It's a question that haunts the waking dreams of an estimated 76.6 per cent* of public servants: does my EL1 think I'm a dud**?

Generations of Australian Public Service bureaucrats have succumbed, in idle moments, to the uncertainty.

It's always been a moot point (after all, you're not going anywhere until you're good and ready) but the new Australian Public Service Commission is talking tough on getting rid of slackers.

So with the danger that you might soon need to care what your boss thinks of your performance, it might pay to take an interest.

Now, thanks again to the good folk at the commission, there's an easy-to-use how-to guide on picking up the telltale signs that he or she thinks you're an, ahem, low-value employee.

The commission's latest workplace missive, A Guide to Career Conversations, can help provide the best evidence yet that your team leader thinks you're better off on the bench for this game and maybe shouldn't worry too much about showing up for the next fixture either.

So, the next time you and your EL are having a workplace state-of-the-union, here are some subtle pointers that you're a fully paid-up member of the "strongest concern" cohort and that a "formal exit may be required".

They ask 'is something missing?'

If they're not talking about the social club money, this is the closest they can come to asking "what's your freaking problem?" without a bullying action going straight to HR. If your boss asks this question, it's a sign they already know the answers: interest in your job, competence, ability, social skills, basic professional courtesy and most of the time, you.

'We'd like to see your performance increase as we believe it can.'

We're more likely to see John Lloyd holding a placard on a Department of Human Services picket line.

'Let's talk about what prevents you from reaching higher performance.'

Like they don't already know. But whatever you do, don't confirm anything. Better by far to spout some guff you found in the HR manual, let them fill in their form and buy yourself some time to organise a Section 26 transfer. Trust us, they won't stand in your way.

'How do you feel about your current performance and behaviours in your role?'

This means that your boss is pinging to tell you how they feel about your current performance in your role. But they can't. This is a beautiful thing and should be cherished. But just remember if they use the word "behaviour" these days, you're already half way to making an appointment at Centrelink (even if you already work there).

'Do you wish to develop?'

We don't know why you show up either. But we've run out of ideas.

* Canberra Times estimate based on no evidence whatsoever.

** Yes, we know: former APS commissioner Stephen Sedgwick banned the d-word. But he don't work here no more.