1. Delivering Workforce Capability Through Technology John Viljoen – Managing Director Julie Cooke – Business Solutions Manager 12 October, 2010

2. “Bringing strategy to life through people” Why are people are the neglected element of strategy implementation and whole-of-agency performance management? Why does the focus so heavily favour structure, core processes, e-systems and budget management?

3. Some public sector workforce capability issues we encounter 1.An increased focus across jurisdictions on: –Policy development capability –Service delivery capability –Accountability 2.Many managers simply don’t enjoy managing people 3.Self-indulgent professional development 4.Restructuring that substitutes for capability development –Illusion of improvement 5.Capability management is early in its maturity pathway √Documentation & frameworks ×Disciplined application requirements ×Access to support & advice

4. Is this your Bermuda Triangle? Strategy LeadershipCapability The confluence of Strategy, Leadership and Capability management is confusing / disorienting to many public sector agencies

5. Strategy LeadershipCapability All 3 areas should work in unison - where is your weakest link? Technical, functional & behavioural Of Strategy, Capability and the culture that binds them together Clarity (KPIs & change projects) Cascaded (Accountabilities) Organisational performance and development

6. Using technology to optimise capability management Tools that: Embed your Capability Framework Make complex frameworks simple & accessible Drive technical, functional, behavioural and leadership capabilities equally Integrate with L&D Encourage productive manager / staff conversations

7. So what are the learnings? 1.Assessment: Be clear about the method and the scale 2.It’s a change process: Tool is only a small part 3.Flexibility counts: Framework elements, accessibility of language, review scales, etc, etc, 4.The scale decision: The roll-out versus big bang 5.Process champions: Ongoing engagement & support 6.Integration: Leverage the framework into: –Succession planning –Career development –Recruitment –Position Description management –Talent management (high potential staff)