Frequently Asked Questions

Govy is an AI-powered platform designed specifically to help Australians write winning government job applications. It takes your raw experience and formats it into the strict capability statements and STAR-method responses required by APS, state, and local councils.

It depends on the agency's rules and the assessment stage. Check the job pack and ask the contact officer if anything is unclear. Where AI assistance is permitted, use your own experience, verify every claim and follow any disclosure requirements. Never use AI to fabricate evidence or complete an assessment that prohibits assistance.

Your free plan includes 3 free applications per month. Resets on the 1st of each month at midnight (Australia/Sydney). Unused monthly applications do not roll over. Creating an application uses 1 application from your balance. Starting an Interview Buddy conversation uses 1 application from the same balance. Generating interview questions, reading saved work and editing do not use applications. Export eligibility is separate.

In the private sector, a cover letter is a brief introduction. In government, applications usually ask for a 'Pitch', 'Statement of Claims', or 'Capability Statement'. Even if they call it a 'Cover Letter', they almost always expect a structured document that provides behavioral evidence (STAR method) against the Key Selection Criteria.

Yes. While initially built around the APS Integrated Leadership System (ILS), our AI is trained to analyze any provided Position Description (PD) and align your experience with the specific capability framework of that state or council.

You and your friend each receive 5 bonus applications when a new friend signs up through your link and verifies their email. First-time accounts only. Register the referral within 24 hours of signup. One signup bonus per person/email; no self-referrals. Earned bonus applications carry over. Your monthly allowance is used first. Find your link under Refer a friend in your account balance.

The free plan includes 3 free applications per month for tailored resumes, cover letters, capability statements, statements of claims and selection criteria. Creating an application uses 1 application from your balance. Starting an Interview Buddy conversation uses 1 application from the same balance. Generating interview questions, reading saved work and editing do not use applications. Export eligibility is separate. Resets on the 1st of each month at midnight (Australia/Sydney). Unused monthly applications do not roll over. Govy Plus unlocks unlimited application generation, premium AI resume models, full analysis and ongoing PDF/DOCX exports.

You can choose between 4-week and 12-week billing. The 12-week plan saves you $15. You can cancel your subscription at any time from your account settings.

STAR stands for Situation, Task, Action, and Result. It is the gold standard for government applications, and Govy is specifically tuned to generate responses in this format.

Yes, we use enterprise-grade encryption and do not share your personal data or application history with third parties. Your documents are your own.

Yes, you can cancel your subscription at any time from your account settings.

When your free balance reaches zero, you can still read and edit saved work and generate interview questions. A new application or Interview Buddy conversation requires an upgrade or the next monthly reset. Govy Plus includes unlimited application generation; live interview sessions have separate daily limits.

APS handles federal issues (like defence and taxation), State handles regional services (like hospitals and state police), and Council handles local municipality needs (like waste, libraries, and local planning.

No. Federal jobs are on APSJobs, state jobs are on individual state portals, and council jobs are usually listed directly on the specific municipal council's website.

Government jobs are highly sought after for their job security, flexible working arrangements, above-average superannuation (up to 15.4% in the APS), and clear, structured career progression.

While the skills are highly transferable, there is no automatic transfer of employment between Council, State, and Federal governments. You must apply for roles in other tiers as an external candidate.

Government recruitment is governed by strict 'Merit Principles.' Panels cannot hire based on a 'good feeling' from a resume; they require written, verifiable evidence against every single requirement to legally justify the hire.

The Merit Principle is the foundation of public sector hiring. It ensures that employment decisions are fair, transparent, and based strictly on a candidate's work-related qualities and capacity to do the job, rather than nepotism or bias.

If you pass a government interview but don't get the primary job, you may be placed in a 'Merit Pool.' This means you are pre-approved for hire, and if a similar role opens up within 12-18 months, you can be hired without interviewing again.

Public sector roles offer superior superannuation. For example, standard APS roles offer 15.4% superannuation, which is significantly higher than the private sector minimum guarantee.

Yes, the public sector is generally a leader in flexible work. Many departments offer hybrid working, flex-time (accruing extra hours to take days off), and part-time arrangements.

APS stands for the Australian Public Service. It encompasses all federal government departments and agencies in Australia, such as Services Australia, the ATO, and the Department of Defence.

The APS classification structure ranges from APS1 (entry-level/trainee) to APS6 (senior operational/team leader), followed by Executive Levels (EL1 and EL2), and finally the Senior Executive Service (SES) bands.

The STAR method (Situation, Task, Action, Result) is the standard structure required for APS selection criteria. It ensures candidates provide concrete, first-person evidence of their capabilities.

Many APS agencies now ask for a 500-to-1000 word 'pitch' or statement of claims instead of traditional long-form selection criteria. This is a targeted essay proving how your skills align with the role.

The ILS is the APS framework that defines the behaviors and leadership capabilities expected at every APS level. Your application must use the specific language of the ILS cluster relevant to your target level.

The process typically takes 4 to 8 weeks from the closing date to the interview stage, but onboarding can take much longer depending on the level of security clearance required.

