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Performance analysis for Strategic priority 3: Building workforce capability

Build digital capability in the APS by partnering with the Digital Transformation Agency

Initiatives developed by the Commission, in partnership with Digital Transformation Agency, continue to build digital capability in the APS. The Leading Digital Transformation program has been delivered to nearly 10 per cent of SES Band 1 officers, and other jurisdictions are now looking to access the program material to assist in building their digital capability.

The Commission also collaborated with the Digital Transformation Agency to build 18 Learning Design Standards (17 have been released and one is being reviewed), which set out the capabilities required for a range of digital specialist roles. This work has informed the development of career pathways for digital specialist roles.

Strengthen leadership and core capabilities by providing contemporary learning solutions

Leadership and core capability development solutions continued to be provided to the APS to build capability. In addition, the Commission responded to emerging needs by working with agencies to understand their requirements and build new solutions to address capability gaps.

Support agencies to improve their workplace relations skills and performance

The Commission is committed to partnering with agencies to improve capability in workplace relations. In 2018–19, regular small group capability development sessions were conducted. The sessions covered topics such as managing enterprise bargaining, alternatives to bargaining, refreshing policies and procedures, individual flexibility arrangements, and supporting employees affected by family and domestic violence.

A survey of participants indicated an 82 per cent overall satisfaction level. In addition:

  • 95 per cent of respondents were interested in further involvement with the capability program
  • 94 per cent of respondents found the sessions relevant to their work as a public sector workplace relations practitioner, and
  • 85 per cent of respondents said they were able to apply what they had learned to their role.

The survey showed that participants leave the capability sessions better informed about workplace relations, and they have improved workplace relations skills and performance in the Commonwealth.

Promote best practice workforce planning to encourage effective monitoring and reporting on APS capability

The Commission worked with APS agencies to promote best practice workforce planning by providing tools and guidance, and facilitating knowledge sharing.

The Commission continued to update the APS Job Family model, to ensure it reflects and facilitates contemporary approaches to APS workforce segmentation.

By the end of the reporting year the Commission had grown Job Family data holdings to about 114,000 APS employees, representing more than 75 per cent of the workforce. The Commission will continue to work with agencies to improve APS roles and associated Job Family representation over time, including through the Job Family Steering Committee, which the Commission chairs.

During the year the Commission coordinated the Workforce Planning Community of Practice, which continued to meet regularly face–to–face, complemented by an active online GovTeams community. Participants said they appreciated the way these events and forums blended data, analytics and workforce planning case studies with updates on innovation and initiatives in workforce planning across the APS.

The Commission also continued to provide agencies with access to a range of workforce data for benchmarking and monitoring purposes, through publications such as the biannual employment data release, the annual Remuneration Report, the annual State of the Service Report, as well as APS employee census reports.