Capability Framework

The NSW Public Sector Capability Framework describes the core knowledge, skills and abilities required by employees at all levels and occupational groups. It creates a common basis for creating roles, recruiting to roles, managing performance, capability development, career planning and workforce planning.

Results from the Agency survey show that a large percentage of agencies are using the framework to inform their recruitment practices, with 73% of agencies reporting that it informs role descriptions and 70% reporting that it informs recruitment and selection practices. Developed or highly developed implementation informed role descriptions in 34% of agencies, and recruitment practices in 30% of agencies. A much lower percentage of agencies report using the Capability Framework to inform their workforce planning practices (51%) with 11% reporting implementation as well developed and a further 46% recognising this need and working towards it.

The survey asked agencies to rank the main workforce risks facing them in the next five years. Four of the risks ranked in the top six were linked to workforce capability – underdeveloped management or leadership capability among middle managers (listed by 56% of agencies), addressing capability gaps due to a changing operating environment (38%), recruiting appropriately skilled people (28%), and limited career advancement or mobility opportunities for employees (25%). Similar results were reported by the APS in its 2013 State of the Service report for the first two risks.

The Public Service Commission acknowledges the Gadigal people of the Eora Nation, the traditional custodians of the land on which our office stands.