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    1. This a basic set of slides to help to explain the CLF, its uses and it’s benefits. You can download the full Capability and Leadership Framework (CLF) or sections of the CLF on the PSC website at; www.psc.qld.gov.au This a basic set of slides to help to explain the CLF, its uses and it’s benefits. You can download the full Capability and Leadership Framework (CLF) or sections of the CLF on the PSC website at; www.psc.qld.gov.au

    2. Capability and Leadership Framework (CLF) Information provided in this presentation: basic facts about the CLF benefits of the CLF how you can use the CLF

    3. What is the CLF? The CLF, introduced in 2009, provides a common language about capability for individuals and Queensland government agencies. It describes behaviours expected of people working in the Queensland public service at all classification levels. The Capability and Leadership Framework also promotes initiative and leadership at every classification level within the public service.The Capability and Leadership Framework also promotes initiative and leadership at every classification level within the public service.

    4. The CLF is not … a replacement for all existing capability frameworks (However other frameworks for public service employees must be aligned with the CLF.) a system for job evaluation or assessing work value a means of removing technical capabilities a process that has to be applied in a one-size–fits-all manner an end unto itself – it is not the reason for effective workforce management In DET the CLF will replace the Professional Framework for Public Sector Employees and the Executive Capabilities Framework as these are due for review. Mapping indicates the CLF is more detailed than either of these DET documents but it covers the same general range of capabilities. Professional standards for teachers, nurses, engineers, builders, ICT professionals etc remain in place and can be supplemented by the CLF in relation to the performance of public sector roles in DET. Capability frameworks that you wish to continue using for public service staff should be mapped to the CLF by your Human Resources section. This will also help identify those capabilities that may appear in one framework but not the other – supporting you to use both. The CLF cannot be used to evaluate the level of responsibilities undertaken in a position for the purpose of reclassifying that position. All role descriptions will still be subject to the Job Evaluation Measurement System (JEMS). Technical requirements of a position will remain a part of the role description. This is necessary to provide essential information to candidates, to ensure person with the right skills is selected and as one measure of performance in the role. The core capabilities from the CLF are to be included in role descriptions with details selected that suit the specific role. Example template is provided in your folders, together with Frequently Asked Questions on developing role descriptions.In DET the CLF will replace the Professional Framework for Public Sector Employees and the Executive Capabilities Framework as these are due for review. Mapping indicates the CLF is more detailed than either of these DET documents but it covers the same general range of capabilities. Professional standards for teachers, nurses, engineers, builders, ICT professionals etc remain in place and can be supplemented by the CLF in relation to the performance of public sector roles in DET. Capability frameworks that you wish to continue using for public service staff should be mapped to the CLF by your Human Resources section. This will also help identify those capabilities that may appear in one framework but not the other – supporting you to use both. The CLF cannot be used to evaluate the level of responsibilities undertaken in a position for the purpose of reclassifying that position. All role descriptions will still be subject to the Job Evaluation Measurement System (JEMS). Technical requirements of a position will remain a part of the role description. This is necessary to provide essential information to candidates, to ensure person with the right skills is selected and as one measure of performance in the role. The core capabilities from the CLF are to be included in role descriptions with details selected that suit the specific role. Example template is provided in your folders, together with Frequently Asked Questions on developing role descriptions.

    5. Who does it apply to? The CLF applies to public service employees and officers employed under the Public Services Act 2008. There are 13 levels in the CLF which align with the following classifications: CLF 1 to 8 = AO1 to AO8 CLF 9 = SO1 and SO2 CLF 10 to 12 = SES 2 to SES 4 CES = Chief Executive Service It includes permanent and temporary staff, contractors and casual employees, except where these people remain the employee of another entity such as a labour hire company. Education Queensland teachers and principals will continue to use the Professional Standards for Teachers and Leadership Matters until national standards are endorsed. TAFE teachers will continue to comply with the standards of the AQTF, the VET Professional Development Strategy 2007-2010 and their various technical/industrial specialties. The CLF addresses capabilities for working in the Queensland Public Service that complement professional standards used across the department. Although not required, teachers and other professionals will find the CLF a useful resource for career and development planning as leaders. It includes permanent and temporary staff, contractors and casual employees, except where these people remain the employee of another entity such as a labour hire company. Education Queensland teachers and principals will continue to use the Professional Standards for Teachers and Leadership Matters until national standards are endorsed. TAFE teachers will continue to comply with the standards of the AQTF, the VET Professional Development Strategy 2007-2010 and their various technical/industrial specialties. The CLF addresses capabilities for working in the Queensland Public Service that complement professional standards used across the department. Although not required, teachers and other professionals will find the CLF a useful resource for career and development planning as leaders.

