Output 2 Development programmes
Output 2 is drawn from the Public Service Commissioner’s statutory role, listed in section 41 of the Public Service Act 1999 (the Act). In particular, to build the capability of the Australian Public Service (APS) for the future by providing leadership, learning and development products and programmes that meet the current and emerging business needs of agencies.
Achievements
In a sector that is facing increasingly complex challenges and a demanding operating environment, the Commission identified the leadership, learning and development needs of agencies and supported capability development across all levels in the APS.
The Commission’s achievements under Output 2 included:
- implemented the national leadership, learning and development strategy
- conducted two successful Leading Australia’s Future in Asia (LAFIA) programmes
- conducted the highly successful A taste of Government seminar attended by 670 participants
- delivered a successful Ministerial conversations/New Directions series incorporating a Prime Minister’s event
- co-presented, with the Department of the Prime Minister and Cabinet and the then Department of Finance and Administration, a series of Caretaker Convention Seminars for APS employees in the lead-up to the federal election in November
- developed and delivered the inaugural Leadership Across Borders programme
- achieved Registered Training Organisation accreditation
- facilitated strong growth in SES programmes, EL programmes and APS 1–6 programmes including a 20% increase in numbers of participants overall
- recorded strong growth in usage of the Woden Training Facility with 15,671 delegates attending training between July 2007 and June 2008
- delivered 11 Career Development Assessment Centre (CDAC) programmes as well as two agency-specific programmes
- hosted a valedictory lecture event for Dr Peter Shergold AC
- delivered successful Contemporary Challenges and State of the Service series arising from the Commission’s evaluation
- updated the APS Induction modules developed in 2006–07 and made them available for download from the Commission’s website
Price for Output 2
The total price for Output 2 for 2007–08 was $16.258 million. This is $0.559 million higher than the estimated price of $15.699 million published in the Portfolio Budget Statements 2007–08.
Output 2.1 Leadership services
The Commission performs an important and significant role in building and sustaining APS leadership capability. Central to this role is a focus on the SES leadership cadre. Increasingly, however, the Commission is also focusing on meeting the particular needs of the Executive Level group that will, as the feeder group to the SES, provide the basis for renewal of the SES over time.
All programme development is underpinned by the capabilities defined in the Integrated Leadership System. There are now six programmes that support leadership and management development for Executive Level employees with four of these being developed in 2007–08.
| Target | Result |
|---|---|
| Quantity | |
| 1. Increase leadership knowledge, skills and capability of SES and Executive Level groups across the APS. | |
| Number of seminars and forums delivered—estimate 153. | Not achieved. 144 seminars and forums were delivered |
| Number of agencies engaged through at least one scheduled event, activity or network focused on promoting leadership—target is 75% | Exceeded. 90% of agencies were engaged through at least one scheduled event, activity or network focused on promoting leadership. |
| Number of Career Development Assessment Centres delivered—estimate 10 with 118 participants. | Exceeded. 13 CDAC programmes were delivered with a total of 145 participants. |
| 2. Promote effective implementation of leadership development across the APS. | |
| Number of consultations conducted with agencies to support the agency in integrating the Integrated Leadership System into their practices and systems. These consultations involve structured planned interventions to specifically develop the agency’s leadership practices and/or capacity—target is 10 consultations with agencies. | Not achieved. Detailed briefing to Centrelink and the Department of the Senate on the implementation of the Integrated Leadership System were undertaken. |
| Quality | |
| Percentage of responding participants in the Leadership Development Network who when surveyed give a rating of 5 or 6 on a 6-point scale, for: | |
| • relevance | Mostly achieved. 84% of respondents gave a rating of 5 or 6 on a 6-point scale. This is a slight improvement on the previous financial year (which was 78%). |
| • usefulness | Not achieved. 79% of respondents gave a rating of 5 or 6 on a 6-point scale. |
| • administration and coordination. | Not achieved. 80% of respondents gave a rating of 5 or 6 on a 6-point scale. |
| Target is 85%. | |
| Percentage of responding participants who when surveyed give the Career Development Assessment Centre a rating of 3 (beneficial) or above on a 5-point scale for: | |
| • gained a better understanding of strengths and development needs | Exceeded. 97% of respondents gave a rating of 5 or 6 on a 6-point scale. |
| • developed a better understanding of leadership capabilities | Exceeded. 97% of respondents gave a rating of 5 or 6 on a 6-point scale. |
| • assisted participants to be more effective leaders. | Exceeded. 95% of respondents gave a rating of 5 or 6 on a 6-point scale. |
| Target is 90%. | |
| Estimated price: $5.244 million | Actual: $5.027 million |
Achievements that contributed to this output included the implementation of the national leadership, learning and development strategy including the release of the Learn Lead Succeed brochure, the facilitation of a successful Ministerial conversations series including the Prime Minister’s address on the Government’s policy priorities, Dr Shergold’s valedictory lecture and the delivery of 13 Career Development Assessment Centres.
