How to Address ‘Supports Strategic Direction’ Selection Criteria (with Examples)

If you’re applying for an Australian Public Service (APS) or government role, you’ve likely come across the “Supports Strategic Direction” selection criterion. It’s one of the core capabilities under the APS Integrated Leadership System and is essential for showing that you understand how your work connects to broader organisational goals.

In this blog post, we’ll walk you through how to address this criterion effectively and provide tailored example responses you can adapt for your next application.

What Does ‘Supports Strategic Direction’ Mean?

‘Supports Strategic Direction’ refers to your ability to:

• Understand the purpose and priorities of your organisation.

• Align your work to those goals.

• Contribute to long-term planning or strategic initiatives.

• Use data and evidence to inform decision-making.

• Stay focused on objectives in the face of change.

This criterion is about showing that you’re not just doing your job—you’re doing it with awareness of the bigger picture.

How to Structure Your Response (STAR Method)

Use the STAR format:

• Situation: What was happening?

• Task: What was your responsibility?

• Action: What steps did you take?

• Result: What was the outcome?

Keep it concise, factual, and aligned with the job you’re applying for.

Example 1: Strategic Project Alignment

In my role as a Senior Project Officer, I was tasked with rolling out a new digital onboarding system for a department undergoing rapid workforce expansion. I began by reviewing the department’s strategic plan and digital transformation roadmap. It was clear that user experience, cost-efficiency, and paperless processing were key focus areas. I aligned the project objectives with these strategic priorities, ensuring that every step from procurement to implementation supported those outcomes.

I facilitated workshops with IT, HR, and operational teams to gather insights, identify system requirements, and ensure all stakeholder needs were addressed. I worked closely with procurement to select a solution that was scalable and aligned with the department’s broader ICT architecture. I developed a project plan that included change management, training, and performance metrics to track uptake and user satisfaction.

Throughout the project, I ensured communication was clear and consistent, linking the onboarding improvements to the organisation’s broader goals. The onboarding system went live on time and under budget, reducing processing time by 40% and increasing new hire satisfaction rates. Executive feedback highlighted the project as a benchmark for aligning local delivery with strategic goals.

This experience reinforced my ability to maintain a strategic lens throughout project delivery and to ensure that initiatives contribute meaningfully to the department’s long-term objectives. My approach ensured strong buy-in from stakeholders and delivered measurable outcomes that aligned directly with the department’s vision for digital transformation and improved internal service delivery.

Example 2: Policy Interpretation and Implementation

In my role as a Customer Service Officer at a federal agency, I was involved in supporting the roll-out of updated guidelines related to family payment eligibility. These changes were part of a broader policy shift aimed at improving compliance and clarity in benefit distribution. It was critical to ensure that frontline teams understood the changes and that clients received accurate, consistent advice.

I proactively reviewed the policy documents and cross-referenced them with our existing workflows. I identified key areas where our scripts, FAQs, and internal procedures needed updates. I met with our team leader and policy liaison officer to clarify grey areas and confirm interpretation before updating materials. I also helped run a short training session to walk team members through the changes and answer practical questions based on real scenarios.

One of my priorities was ensuring we could explain the changes in plain language, particularly to vulnerable clients who might be impacted. I developed a series of quick-reference guides and responses for common client queries. These resources were shared across the team and later adopted more broadly by the state office.

The result was a smooth transition to the new framework with minimal disruption to clients. Our team avoided processing errors, and our client satisfaction metrics remained stable throughout the change period. My ability to quickly understand policy updates and translate them into operational practice ensured that both our internal procedures and external messaging supported the agency’s compliance objectives and strategic policy shift.

Example 3: Contributing to Long-Term Workforce Planning

While working as a team supervisor in a regional contact centre, I identified recurring skill gaps among new casual staff during high-demand periods. These challenges were impacting team performance and increasing reliance on senior staff for routine tasks. The issue was flagged during quarterly performance reviews, and I proposed a solution aligned with our broader strategic workforce plan.

I developed a skills matrix to map capabilities across the team, capturing the specific technical skills and knowledge required for our most common service areas. I analysed onboarding data, call metrics, and feedback logs to identify common knowledge gaps. I then proposed a tiered training approach that could be embedded into the onboarding process and revisited during quieter operational periods.

I presented my findings and a draft plan to the workforce development team and collaborated with them to pilot a targeted training module. The training covered key systems navigation, policy knowledge, and communication techniques, and was tailored to the roles and skill levels of casual staff. I also recommended a buddy system that paired experienced staff with new hires.

The training pilot reduced escalation rates by 30% and improved onboarding satisfaction scores. My contribution was noted in our regional leadership report, and elements of the program were later adopted nationally. This initiative demonstrated my ability to contribute to long-term workforce capability planning by identifying patterns, analysing operational data, and implementing sustainable, strategic solutions that aligned with organisational goals.

Tips for Writing Your Own Examples

• Read the agency’s corporate or strategic plan and reference relevant objectives.

• Use strong action verbs: advised, analysed, aligned, supported, contributed, drafted.

• Be specific—what you did, not just what the team achieved.

• Stick to outcomes that show awareness of organisational goals or government priorities.

Final Thoughts

‘Supports Strategic Direction’ is your chance to demonstrate that you’re not only capable in your role but also strategic in your thinking. Whether you’re working in administration, policy, or project delivery, showing how your actions align with broader goals makes your application stand out.

If you need help writing selection criteria responses tailored to a specific role, reach out—we offer expert help in building standout applications for Australian government jobs.