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Using the Workforce Capability Framework for Aboriginal Community Controlled Organisations

Using the Workforce Capability Framework for Aboriginal Community Controlled Organisations . Aboriginal Community Controlled Organisations. Agenda. Session 1 Introduction Overview of the Workforce Capability Framework for Aboriginal Community Controlled Organisations

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Using the Workforce Capability Framework for Aboriginal Community Controlled Organisations

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  1. Using the Workforce Capability Framework for Aboriginal Community Controlled Organisations Aboriginal Community Controlled Organisations

  2. Agenda Session 1 • Introduction • Overview of the Workforce Capability Framework for Aboriginal Community Controlled Organisations • Using the Workforce Capability Framework for Aboriginal Community Controlled Organisations for Recruitment and Selection BREAK

  3. Agenda Session 2 • Using the Workforce Capability Framework for Aboriginal Community Controlled Organisations for Performance Management and Workforce Development • Using the Capability Framework for Learning and Development and Career Planning • How can we use the Workforce Capability Framework for Aboriginal Community Controlled Organisations?

  4. Purpose of Session Purpose of session • Understand the Workforce Capability Framework for Aboriginal Community Controlled Organisations • development • content • possible uses • taking the Framework to your own organisations • Implement the Capability Framework • use tools developed • adapt to meet requirements of own organisation

  5. Housekeeping • Emergency exits • Mobile phones off or silent • Break times • Facilities

  6. ACTIVITY: Discussion of Workforce successes and challenges for Aboriginal Community Controlled Organisations • What successes can we celebrate in Aboriginal community organisations? • What are the main challenges we face? • What are the skills we need to further develop?

  7. What is a Capability Framework? • Describes the skills and behaviours that people will demonstrate if they are doing high quality work • Covers a range of job roles and/or work contexts • Used to assist with: • job design • recruitment and selection • self assessment • performance appraisal • learning and development • other HR functions

  8. Why is a Capability Framework important? • Complexity of client needs and contexts • Problems finding people with right skills for the work • Problems with retaining skilled staff • Career progression / pathways • Lack of recognition of skills and their transferability • Multiple qualifications, awards and pay levels • Smaller organisations without dedicated HR practitioners or infrastructure resourcing • ...but lots of examples of brilliant and innovative work, commitment and optimism

  9. Background to the Workforce Capability Framework for Aboriginal Community Controlled Organisations • Developed with help of NFP peak bodies, community organisations and individuals within sector – 2010 • The OCS and Aboriginal Affairs Victoria (AAV) funded a pilot project to trial the framework in two Aboriginal Community Controlled Organisations – 2011 • Framework reviewed, recommendations made to reflect specific cultural competencies • Toolkit for Aboriginal Community Controlled Organisations produced

  10. Capability Framework structure • 4 levels or groupings of the workforce • Capabilities that describe behaviours for that level • 9 streams for capabilities • Descriptors to explain the streams • 14 personal attributes (no levels) • Option to provide further detail and change wording to suit needs of organisation

  11. Levels

  12. Streams

  13. Descriptors • Each stream has 5 descriptors • Show indicativebehaviours at eachlevel

  14. Personal Attributes Personal attributes • Describe qualities expected of people in this sector • Emphasis on particular qualities will vary depending on organisational focus and the job role • Relevant to organisation; or relevant to job role • No levels • Can be modified or added to

  15. ACTIVITY: Personal Attributes – famous faces What personal attributes do these people represent?

  16. ACTIVITY: Using the Workforce Capability Framework for recruitment and selection At your tables, discuss and choose a role that one of your organisations is recruiting for, then: • Use the Capability Cards and choose approximately 6 – 9 Capabilities which are critical to the role, including the stream, descriptor and level • Use the Personal Attributes Cards and choose 4 – 5 critical Personal Attributes • If necessary, look at how you would change the wording of the Capabilities and the Personal Attributes to best suit the organisation’s needs Complete the Position Description worksheet

  17. ACTIVITY: Performance management and workforce development Individually, review the framework and: • choose 3 capabilities that are real strengths for you • choose 3 capabilities that you would like to further develop • choose 3 capabilities that are real strengths in your organisation • choose 3 capabilities that you feel are priorities for development in the whole organisation Pair up and discuss what you have highlighted and why.

  18. Learning styles Felder and Solomon’s theory

  19. Learning styles (2) Memletics learning styles inventory Visual Logical Aural Social Verbal Solitary Physical

  20. ACTIVITY: Learning and Development andCareer Planning • Individually, review the framework and: • choose 3 capabilities from previous activity that you feel need some development • identify ways to develop these capabilities • complete the My Capabilities Worksheet • Career planning: • look at Capability Cards • think of a position you may like to work in, in the future • identify capabilities to be developed and methods to develop those capabilities • complete the Career Planning Worksheet

  21. Summary of the Workforce Capability Framework for Aboriginal Community Controlled Organisations • Not mandatory • Guide to use and adapt to suit your organisation • Covers a broad workforce and many different occupations and organisations of different sizes and missions • Generic • Language can be changed to suit the terminology used in your own organisation • Useful to smaller organisations that do not have a dedicated human resource team

  22. Uses of the Capability Framework – leaders • Align staff capability to strategic needs of organisation • Assist with range of HR functions: • Recruitment and selection • Learning and development • Performance management • Retention, succession planning and career paths • Any other uses?

  23. Uses of the Capability Framework – managers • Identify capabilities required by their people • Identify capabilities required of themselves as managers • Develop selection criteria • Staff development and performance appraisal • Support individual career planning • Training program design • Any other uses?

  24. Uses of the Capability Framework – people in Aboriginal Community Controlled Organisations • Understand capabilities required at their level • Understand capabilities required to progress • Identify opportunities for professional development • Identify gaps • Career planning guide • Framework for volunteers to understand the capabilities required of a role • Recognition of prior learning for course entry • Any other uses?

  25. Questions?

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