A national approach to leadership, learning and development
A major focus of the national strategy has been to make learning and development products and services more widely available to APS employees by offering programmes in a variety of delivery modes and formats. This approach has seen the introduction of a variety or new forums, events and flexible delivery modes which has been reflected in reduced attendance at some established programmes, but an overall increase in programme participation. Work is continuing on exploring new and innovative interventions to support capability building in agencies.
In May 2007 the Commission completed a national strategy for its leadership, learning and development activities, programmes, events and services. The strategy identifies the necessary planning, development, evaluation and business support arrangements to ensure the Commission effectively meets and supports the needs of APS agencies and their employees. Progress in implementing key actions has been monitored, and will continue during 2008–09. Progress reports have identified an excellent completion rate of key actions.
In July 2007, the Commission released the Learn Lead Succeed brochure on its website, and distributed copies to Secretaries, agency heads and departmental and agency human resource areas. The brochure describes the unique role of the Commission in addressing APS capability development requirements (see <www.apsc.gov.au/learn>).
SES Band 2 residential programme
The SES Band 2 residential leadership programme aims to strengthen the leadership capabilities identified for senior executives in the Integrated Leadership System, and enhance their knowledge and awareness of contemporary challenges facing the APS (including whole-of-government problems, engaging citizens effectively, and appropriate governance and accountability arrangements). First developed in 2005–06 this programme continues to receive positive feedback.
Thirty participants attended the SES Band 2 residential programme, Leading across boundaries, conducted in July and September 2007 and April 2008.
SES Band 3 forum
The SES Band 3 forum offers the opportunity for peers, from diverse agency contexts, to meet and explore topical issues. The forum operates as a roundtable with internal and external subject matter experts presenting facts and trends, followed by facilitated discussions within the group. These factors provide the framework for selecting forum topics and result in events that are relevant, informative and popular.
Two forums were held attracting 36 participants. By comparison three forums were held during 2006–07 and attracted 41 participants.
The topics this year were:
- State of the Service Report, with discussion led by the Deputy Public Service Commissioner, Lynne Tacy
- Code of Conduct for Ministerial Advisers and the Lobbyist Register, with discussion led by the Deputy Secretary, Department of the Prime Minister and Cabinet, Mike Mrdak.
SES Band 1 residential programme
The Commission delivered another round of successful residential leadership programmes for SES Band 1 executives. The schedule included:
- The New leadership horizons programme for SES Band 1 executives with less than three years’ experience at level. The programme focuses on the distinctive contribution of this group and, in particular, the difference between the roles of an Executive Level employee and the SES Band 1 level.
- The Transforming leadership programme for SES Band 1 executives with more than three years’ experience at level. The programme focuses on the contribution of this group within the APS environment and emphasises individuals’ roles in building not only their own capability, but also that of others.
Both programmes consider the differing complexity at each leadership level and help participants define their contribution to the APS, understand their role as part of the SES, develop their capacity to respond to current and emerging issues (including whole-of-government imperatives), and strengthen their ability to manage themselves in a changing, devolved environment.
Five New leadership horizons programmes were delivered to 76 SES Band 1 participants and six Transforming leadership programmes were delivered to 77 SES participants during the year.
Expertise development
The Commission offers expertise development programmes to help senior executives develop their knowledge and skills across a broad range of key areas, such as policy, programme management, financial management and regulation. These programmes are of significant assistance to members of the SES as they embrace new roles, responsibilities and challenges in furthering their careers.
Expertise development programmes introduced in previous years and run again included:
- Programme management helps APS leaders achieve excellence in programme design and delivery. It explores programme management in a broad context, ensuring an understanding of the relationships between all aspects of policy implementation. Four programmes were conducted; 54 senior executives attended.
- Mastering your financial environment is aimed at SES new to the public service or who need to refresh their knowledge in the area of financial compliance. Five programmes were conducted; 84 senior executives attended.
- The Regulatory environment programme, led by Professor Allan Fels AO, was held in November; 28 people attended.
- The Regulatory practice for SES programme, examining the cutting edge of regulatory theory and practice, was held in June; 12 people attended.
