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.