1. LOCAL GOVERNMENT COMPETENCY FRAMEWORK (CFW)

2. Objectives For This Morning Introduction to Framework How the framework can be used Seeing how works in practice Feedback and Comments

3. Introduction To Framework A Framework incorporating 4 competence groups that contain 14 sets of behaviours for all employees within Council and wider Local Government. Broken into 3 levels, namely front line, operational and strategic A definition and description of behaviours that Council employees at all levels need to apply within their roles and responsibilities A set of 6 core competencies, out of a possible 14, is identified and incorporated into the Person Specification for each role within Council The competence – ‘Respect for Diversity’ underpins all posts Staff will be reviewed and developed against these competencies throughout the employment cycle

4. What It Looks Like… Competency Framework Competence Group 1 How we provide leadership & direction 1.1 - Setting direction 1.2 - Leadership 1.3 - Managing Performance Competence Group 4 How we move forward 2.1 - Managing our own work 2.2 - Developing our own capability 2.3 - Communicating with impact Competence Group 3 How we work with others 3.1 - Collaborating in a political environment 3.2 - Influencing outcomes 3.3 - Meeting customer needs 3.4 - Respect for Diversity Competence Group 2 How we manage ourselves 4.1 - Problem solving & decision making 4.2 - Managing change 4.3 - Achieving results 4.4 - Continuously improving services

5. How the Framework can be used? ₋Throughout the employment cycle ₋Aligned with the People & OD Strategic Framework ₋Recruitment & Selection ₋Induction ₋Probation ₋Performance Appraisal ₋Learning, Training & Development ₋Coaching ₋Talent Managemen t

6. See How It Works in Practice ….. ₋Introduce the ‘tarot cards’ ₋15mins to complete the process ₋10mins to feedback ₋Identify 6 core competencies for the post for a Generic Director (at least 1 from each group if possible) ₋Focus on the cards only ₋Identify from each of the 4 groups the competencies in order of importance ₋Refer to the positive indicators within the framework for Strategic Level. ₋Identify 4 and revisit the in order to come up with the final 2 ₋Feedback to the group

7. Feedback and Comments How did you find in practice? Do you think it could work in your Council? Any clarification required? Next Steps