'Ongoing' means a permanent position within the APS. 'Non-ongoing' refers to temporary or fixed-term contracts, usually ranging from 6 to 12 months.

Many APS roles require a security clearance managed by AGSVA. These range from Baseline (basic access) to Negative Vetting 1 and 2 (NV1/NV2), up to Positive Vetting (PV) for highly classified national security roles.

Check the agency's instructions first: AI rules can differ between applications, tests and interviews. Where assistance is permitted, use it to organise your own evidence, verify every claim and follow any disclosure requirements. Do not upload confidential information or invent examples, metrics or experience.

State government jobs manage state-level services (schools, hospitals, state police, transport), whereas the APS handles federal matters (tax, immigration, defence).

Yes. Whether you are applying in NSW, Victoria, or Queensland, state panels expect you to use the STAR method to demonstrate your capabilities with evidence.

Instead of the federal ILS, states have their own frameworks (e.g., the NSW Public Service Capability Framework or QLD's Success Profiles). You must map your resume and cover letter to these specific state capabilities.

Unlike the centralized APSJobs portal, states have their own portals, such as 'I Work for NSW,' the 'Victorian Government Careers' portal, and Queensland's 'Smart Jobs.'

A long-form application requires individual responses (e.g., 300 words each) to 5-6 criteria. A short-form application usually requires a 1-to-2 page cover letter that weaves the criteria together into a single narrative.

It depends on the role. Policy and administrative roles often value transferable skills, while health, education, and engineering roles require specific, state-recognized qualifications and licenses.

Interviews are typically conducted by a panel of 3 people. They will ask behavioral questions directly linked to the state's capability framework and score your answers on a standardized matrix.

State departments often use registers to fill short-term vacancies quickly. Submitting your resume to a register is an excellent way to get your 'foot in the door' without going through a grueling multi-month recruitment cycle.

Create a document separate from your resume. List each criterion as a bold heading, and write a 1-to-2 paragraph STAR example beneath each one proving you have that specific skill.

Local council (or local government) roles manage community-level infrastructure and services. This includes urban planning, waste management, local libraries, parks, and community development.

Councils often use a 'Person Specification' document alongside a position description. This explicitly lists the mandatory and desirable skills you must address in your application.

Generally, no. Submitting a standard CV without completing the council's specific application form or addressing their selection criteria will almost always result in immediate rejection.

Extremely important. Local councils exist strictly to serve their immediate municipality. Candidates who demonstrate an understanding of the local area's specific demographics and challenges score much higher.

For entry-level or high-volume council roles (like customer service), councils may use group interviews or 'assessment centres' to observe how candidates interact, communicate, and solve problems in a team setting.

Local government jobs operate on strict pay bands. While you can sometimes negotiate your starting step within a band based on experience, you cannot negotiate outside the advertised grade.

Yes, unless specified otherwise. Your cover letter should be tailored directly to the council's core values, which are usually found on their website's 'About Us' page.

Depending on the role, you may require a Working With Children Check (WWCC), a National Police Check, and sometimes a pre-employment medical assessment (especially for outdoor/infrastructure roles).

Yes, council employees are public sector workers, though they operate under state-based local government legislation rather than the federal Public Service Act.

Most APS applications specify a word limit - typically 500-700 words per criterion or 1-2 pages total. Always check the job advertisement for specific requirements.

A cover letter is a general introduction, while a capability statement directly addresses specific selection criteria with evidence-based examples.

Most APS roles require some form of written response to selection criteria. The format varies by agency - some ask for full statements, others prefer pitches or online responses.

Typically 1-2 pages, focused directly on how your skills align with the specific criteria outlined in the job description.

Whenever possible, address it to the contact officer or hiring manager listed in the job pack rather than 'To Whom It May Concern'.

No, government roles require tailored applications. Using a generic cover letter usually results in immediate rejection as it fails to address the specific role requirements.

The STAR method (Situation, Task, Action, Result) is a structured framework for providing concrete evidence of your skills and experience.

Usually, one strong, detailed STAR example is better than multiple weak or brief ones. It allows you to showcase the depth of your capability.

Yes, failing to address even one criterion can result in your application being screened out. Ensure every point is covered thoroughly.

A 1-2 page summary of your claims against the Integrated Leadership System (ILS) and job requirements, often replacing traditional lengthy criteria responses.

A pitch is more heavily structured around providing concrete STAR evidence against the ILS capabilities, whereas a cover letter is often more conversational.

Use clear headings, bullet points for readability where appropriate, and ensure every paragraph adds specific value and evidence.

It provides a standardized, objective way for selection panels to assess candidates fairly based on concrete evidence of past performance.

The 'Action' section should take up about 60-70% of the response, as it describes what you actually did and how you demonstrated the required skill.

You should predominantly use 'I' to clearly define your personal contribution to the task, even if you were part of a team.

To provide a comprehensive, evidence-based argument demonstrating exactly why you are the best fit for the role and its specific requirements.

They are often used interchangeably, though a Statement of Claims might sometimes be slightly more structured against individual capabilities depending on the agency.

With a strong opening statement that clearly highlights your core value proposition, relevant qualifications, and high-level alignment with the role.