- The Commission delivered 12 iterations of its highly successful Preparing to appear before parliamentary committees programme. This programme focuses on building confidence, public presentation skills and personal communications by using role-play to simulate, for example, appearances at Estimates’ hearings; 74 people attended.
Two new expertise development programmes were introduced during the year, namely:
- Policy for SES which discusses emerging and complex policy issues and challenges as they affect senior public sector managers, analysts and leaders. Five programmes were conducted; 91 senior executives attended.
- The Strategic communications programme which examines the key areas of identifying and working with key stakeholders and learning, organisational change, crisis management and communication. One programme was held in June; 24 senior executives attended.
SES breakfast seminar series
The Commission’s regular breakfast seminars for APS senior executives provide participants with a forum in which to interact with leading speakers on contemporary issues that are directly relevant to their work. The seminar series also offers a regular opportunity for senior executives to discuss issues of common interest with colleagues.
During the year, 752 executives attended eight breakfast seminars (Table 11). Speakers included:
- Professor Quentin Grafton, Crawford School of Economics and Government, Australian National University, Social capital: a policy perspective
- Mr Ross Gibbs, Director-General, National Archives of Australia, Current recordkeeping issues in the APS
- Dr Sue Gordon AO, Magistrate in the Perth Children’s Court and Chair of the Australian Government’s National Indigenous Council and Northern Territory Emergency Response Taskforce, Policy and service delivery issues affecting Indigenous Australians
- Professor Paul ‘t Hart, Professor of Political Science at the Research School of Social Sciences, Australian National University, How do (senior) public officials combine their twin roles of ‘serving’ and ‘leading’?
- Dr Clive Hamilton, author and commentator, Affluenza and what really matters in Government today
- Mr Robin Ryde, Chief Executive, United Kingdom National School of Government and author, Leadership beyond authority: perspectives from the UK public service.
| Year | No. of subscribers | No. of events | Total attendance | Average attendance per event |
|---|---|---|---|---|
| Note: Bracket represents percentage change on previous year. | ||||
| 2002–03 | 37 | 11 | 714 | 65 |
| 2003–04 | 39 (-5%) | 8 | 582 (-18%) | 73 |
| 2004–05 | 48 (+23%) | 10 | 659 (+13%) | 66 |
| 2005–06 | 40 (-16%) | 10 | 974 (+48%) | 97 |
| 2006–07 | 51 (+27.5%) | 10 | 725 (-26%) | 73 |
| 2007–08 | 48 (-5.8%) | 8 | 752 (+3.6%) | 94 |
Leader to Leader series
The Leader to leader series is a new event of strategic discussions aimed at stimulating debate about APS-wide challenges and future public sector reforms, where SES officers have the opportunity to ask questions of guest speakers and further discuss issues while networking with colleagues.
Six Leader to leader events attracted 475 executives during the year. Speakers included:
- Dr Ken Henry AC, Secretary, Department of the Treasury, Impacts of the intergenerational report
- Dr Gordon de Brouwer, Department of the Treasury, APEC and the economic challenges facing the Asia–Pacific
- Mr Nick Warner, Secretary, Department of Defence and Ms Elizabeth Proust, Chair of the Defence Management Review, Defence Management Review
- The Hon. Dr Geoffrey Gallop, University of Sydney, What is the point of the public service?
- Mr Greg Russell, Airservices Australia, Stepping up to change
- Dr Martin Parkinson, Secretary, Department of Climate Change, Australia’s climate change challenge.
SES updates
SES updates ensure senior executives are well briefed on the public sector environment, with particular reference to developments in government policy, expectations and legislation.
The Deputy Public Service Commissioner, Lynne Tacy, leads discussions on some of the current and emerging trends—politically, demographically and globally—that are affecting the APS. Participants can explore the information presented and how it relates to them and their organisation. These updates focus on the Shapes strategic thinking capability of the Senior Executive Leadership Capability Framework.
Sixty-three people attended two SES updates; thisrepresents an increase of 70% on 2006–07. Topics included:
- State of the Service Report 2006–07
- APS-wide issues of interest to the SES (including meeting APS workforce challenges, trends at the SES and Executive Level, Management Advisory Committee reports and managing during the caretaker period).
SES snapshots
SES snapshots are aimed at providing members of the SES with the opportunity to attend short, highly focused workshops on current issues. Two sessions were held during the year:
- Parliamentary Committees, held in July and attended by 11 senior executives
- Strategic communications, held in September and attended by 14 senior executives.
Ministerial conversations series
The Ministerial conversations series provided agency heads and senior executives with the opportunity to hear directly from ministers on their current policy perspectives, and their expectations of the public service in implementing government policy in a whole-of-government context.
