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Capability development
Organisations must ensure they possess the capabilities to deliver today, and more importantly, in the future. OPSC has developed the Leadership Capability Development Strategy (LCDS) to support agencies to develop the leadership and management skills needed.
Being explicit about how leadership and management roles change over the course of a career helps individuals and agencies to develop a depth of leadership and management ‘bench strength’. Central to the LCDS is the identification of the key leadership roles across the sector, it supports agencies to align development programs, recruitment and selection practices, and performance management processes.
Defining how expectations change from individual contributors without supervisory responsibilities through to CEOs clarifies career transition points. The LCDS includes the identification of the QPS Career Flows which refine our understanding of the differences between these roles by using the Lominger Leadership Architect competencies to show how expectations change as roles take on greater staff leadership and management complexities.
The OPSC also manages a process where agencies can contract external providers to deliver leadership and management programs and services.
In addition, strategies are currently being developed to ensure that existing capability development programs are in line with business goals and government strategies - enabling a more proactive seamless government.
Please find further information in the following paper:
Last reviewed 27 August, 2007