Use learning technologies effectively | Make the most of available learning technologies to improve access, track participation and enhance learning experiences. Technology should support outcomes, not add complexity. Refer to our Learning Technologies page |
| Achieve value for money | Procure learning products and services through clear, compliant processes that deliver quality outcomes and best value for money. Refer to our Procurement in L&D page (coming soon) |
| Evaluate impact | Monitor and evaluate learning to understand what works and where to invest. Evidence based evaluation supports accountability and continuous improvement. Refer to our Evaluating Learning page |
Find information and tools to help you meet your organisation L&D objectives
Develop and manage learning experiences, from gap analysis and planning through to retiring the experiences.
NOTE: The information and resources within the Guide are not intended to replace any guidance or policies from your own agency. Seek advice from your agency’s relevant areas for L&D, IT services and/or procurement to ensure compliance with any relevant internal processes and policies.
AI Use Disclaimer: The content on these page/s may include the use of artificial intelligence (AI) to support the design and delivery of learning content. AI may be used for or has assisted with tasks such as drafting and summarising content. Content is sourced from a variety of stakeholders. All AI outputs are subject to human oversight and review prior to publication. We are committed to the responsible use of AI including protecting privacy, minimising bias and ensuring compliance with Australian Government policies and legislation. For more information about how the Australian Public Service Commission uses AI, please visit transparent use of AI.
For further enquiries about our use of AI, please contact us.