Self Assess Guide for NSW PSC Capability Framework Implementation

Planned Workforce

Quality Workforce

Performing Workforce

Capable Workforce

Capability Framework Self

Assessment

Getting Ready for Capability Framework Implementation

This guide is to help you in assessing where you are in your planning of capability framework implementation.

Select one of the activity sections below to get started. You can move between sections from any screen.

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Current Capabilities

Workforce Required

Role DesignIdentify Gaps

Workforce Design

Workforce Profile

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Workforce Profile

Have you documented a clear picture of your current workforce with data to help you understand who you employ, how they are employed, what they do and where in your agency/department they do it?

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Current Capabilities

Have you measured your agency’s/ department’s current capability to deliver required outcomes?

Can you provide detailed data on current types and levels of capability if requested?

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Workforce Required

The Public Sector will continue to be asked to do more with less. Has your senior management team identified the workforce you will need to do this?

Have you explored staffing and funding scenarios to consider how and what your workforce will need to deliver?

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Identify Gaps

You know your current workforce and capabilities, and have considered the way your future workforce will be required to deliver.

Have you identified the capability gaps between your current workforce and the workforce you will need for the future?

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

To get to the workforce you need in the future, you need a design.

Has your agency/department completed its proposed executive structure? Have you developed your organisation design and change plan to build and develop the workforce you will need?

Workforce Design

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Role Design

Once you’re clearer about your required workforce, these three steps will help you get started in role design:1. Define the capabilities and level of

work you will need performed at each role grade considering sector /cluster mobility

2. Define roles at appropriate capability levels

3. Refer to job families and occupational capabilities to define functional requirements

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Recruitment Strategies

EvaluateRoles

Role Descriptions

Recruitment Process

Assessmentprocesses

Selection processes

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Recruitment Strategies

Have you planned how to adopt a principles-based approach to recruitment in your recruitment strategy.

Specific planning will include establishing a process to identify relevant recruitment and capability based assessments; and for scheduling the activity, resources and time to support the process

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Evaluate RolesHave you considered how HR will support changes to role evaluation?

Role analysis informs the role description, identifies the assessment standards, identifies the “focus” capabilities and ensures clear capability requirements are specified to support assessment of candidates for the role

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Role Descriptions

If you have completed your organisation capability gap identification and workforce design activities, you will then need to develop capability-based role descriptions to describe the role, to attract candidates and, as a basis for selection.

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Recruitment Process

Have you prepared your HR processes and people and recruiting managers to use these two recruitment methods:Specialist/Technical role: advertise an individual vacancy when it arisesGeneric or Transferable capabilities: use a department-wide or sector-wide talent pool

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Assessment processes

Have you planned for the use of suitability (<6months) and comparative assessment (ongoing, temporary >6months) in recruitment?

Assessment preparation will include defining criteria to select types and methods of assessment required for employment status and which are fit for purpose

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Selection processes

Have you prepared to select candidates for roles using the changed recruitment, assessment and selection processes?

Have you identified changes that will need to be made to existing processes to support assessment and selection?

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Performance Agreements

Performance Review

Capability Requirement

Recognition Manage Performance

Performance Reporting

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Performance Agreements

Were you aware that onboarding and induction should be immediately linked to performance management? Or that there are mandatory performance objectives for finance and people managers?

Have you developed a plan for introducing or modifying your current performance agreements to align with the Performance Development Framework?

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Performance Review

Have you developed a plan to support ongoing performance review in your agency/department?

This needs to include: Setting Expectations, Ongoing performance discussions, annual performance agreements and formal reviews, and support for managers to develop employees who do not meet their performance objectives

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Capability Requirement

Has your planning taken into account the need to ensure that all employees recognise the link between the organisation, their role description, their capabilities and responsibilities and the performance expected of them?

This alignment will need to be reflected in all aspects of capability and performance development.

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Recognition

Have you identified methods to support managers in recognising employee performance?

Is this incorporated into your approach for communicating and managing the change involved for managers and staff?

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Manage Performance

Development plans for all employees will need to be created based on the capabilities required for the role, existing capabilities, performance objectives for the year and career goals.

Employees will need to be encouraged and supported to take ownership of their performance and capability development.

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Performance Reporting

The PSC required all departments and agencies to submit initial reporting against the Performance Development Framework assessment methodology.

This was to be followed by a plan to address gaps, and a scheduled reporting timetable. Details and templates can be found here

http://www.psc.nsw.gov.au/employmentportal/Performance-management-and-career-planning/Managing-for-Performance/human-resources/tools-hr/Assessment-and-reporting

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Organisation

Capability Developme

nt Priorities

Capability Developme

nt Strategies

Capability Development Planning

Development

Pathways

Development

Opportunities

Development &

Performance

Ownership

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Organisation Capability Development Priorities

In your workforce planning and design activities, you should have identified critical capability gaps.

These will assist you in determining your organisation capability development priorities

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Capability Development Strategies

To meet your capability needs, your capability development strategy should prioritise business-critical capability needs, and should describe how you will fulfil and measure capability development for all aspects of employment from onboarding to compliance, leadership, management and technical skills training

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Capability Development Planning

When you have developed your strategy for capability development, you need to undertake operational planning to schedule, resource and allocate budget to suitable development support and pathways and measurement

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Development Pathways

The implementation of the capability framework will expand opportunities for employees to develop to meet goals and objectives.

The creation of development pathways should be considered to support progress toward higher capability levels, and technical or specialist skills pathways may be identified through job family review or occupational capability frameworks

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Development Opportunities

Have you considered how you will support and communicate the expanded range of development opportunities provided by the CDF and PDF.

These will range from initiatives generated in ongoing performance discussions, to coaching or training, and may include a wide range of informal and formal development activities.

Some examples are listed here

http://www.psc.nsw.gov.au/employmentportal/Performance-management-and-career-planning/Managing-for-Performance/Guide-for-Human-Resources/Components-of-the-Framework-and-good-performance-management-practices/Develop

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

Development & Performance Ownership

Have you got a plan to help employees and managers develop relationships and take ownership of their roles in performance development?

Manager’s role: to help employees address their capability gaps and support ongoing capability development;

Employee’s role: is to manage their own development and be accountable for their own performance.

Planned Workforce

Quality Workforce


Capable Workforce


Assessment

This guide is to help you assess where you are in your planning of capability framework implementation.

Complete the Self-Assessment Spreadsheet to see how much you have already done, and what you still need to do!

Capability Framework & Performance Planning Self Assessment

Microsoft Excel Worksheet

Date post:	21-Jul-2016
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Self Assess Guide for NSW PSC Capability Framework Implementation

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