The Commission facilitated one Ministerial conversations series event where the Hon. Joe Hockey, MP, then Minister Assisting the Prime Minister for the Public Service and Minister for Employment and Workplace Relations, discussing new direction for the APS.
Caretaker conventions seminars
The importance of APS employees understanding their responsibilities when caretaker arrangements begin is paramount, particularly with respect to the role of the APS as an apolitical service. During the caretaker period, the Government is still the Government but, by convention, a number of important constraints come into operation. Their primary purpose is to avoid actions that will bind an incoming government.
In the lead-up to the federal election in November, the Commission co-hosted—with the Department of the Prime Minister and Cabinet and the then Department of Finance and Administration—a series of Caretaker Convention Seminars for APS employees, including an address by the Commissioner to Treasury delegates. More than 686 participants, including senior executives, attended nine seminars, with four delivered in Canberra and one each in Sydney, Melbourne, Adelaide, Brisbane and Perth between July and September.
The seminars provided:
- guidance on APS employees’ responsibilities under the conventions for the handling of business during the caretaker period
- discussion of some of the tasks APS employees could be asked to do, and to identify some of the challenges and ramifications that may arise
- focus on the importance of the APS Values and Code of Conduct for guidance.
Special event—The Hon. Kevin Rudd MP, Prime Minister of Australia
The Hon. Kevin Rudd, MP, Prime Minister of Australia and Ms Lynelle Briggs, the Australian Public Service Commissioner, April 2008
Secretaries attending the presentation by the Prime Minister, April 2008. Pic. Gary Ramage © Newspix / News Ltd
On 30 April 2008, the Hon. Kevin Rudd MP, Prime Minister of Australia outlined the Government’s policy priorities for the future and the importance of the public service in implementing the reform agenda. The Prime Minister addressed 828 senior public servants in the Great Hall, Parliament House. He discussed the seven elements of the Government’s vision for the future Australian Public Service, including reinvigorating the Westminster tradition of an independent public service with merit-based selection processes and continuity of employment when governments change. These seven elements provide senior executives with a comprehensive framework for the Government’s agenda for the public service.
Events outside Canberra
The Commission’s regional offices continue to maintain a strong facilitation role in promoting effective leadership with senior staff in the regions through various groups and activities.
Annual conferences of senior staff are held in most regions and Commission staff perform an important role in planning and supporting such events. Themes included:
- Learning from leaders
- Think global, act local
- Doing the right things right: good decision making and governance
- Building capability through collaboration.
The conferences featured speakers from the APS, state and local government and the private sector including the Minister for Housing and Minister for the Status of Women, the Hon. Tanya Plibersek, MP; the Commissioner; Commonwealth Ombudsman, Professor John McMillan; Director General, NSW Department of Premier and Cabinet, Ms Robyn Kruk; the Hon. Kim Beazley, MP; Director, Telethon Institute for Child Health Research, Dr Fiona Stanley; Queensland Magistrate, Di Fingleton and winter olympic gold medalist, Steven Bradbury.
The Commissioner delivered State of the Service briefings in all capital cities and Townsville. In conjunction with these briefings, she held meetings with senior staff in the regions, providing an opportunity for discussion of the new Government’s agenda.
The new Linking leaders series supports the Commission’s priority of promoting a leadership culture and a professional senior executive cadre in the APS. The series aims to provide an opportunity for regional SES to network and engage in strategic discussions about APS-wide challenges and future public sector reform.
Other events outside Canberra during the year included:
- an executive briefing in Adelaide with Dr Peter Shergold AC, leading a discussion on key issues and future challenges facing the public sector
- an executive breakfast in Perth with Dr Peter van Onselen providing a political analysis of the changes facing agencies and the challenges for the government of the day
- an executive briefing in Hobart, in collaboration with the Australian Human Resources Institute, the Commissioner discussed trends in government learning and development.
Valedictory lectures
The Commission’s valedictory lecture events provide retiring Departmental Secretaries with the opportunity to reflect and share insights and experiences with their Secretary, agency head and senior executive colleagues.
In February, the Commission coordinated a valedictory lecture for the retiring Secretary of the Department of the Prime Minister and Cabinet, Dr Peter Shergold AC. Two hundred and eighty-four APS agency heads and senior executives listened to Dr Shergold speak about his public sector experiences, achievements and perspectives.
