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NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME WWW.DEC.NSW.GOV.AU NSW Public Sector Capability Framework and Your Performance Agreement.

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Presentation on theme: "NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME WWW.DEC.NSW.GOV.AU NSW Public Sector Capability Framework and Your Performance Agreement."— Presentation transcript:

1 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME NSW Public Sector Capability Framework and Your Performance Agreement

2 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME

3 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME NSW Public Sector Capability Framework – what is it? Capabilities are the knowledge, skills and abilities that public sector employees must demonstrate to perform their roles effectively, and are central to workforce performance The Capability Framework describes the core capabilities and behaviours required of public sector employees in a common language across all clusters and agencies It applies across the entire sector, across all occupational groups and for executives and non-executives It is the foundation for creating roles, recruiting to roles, managing performance, capability development, career planning and workforce planning The Capability Framework is a key deliverable against the Public Service Commission’s Strategic Priority to develop NSW public sector capability It replaces the 2008 Capability Framework and 2011 Executive Capability Framework

4 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Why is it being introduced? To promote and support a modern and effective public sector workforce in the NSW public sector The full benefit of the reforms will be from embedding the Capability Framework across the full range of workforce management and development activities, including recruitment, performance management and capability development To facilitate sector wide capability building, mobility within and across clusters To create a more agile and responsive public sector workforce that is well equipped to deliver efficient and effective essential services for the people of New South Wales To support the senior executive reforms

5 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Consultation Process The Public Service Commission consulted with key representatives from across the NSW public sector The consultation process has ensured that the Framework is: robust fit for purpose applicable across a diverse public sector

6 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME The Capabilities

7 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Each capability has five levels; a growing set of knowledge, skills and abilities in the capability area illustrated by the behavioural indicators. These do not correspond to grade. The behavioural indicators are indicative behaviours that illustrate effective performance. They are not an exhaustive list, nor is every indicator necessarily relevant to every role. Each role may require capabilities at different levels, depending on the nature of its functions. Levels of Capability

8 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Implementing the Capability Framework Used as a key input for a number of reforms and sector wide initiatives, including the senior executive reform Success of the Capability Framework relies on agency ownership and the degree to which capabilities are integrated and embedded across workforce management and development practices The Department has 3 years to embed to Framework – August 2013 – August 2016

9 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME How will we use it? The Capability Framework will be the foundation tool to support the full range of workforce management and development activities, including: Workforce planning Recruitment and selection Induction Performance development Career planning Capability development Leadership and management development Executive assessment, development and mobility Succession planning

10 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Consistent role descriptions across the sector Best practice recruitment outcomes Managing performance development Sector mobility Targeted learning and development activities (formal and informal) Individual career planning Systematic workforce planning Benefits

11 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME NSW Public Service Commission Website under Sector Support  Capability Framework Where can I access the Capability Framework?

12 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Public Sector Reforms

13 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Performance Development

14 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Performance Development Framework

15 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Your Performance Agreement

16 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Your Performance Agreement

17 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Your Performance Agreement Mandatory Performance Objectives

18 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Your Performance Agreement

19 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Your Performance Agreement

20 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Your Performance Agreement

21 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Visit DEC Intranet via the staff portal: https://detwww.det.nsw.edu.au/lists/directoratesaz/humanresources/seniorstaff/pe rformance/index.htm How do I access this agreement?

22 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Questions?

23 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME Relationships This self-reflection exercise is designed to enable you to assess your capability level against the area of ‘Relationships’. 1. Review the capability level (‘advanced’ or ‘highly advanced’) and corresponding statements 2.Self-reflect on the extent to which you demonstrate the statements and rate yourself according to your selection by circling the related scale 3.Following your self-reflection, ask your manager to reflect on the extent to which they have observed you demonstrate each statement and provide comments. You can use this information as a basis for a capability development discussion with your manager Capability Self-Reflection Exercise

24 NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME


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