    6. Why do we need the CLF? To create a better functioning organisation through increasing capability. To deliver responsive quality services. To build a performance culture linking business and people. To provide better outcomes for Queensland and deliver on the ‘Smart’ target for Towards Q2 – Tomorrow’s Queensland. Towards Q2 – Tomorrow’s Queensland has outlined some key targets for our communities to achieve across five key areas: Strong – Create a diverse state economy powered by bright ideas Green – Protect our lifestyle and environment Smart – Deliver world-class education and training Healthy – Make Queenslanders Australia’s healthiest people Fair – Support a safe and caring community Towards Q2 – Tomorrow’s Queensland has outlined some key targets for our communities to achieve across five key areas: Strong – Create a diverse state economy powered by bright ideas Green – Protect our lifestyle and environment Smart – Deliver world-class education and training Healthy – Make Queenslanders Australia’s healthiest people Fair – Support a safe and caring community

    7. How will the CLF be used? The CLF will be used in: recruitment and selection learning and development planning performance conversations career planning

    8. What are capabilities? Capabilities can be described as clusters of related knowledge, skills and behaviours required to perform a job or a group of related tasks. There are 12 levels in the CLF that align with all public sector classifications from AO1 to Corporate Executive Service (CES). Example: CLF 2 represents the following classifications: AO2, PO1, TO1, OO2, OO3, Trade classification CW 1-8, Clerical 1, 2, 3, 4, CEC 1 and Engineering C7-14 An alignment matrix for all relevant classifications is to be found in Appendix 1 of the Capability and Leadership Framework.There are 12 levels in the CLF that align with all public sector classifications from AO1 to Corporate Executive Service (CES). Example: CLF 2 represents the following classifications: AO2, PO1, TO1, OO2, OO3, Trade classification CW 1-8, Clerical 1, 2, 3, 4, CEC 1 and Engineering C7-14 An alignment matrix for all relevant classifications is to be found in Appendix 1 of the Capability and Leadership Framework.

    9. What are the 5 core capabilities in the CLF? Supports/shapes strategic direction/thinking Achieves results Supports/cultivates productive working relationships Displays/exemplifies personal drive and integrity Communicates with influence These five core capabilities apply to all levels; however, there is a difference between the language used from levels CLF 1 to 7 and CLF 8 to CES CLF 1 to 7 Supports strategic direction Achieves results Supports productive working relationships Displays personal drive and integrity Communicates with influence CLF 8-12 and CES Shapes strategic thinking Achieves results Cultivates productive working relationships Exemplifies personal drive and integrity Communicates with influenceThese five core capabilities apply to all levels; however, there is a difference between the language used from levels CLF 1 to 7 and CLF 8 to CES CLF 1 to 7 Supports strategic direction Achieves results Supports productive working relationships Displays personal drive and integrity Communicates with influence CLF 8-12 and CES Shapes strategic thinking Achieves results Cultivates productive working relationships Exemplifies personal drive and integrity Communicates with influence

    10. What is a capability made up of? Capability components - descriptions behavioural indicators Each of the capabilities has 3 to 5 components. Each component has 4 to 8 behavioural indicators to describe the behaviour expected at that level. The CLF provides comparative and individual profiles for all classification levels. Comparative profiles rely on the description of the component which indicates the increasing complexity at each level through italicised text. Individual profiles provide detailed, observable behavioural indicators as well. Each of the capabilities has 3 to 5 components. Each component has 4 to 8 behavioural indicators to describe the behaviour expected at that level. The CLF provides comparative and individual profiles for all classification levels. Comparative profiles rely on the description of the component which indicates the increasing complexity at each level through italicised text. Individual profiles provide detailed, observable behavioural indicators as well.

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