Executive Leadership Dimensions
The Commission launched a new Executive Level 2 residential programme Executive leadership dimensions in January. The programme is a key component of the Commission’s renewed emphasis on building SES feeder group capability. Recent State of the Service reports have identified this as a priority for all APS agencies as a large percentage of the SES are mature aged workers who are likely to be considering retirement in the next few years.
The programme focuses on practical aspects of leadership in the APS and provides an opportunity for participants to reflect on their professional role and engage in a challenging and collegiate learning environment. It focuses on contemporary behaviours needed to be a highly effective Executive Level 2 leader.
Five residential and two semi-residential programmes attracted 139 participants. The semi-residential format was introduced to provide participants with an alternative daytime opportunity to attend. The residential received excellent feedback; participants said the course provided invaluable insight into the skills required of an Executive Level 2 officer. Participants felt the programme also gave them relevant and practical tools, including strategies for performance management and influencing and managing people.
Integrated Leadership System
The Integrated Leadership System forms the basis of many of the Commission’s development programmes. The system describes the leadership capabilities and behaviours expected of all APS levels and is supported by a range of tools to help agencies and individuals implement the system in their workplaces.
The Commission provided information sessions and presentations on the system to Centrelink conferences, the Department of the Senate, a public sector conference in Canberra, a Commonwealth Association for Public Administration and Management conference in Ghana, human resources managers from the Pacific region, and to visiting delegations from Thailand and Vietnam.
Free information sessions about the Integrated Leadership System will be conducted during 2008–09. See also <www.apsc.gov.au/ils>.
Leadership Development Network
The Commission coordinates a Canberra-based Leadership Development Network to build better practice in leadership development by sharing ideas on the diversity of leadership approaches across the public sector. The network runs a series of breakfast seminars and an annual forum to explore current issues and trends in leadership and leadership development.
The Commission chairs and supports the Network Steering Group that oversees decisions on topics, speakers and the overall direction of the network. The steering group includes members from a range of agencies.
During 2007–08 presentations to the Leadership Development Network were:
- Annual forum—Talent and succession management
- Investing in Leadership Development—Are we getting value for money?
- Managing talent through better career design
- How to motivate, attract and retain Generations X and Y.
Career Development Assessment Centre
The Career Development Assessment Centre offers excellent leadership development opportunities to high-performing Executive Level 2 staff. The ongoing success of the programme provides a benchmark for the Commission’s wider renewed focus on strengthening the leadership capability of the SES feeder group.
The Commission delivered 13 Career Development Assessment Centre programmes during the year to 145 participants. Staff from the Australian Taxation Office (17), Department of Defence (15) and the Department of Foreign Affairs and Trade (12) participated extensively in the programmes.
Feedback from participants continues to be positive, with all three performance measures exceeding the target of 90%.
The success of the centre depends on the support agencies provide, including provision of observers. Observers play a crucial role in bringing their experienced perspectives and contributing to the rigorous assessment process. The Commission successfully conducted observer training, with 19 new SES Band 2s and SES Band 3s trained.
Output 2.2 Programme delivery
The Commission offers leadership, learning and development programmes that build the knowledge, capabilities, skills and behaviours that departments and agencies require of their employees in the modern APS environment. In meeting these expectations, the programmes also help individuals further pursue their APS career aspirations.
| Target | Result |
|---|---|
| Quantity | |
| Number of programmes delivered—target is 919 | Exceeded. 2371 programmes were delivered. |
| SES expertise short programmes Percentage of new entrants to the SES attending an orientation in the first 1–3 years—target is 100%. |
Not achieved. 69% of new entrants to the SES attended an SES orientation in the first 1–3 years. However, this is an improvement on the result of the previous financial year (which was 54%). |
| Quality | |
| APS 1–6 and Executive Level programmes Percentage of responding participants who when surveyed give a rating 5 or 6 on a 6-point scale for: |
|
| • achieving objectives | Achieved for APS 1–6 programmes. 89% of respondents gave a rating of 5 or 6 on a 6-point scale Not achieved for EL programmes. 81% gave a rating of 5 or 6 on a 6 point scale. The Commission has updated marketing material to closer reflect programme content. |
| • programme content | Achieved for APS 1–6 programmes. 88% of respondents gave a rating of 5 or 6 on a 6-point scale Achieved for EL programmes. 86% of respondents gave a rating of 5 or 6 on a 6 point scale |
