1 / 33

Queensland Public Service Capability and Leadership Framework (CLF)

Queensland Public Service Capability and Leadership Framework (CLF). Overview. What is the CLF? Who does the CLF apply to? Possible uses for the CLF Strategic alignment Developing Performance Framework and the CLF Understanding the CLF. What is the CLF?. The CLF is a tool that:

padma
Download Presentation

Queensland Public Service Capability and Leadership Framework (CLF)

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Queensland Public Service Capability and Leadership Framework (CLF)

  2. Overview What is the CLF? Who does the CLF apply to? Possible uses for the CLF Strategic alignment Developing Performance Framework and the CLF Understanding the CLF

  3. What is the CLF? The CLF is a tool that: • demonstrates the capabilities required of public service employees (except teachers, school leaders, Senior Executive Service and the Chief Executive who each have their own capability frameworks) • provides a common language about capability for individuals and Queensland government agencies • describes behaviours expected of people working in the Queensland public service at all classification levels.

  4. Who does the CLF apply to? All public service employees and officers employed under the Public Services Act 2008 Some exceptions are:

  5. DETE outcomes Developing performance Possible uses of the CLF Coaching and mentoring Performance feedback Training needs analysis help us deliver CLF core capabilities Workforce planning Development programs Recruitment Career planning Succession planning Retention

  6. Strategic alignment Code of Conduct for the QPS Independent Commission of Audit Final Report April 2013  A Plan – Better Services for Queenslanders Valuing Performance Policy Statement Developing Performance Framework Developing Performance process

  7. Strategic alignment E Cascading nature of planning: • Government initiatives • DETE Strategic Plan • Regional/branch operational planning • Implementation of business/school/unit plans • Individual Developing Performance plans Alignment at all levels ensures a clear line of sight between work and strategic priorities.

  8. Developing Performance Key resources Web resources + = + Process Capability and standards frameworks Capability Frameworks: http://education.qld.gov.au/staff/development/performance/toolkit/capability-frameworks.html/ Developing Performance Framework http://education.qld.gov.au/staff/development/performance/

  9. DPF and CLF Developing Performance Framework (DPF) Developing Performance process QPS Capability and Leadership Framework (CLF) Developing Performance – conversation and plan template Ongoing conversations Developing Performance – Implementation guides The CLF informs developing performance conversations and planning.

  10. Developing Performance process

  11. Resources http://education.qld.gov.au/staff/development/performance/toolkit/index.html

  12. QPS Capability and Leadership Framework The CLF is built on five core capabilities: • Supports/shapes strategic direction/thinking • Achieves results • Supports/cultivates productive working relationships • Displays/exemplifies personal drive and integrity • Communicates with influence

  13. A capability consists of …

  14. An example Each capability consists of 3 to 5 components: CLF 4 • Supports strategic direction 1.1 Supports shared purpose and direction 1.2 Thinks strategically 1.3 Harnesses information and opportunities 1.4 Shows judgement, intelligence and common sense Classification Capability Components

  15. QPS Capability and Leadership Framework Each component has 4 to 8 behaviour indicators CLF 4 • 1. Supports strategic direction • 1. 1Supports shared purpose and direction • Follows direction provided by supervisor • Understands the relationship between business priorities and specific tasks • Understands and supports the organisation’s vision, mission and business objectives • Understands the reasons for decisions and recommendations and is able to explain how they are relevant to their work. Classification Capability Component Behavioural indicators

  16. Capability QPS Capability and Leadership Framework Descriptions Components Behavioural indicators

  17. Alignment of CLF levelswith classifications

  18. Increasing complexity • Shaded componentsare critical transition points where there is significant development of skills from the previous level • New behaviours are shown by italics Sees tasks through to completion. Works with agreed priorities, and works independently… CLF p12

  19. Individual profile summary An individual profile provides a level overview with capabilities, components and behaviours Individual Profiles Section 3, pp. 33 – 106 (p 52)

  20. Individual profile – core capability 3 Individual capability pages tease out which behaviours and components are critical to the role CLF (p 49)

  21. Comparative profiles Looking at taking the next step in your career? Use the comparative profile to reflect on what your current skills are and to plan development Section 2 pp. 11 – 31

  22. Using the CLF self-assessment proforma How important is it for the role? What is your level of capability? Download from the CLF document on the PSC website

  23. Self-assessment proforma Use this proforma when talking about stretchopportunities, or thinking about what capabilities are needed for the next level CLF Section 4, pp. 113 – 139 (Pg114)

  24. Developing Performance conversation & plan template Developing Performance Implementation Guide for public servants p 12 Key resource Phase 1: Clarifying expectations and work focus The CLF guides the identification of strengths and areas for development These sections relate to the CLF http://education.qld.gov.au/staff/development/performance/toolkit/template.html

  25. Developing Performance conversation & plan template Phase 2: Reaching an agreement Key resource

  26. Developing Performance conversation & plan template Phase 3: Performing and ongoing support, including coaching and feedback – (actioning the plan) Phase 4: Reviewing progress and recognising achievement Key resource

  27. Where to from here? Use your CLF individual profile and self-assessment proforma to reflect on your role and your capabilities Identify your strengths and priorities for development Compare your perceptions with your team leader’s, during your Developing Performance conversations. Your different perspectives will generate topics to launch your Developing Performance conversations The Developing Performance Framework invites you to take more control of your career with the support of your team leader and colleagues.

  28. As a team leader the CLF can help you … • lead and motivate your team • tap into the knowledge and expertise of your people • tailor recruitment and selection to attract the right people • conduct Developing Performance conversations • identify training and development needs with your team.

  29. The CLF will help DETE by … • supporting development of a highly capable, future-ready workforce • guiding development of capability and leadership for employees at all levels • providing a shared language to describe the core work of employees across the Queensland public service • providing increased career mobility across the sector.

  30. Resources Resources available through the Public Service Commission website: • CLF document in full and in sections • Self-assessment tools • Comparative profiles • Performance development templates and tools • CLF brochure • Quick Guide to the CLF • Information on applying the CLF to role descriptions • Case studies of implementation www.psc.qld.gov.au/page/corporatepublications/catalogue/capability-leadership-framework.shtml#clf1

  31. Understanding the DPF Go to the DPF Information Session PowerPoints for a full explanation of the Developing Performance process http://education.qld.gov.au/staff/development/performance/toolkit/presentations.html

  32. Developing Performance implementation guide for public servants This resource contains information to support employees in understanding and implementing the Developing Performance process. Developing Performance – conversation and plan template The template supports team leaders and team members in preparing for, participating in, and facilitating Developing Performance conversations. Developing Performance – a step-by-step guide to the Developing Performance conversation and plan template The guide clarifies each step in the template and the corresponding process that occurs between team leaders and team members. Developing Performance website http://education.qld.gov.au/staff/development/performance/index.html Mentoring Handbook This handbook provides an overview of mentoring, provides guidance on how to establish an informal or formal mentoring program and how to work with a partner in a mentoring relationship. Developing Performance – Key Resources

  33. Contact Denise Baker Senior Project Officer, Leadership & Performance Workforce Capability and Performance Denise.Baker@dete.qld.gov.au Ph 351 36532 www.education.qld.gov.au/staff/development/performance

More Related