i-Develop Training Needs Analysis (TNA) Presentation to Risk Practitioners Overview of iDevelop Pilot 1 September David Krywanio, for National Treasury | September 2016

Contents 1. Introduction and Background 2. TNA Concepts 3. iDevelop Demonstration 4. Portal Demonstration 5. Feedback & Close

Introduction and Background

Development of Competency Assessments 4 Financial Accounting Management Accounting Supply Chain Management Asset Management Risk Management Internal Audit Internal Control Governance Financial Systems -Self Assessment & Supervisor Assessment -All PFM Officers are assessed in all Disciplines and competencies -Each competency is assessed in terms of the job incumbent’s level of proficiency and level of importance in the job role -Variance between level of proficiency and level of importance Competency Framework (TCD) Competency Assessment Needs Analysis Competency Development -Curriculum -Formal Training -On the job training -Action Learning -Special assignments -Job rotation -Coaching and mentoring Scope Outcomes Competency Statement Workshop i-Develop Talent Pipeline

Context: Capacity Development Strategy - CDS The Capacity Development Strategy for Public Finance Management (CDS) represents National Treasury’s coherent strategy and plan of action to support the development of high performance public financial management. The CDS is based on a range of diagnostics that amongst others indicated a need for improving PFM practitioner skills and knowledge through targeted education training and development solutions. There is a strong focus on supporting individuals to achieve their personal and professional aspirations. 5

A Coherent Approach to PFM Capacity Development 6

9 Disciplines of Public Financial Management The strategy covers 9 PFM disciplines: functions typically associated with the offices of chief financial officers, as well as internal audit and enterprise risk management. For purposes of the strategy, PFM refers to: –Management accounting (planning and budgeting); –Revenue management; –Expenditure management; –Asset management (movable and immovable); –Financial accounting; –Supply chain management (SCM); –Internal control; –Enterprise risk management; and –Internal audit. 7

i–Develop: Draft Case for Change XYZ wishes to support individual development of Risk Management practitioners. In our on-going journey towards achieving this objective, we constantly have to seek out opportunities for improvement. One such area where we have identified opportunities relates to Risk Management practitioner skills and knowledge. At present, practitioners do not have access to relevant education training and development solutions. To address this, a new initiative called “I Develop” is proposed to assist with conducting individual Training Needs Analysis (TNA). Using the I Develop tool to identify training needs we will endeavour to bring about improved service delivery through more effective and efficient Risk Management practices. This will help us achieve XYZs strategic objectives by creating a Corp of Competent, Motivated and high performing Risk Management practitioners. Ultimately to be successful we will need to assess individual skills needs and provide targeted ETD solutions that address those needs.

i–Develop: Draft Project Objectives The overall objective of the project are: Identify the knowledge, skills and attributes (KSAs) that Risk Management practitioners have, and gaps identified for development purposes, thereby enabling an organisation to channel resources into the areas where they will contribute the most to employee development, enhancing morale and organisational performance. To direct and advise participants on relevant education, training and development (ETD) solutions available and to prioritise the ETD solutions based on research and consultation, and linked to organisational, team and individual objectives. To implement the iDevelop toolkit for Risk Management practitioners in all Public Entities.

How does this project benefit the Risk Management practitioner? Risk Management Practitioners: will self assess their training and development needs will have access to targeted training and development solutions will have RM development solutions included in Training Plans will be able to track their development progress- will be able to develop their career paths

iDevelop – What You Need to Know The project will have support of RM Managers RM practitioners will complete self-assessments and supervisors will also assess practitioners. Scores will be agreed. Training needs agreed iDevelop is hosted within the NT PFM Portal. Draft assessments developed in recent August workshops will be finalised and loaded into the iDevelop tool

TNA Concepts

Achievement of competence is classified along the following 6 Levels (described in more detail in the following slide) Achievement of competence is classified along the following 7 Levels (described in more detail in the following slide) 13 Expert Master Skilful application Basic application Fundamental understanding Basic Awareness Level 1 Level 2 Level 3 Level 4 Level 5 Level 6

Definitions of the Six Levels of Competence 14 Competency level Definition Level 1: Basic Awareness You have a general awareness of basic techniques and concepts. You consider yourself to be a new entrant as a Practitioner. Your focus is on learning through formal and informal ETD solutions and you require guidance and supervision for daily tasks.. Level 2: Fundamental Understanding You have limited knowledge and experience as a Practitioner. You understand and can discuss terminology, concepts, processes related to this competency. You are expected to need help when performing this skill. Your focus is on developing through on-the- job experience and/ or formal and informal ETD solutions. Level 3: Basic Application You have broad knowledge of principles and application of this competency. You are able to successfully complete tasks as requested but you may need help from your supervisor from time-to-time. Your focus is on applying and enhancing knowledge and skills on the job, through coaching and mentorship and/ or formal and informal ETD solutions. Level 4: Skillful Application You have detailed relevant knowledge and experience of principles and application thereof with limited or no supervision in routine SCM processes. You are able to coach others and participate in senior level discussions regarding this competency. You assist in developing resource materials in this competency. Your focus is on developing core management competencies through formal ETD solutions. Level 5: Master You have full understanding of principles, practices and application in solving complex problems through many years of having served as a Practitioner/ Mentor in diverse environments. You are recognized as the “go to” person within your department and provincially. You have consistently provided practical and relevant ideas on process improvements. Your focus is on developing national best practices and providing inputs into policy frameworks and industry standards. Level 6: Expert You have complete and integrated knowledge of this competency with many years experience at a global level, contributed to research studies as a change champion. You are a thought leader, sought after by senior management to provide strategic direction and expert opinions and have set industry standards for new developments in this area.

15 ScaleDefinition 1- This competency is irrelevant to the job 2- A basic understanding of the competency 3- A good working knowledge of the competency Levels of Importance

Aligning to the desired outcomes 16 1 MONITOR (Proficiency < 3 Importance <3) -No immediate action required -HR strategy: monitor evolution of job roles, technology and structure in the long term ASSESS (Proficiency ≥ 3 Importance < 3) -HR strategy: assess importance of the skills & competencies for the future -Assess need for redeployment / transfer TARGET (Proficiency <3 Importance= 3) -Requires immediate attention; priority areas for developmental activities in the short & medium terms -May require a mix of learning approaches MAINTAIN (Proficiency ≥ 3 Importance = 3) -To be developed through stretch assignments -Potential pool of coaches, mentors & trainers that may require non-technical training Level of Importance Level of Proficiency Proficiency and importance work together to produce the needs analysis Competency Development -Curriculum -Formal Training -On the job training -Action Learning -Special assignments -Job rotation -Coaching and mentoring Outcomes Talent Pipelinei-Develop Competency Statement Workshop

iDevelop Demonstration

Rate Proficiency & Importance per statement

Example of an individual scorecard

Portal Demonstration

Documents and on-line discussion forum

Feedback & Close