| • quality of presenters. | Achieved for APS 1–6 programmes. 94% of respondents gave a rating of 5 or 6 on a 6-point scale Achieved for EL programmes. 91% of respondents gave a rating of 5 or 6 on a 6-point scale |
| Target is 85%. | |
| SES expertise short programmes Percentage of responding participants who when surveyed give a rating of 5 or 6 on a 6-point scale for: |
|
| • achieving objectives | Mostly achieved. 84% of respondents gave a rating of 5 or 6 on a 6-point scale. This is a slight improvement on the previous financial year (which was 78%) |
| • programme content | Mostly achieved. 84% of respondents gave a rating of 5 or 6 on a 6-point scale. This is a slight improvement on the previous financial year (which was 79%) |
| • quality of presenters. | Mostly achieved. 83% of respondents gave a rating of 5 or 6 on a 6-point scale. This is a slight improvement on the previous financial year (which was 81%) |
| Target is 85%. | |
| Consultancy Services—client satisfaction Percentage of responding surveyed clients who used services provided direct to agencies by brokering delivery from the panel who give an average rating of 5 or 6 on a 6-point scale, for how well the programme was: |
|
| • tailored and delivered | Achieved. 100% of respondents gave a rating of 5 or 6 on a 6-point scale. |
| • coordinated and administered. | Achieved. 91% of respondents gave a rating of 5 or 6 on a 6-point scale. |
| Target is 85%. | |
| Achieve accreditation as a Registered Training Organisation | Achieved. |
| Estimated price: $8.553 million | Actual: $9.773 million |
Important achievements contributing to the Programme Delivery output included the release of the APS Induction e-learning modules; strong growth in the participation in programmes for SES, EL and APS 1–6, the Taste of Government event for graduates, the launch of a new mini-series for APS 5–6 and ELs on contemporary challenges facing the APS, and the achievement of Registered Training Organisation accreditation.
SES orientation
The Commission delivered its three-day SES orientation programme 15 times during 2007–08 (Table 13). The programme not only provides new senior executives with the information they need to operate effectively in the APS environment but also gives them an opportunity to build valuable networks with their peers. The programme is aligned with the capabilities identified in the Integrated Leadership System. Topics covered include accountability, governance and the relationship between Ministers and the APS.
During the programme SES officers are exposed to guest speakers such as heads of agencies, senior officers from Ministers’ offices, and executive assistants who work for SES officers. Two hundred and thirty five senior executives attended the orientation programmes, representing 69% of newly appointed SES.
| Year | Total participants | Total events |
|---|---|---|
| Note: Figures in brackets represent percentage change on previous year. | ||
| 2003–04 | 110 | 7 |
| 2004–05 | 67 (-39%) | 5 |
| 2005–06 | 164 (+ 144%) | 11 |
| 2006–07 | 222 (+ 35%) | 15 |
| 2007–08 | 235(+6%) | 15 |
APS induction
Ensuring new employees have the necessary skills and knowledge to work effectively in the APS environment is essential.
The APS Induction e-learning modules were developed by the Commission in 2006–07 and distributed to all APS agencies via CD-ROM in July 2007. The modules have recently been updated and can be accessed either directly from the Commission’s website or by downloading to an intranet site or learning management system.
APS Induction equips new starters with a broad understanding of the APS relationship with the Australian Government, the Parliament and the public. The programme aims to provide new employees with the wider APS contextual knowledge they need to be effective public servants.
The Commission also offers APS Induction as a facilitated 4.5-hour training programme. The Commission conducted 10 public and in-house iterations of APS Induction in Canberra during the year. See also <www.apsc.gov.au/apsinduction>.
Graduate development
Development of graduates remains an important focus for the Commission’s learning and development products, events and services. The Commission provides opportunities to graduates to increase their knowledge and enhance their skills and contribution within the APS.
The Graduate update series, the annual A taste of Government seminar, and the APS 1–6 development programmes continued to be popular. Agencies view these events and programmes as an important component of a well-rounded graduate year in the APS.
This year the A taste of Government seminar enjoyed increased interest; a record number of 670 graduates attended in April, compared with 617 graduates in 2006–07. The Special Minister of State, the Hon. John Faulkner; the Secretary of the Department of the Prime Minister and Cabinet, Terry Moran AO; and the Australian Public Service Commissioner, Ms Lynelle Briggs presented the seminar. See also <www.apsc.gov.au/apslearn>.
The Australian Public Service Commissioner, Ms Lynelle Briggs with the Minister of State, the Hon. John Faulkner and the Secretary of the Department of the Prime Minister and Cabinet, Terry Moran AO
The Australian Public Service Commissioner, Ms Lynelle Briggs addresses the audience
APS 1–6 programmes
The Commission provides a national, comprehensive and coordinated suite of leadership, learning and development programmes, events and services for APS 1–6 staff. Overall, at 30 June 2007, the APS 1–6 cohort accounted for 73.4% of ongoing employees in the APS. The Commission ensures that the APS 1–6 suite of programmes is current and topical and helps provide APS agencies and their employees with the capability to deliver government priorities, objectives and outcomes.
In Canberra, 167 APS 1–6 programmes were delivered attracting 2707 participants. This represents an overall increase of 24.5% in the overall number of programmes delivered and an increase of 24.5% in numbers of participants.
In 2007–08 the most popular programmes were:
- Essential writing for APS 5–6 levels
- Essential writing for APS 1–4 levels
- Strategic thinking
- Minute taking skills
- Policy formulation and advice—introduction.
Early in 2008, the Commissioner addressed APS 5–6 staff members highlighting the key findings and future challenges for the target audience and for the APS as identified in the State of the Service Report. See also <www.apsc.gov.au/apslearn>.
Executive Level programmes
The Commission delivered 103 Executive Level programmes in Canberra that attracted 1639 participants. This is an increase of 38.9% in the overall number of programmes delivered compared to last year and an increase of 33.2% in numbers of participants.
The most popular programmes were:
- Shaping strategic thought
- Executive Level 1 transition
- Management essentials
- APS job applications and interview skills—applying for jobs at the Executive Level
- The EL update series offered in Canberra continued to be popular with 244 participants at three sessions covering a range of topics.
See also <www.apsc.gov.au/ellearn>.
Confronting Contemporary Challenges
The Commission launched a new mini-series for APS 5–6 and Executive Levels on the contemporary government challenges of Changing behaviour, Agency health, Tackling wicked problems and Building better governance.
The Commission held seminars in May and June respectively on:
- Changing behaviour—the seminar focused on ways to achieve behavioural change in the public policy context. Thirty-five participants listened to senior executive Virginia Hart from the Department of Health and Ageing present insights from behavioural change theory and evidence.
- Agency health—54 participants listened to Acting Deputy Public Service Commissioner, Ms Annwyn Godwin and Acting Deputy Secretary, Department of Immigration and Citizenship, Ms Alison Larkins, presenting both theoretical and practical insights into key indicators of corporate health, characteristics of high and poor performing organisations, and strategies for monitoring and assessing health.
The Commission will hold the Tackling wicked problems and Building better governance seminars in 2008–09. See also Output 3.4—Research and evaluation for more information.
Consultancy services
The Commission’s Leadership, Learning and Development Panel includes more than 115 leading corporate management consultancy firms with public and private sector expertise. The Commission, through the Panel, cost-effectively customises programmes and services to meet specific needs of agencies.
Agencies have access to a range of tested and experienced providers of high quality leadership, learning and development products within the public service context. Approximately 40 agencies received 1491 services during the year (Table 14). All clients who responded to survey questions rated tailoring and delivery as a 5 or 6 on a 6-point scale; and 91% rated coordination and administration as a 5 or 6 on the same scale.
Significant achievements included:
- Supporting the International Coaching Federation’s Canberra coaching week, where Commission staff attended a discussion panel and gave a presentation on ‘doing business with government’.
- Working in partnership with a number of agencies, including the Departments of Health and Ageing; Families, Housing, Community Services and Indigenous Affairs; and Infrastructure, Transport, Regional Services and Local Government to help deliver their in-house training calendars.
- Continuing work with the Department of Immigration and Citizenship to finalise its Visa Transformation Strategy, identified as a client service improvement project that had a significant impact on that department’s State and Territory service delivery network.
| Programme | ||
|---|---|---|
| 2006–07 | 2007–08 | |
| Writing skills | 183 | 122 |
| Leadership/management skills | 137 | 220 |
| Procurement and contract management | 91 | 60 |
| Project management | 66 | 45 |
| Programme management | 63 | 82 |
| Coaching services | 56 | 71 |
| Policy | 55 | 135 |
| Other consultancy services | 546 | 756 |
| Total | 1197 | 1491 |
The volume of key programmes presented in 2007–08 has increased significantly from the previous year, as has the number of other consultancy services (in-house or agency-specific consultancies). This is largely due to an increased demand from agencies to meet their requirements in the areas of leadership, learning and development coupled with strengthened promotion by the Commission. See also <www.apsc.gov.au/learn/custom.htm>.
In-house programmes
The Commission offers in-house delivery of core programmes to meet the particular needs of agencies in a flexible and cost-effective manner. The programmes may include tailoring to address agency-specific challenges and procedures. Facilitators from the Canberra office delivered 54 in-house training programmes on a range of areas relating to induction, APS Values and Code of Conduct, recruitment processes (for applicants and selection panels), and promoting harassment-free workplaces. The two most popular programmes were Getting that selection right and APS job applications and interview skills: applying for jobs up to the APS 6 level.
Registered Training Organisation
The Commission gained accreditation as a registered training organisation in May 2008.
Registered Training Organisation
The ACT Accreditation and Registration Council granted the Commission accreditation as a registered training organisation in May 2008. The Commission started operations as a registered training organisation from 1 July 2008.
The Commission will initially offer recognition services for the Certificate IV in Government and the Diploma of Government from the Public Sector Training Package. In the longer term, the Commission will offer nationally recognised training and will expand its range of qualifications to meet the needs of the APS.
Programmes outside Canberra
During 2007–08, the Commission delivered 151 calendar programmes in Melbourne, Sydney, Adelaide, Brisbane, Darwin and Perth and other locations outside Canberra. Topics presented included financial management, writing skills, strategic thinking and the Integrated Leadership System. This reflects a significant increase in demand for calendar programmes compared to the previous year.
Staff in regional offices also negotiated and arranged for delivery of 317 in-house programmes to APS and Commonwealth agencies. There was a downturn in the number of requests from agencies for these services compared to the previous year, which in part is attributed to reduced discretionary expenditure during the post election and pre Budget periods.
Often facilitated by Commission staff, the in-house programmes covered the APS Values and the Code of Conduct, staff selection and recruitment, assessing leadership capabilities and the prevention of workplace bullying and harassment. There was a significant increase in requests from agencies for delivery of programmes covering APS Values and the Code of Conduct, which is a positive reflection of their commitment to ensuring employees understand their obligations and supports the Government’s focus on integrity and accountability.
Output 2.3 National and international programmes
The Commission’s role in providing, or helping to provide, national and international programmes continued to be high-level and strategic during 2007–08.
Domestically, the Commission continued to be involved in the Australia and New Zealand School of Government, the Public Sector Management Programme, and the Public Sector Training Package.
Internationally, the Commission delivered two outstanding Leading Australia’s Future in Asia programmes and, in conjunction with the Canada School of Public Service and the United Kingdom National School of Government, developed the Leadership Across Borders programme; the Australian module was successfully delivered in Sydney in June 2008.
| Target | Result |
|---|---|
| Quantity | |
| Number of Leading Australia’s Future in Asia (LAFIA) programmes delivered—target is three per annum. | Not achieved. One LAFIA programme was conducted in 2007–08. This programme involved a study tour to Papua New Guinea, Vanuatu and Samoa during the period 18 August–2 September 2007. The two remaining programmes were deferred as follows:
|
| Number of Australia and New Zealand School of Government Board meetings the Commission attends and at which the Commission provides the Commonwealth perspective—target is 75% of meetings held. | The Commissioner stepped down from the ANZSOG Board in December 2005. The Australian Government’s perspective was provided by the Secretary of the Department of Prime Minister and Cabinet during 2006–07 and in future will be undertaken by the Secretary of the Department of Finance and Deregulation. |
| Number of Public Sector Management Programmes Board meetings for which the Commission provides secretariat services—target is one Board Meeting and one conference. | Exceeded. The Commission provided secretariat services for three board meetings and one conference. |
| Number of Government Industry Skills Council meetings at which the Commission contributes the Commonwealth perspective—target is 75% of meetings held. | Exceeded. Commission representatives contributed to 100% of Government Skills Australia (GSA) meetings. |
| Quality | |
| Percentage of responding LAFIA participants who when surveyed indicate a high level of satisfaction with the programme and give a rating of 5 or 6 on a 6-point scale for: | |
| • achieving objectives | Exceeded. 100% of respondents |
| • programme content | Exceeded. 100% of respondents |
| • programme coordination and administration. | Achieved. While a specific percentage result is unable to be identified, direct feedback provided by clients indicates a high level of satisfaction by participants with the LAFIA programme. |
| Target is 85%. | |
| Estimated price: $1.902 million | Actual price: $1.458 million |
The successful Leading Australia’s Future in Asia programme conducted in the Pacific and the introduction of the Leadership Across Borders programme were significant achievements contributing to this output.
Leading Australia’s Future in Asia
Leading Australia’s Future in Asia (LAFIA) brings together senior executives from the Australian, and State and Territory public services to increase their understanding of significant change drivers in the region. The study programmes include meetings with government officials, and business and community leaders. LAFIA aims to:
- provide background and context for the international dimension of senior executive responsibilities
- enable senior executives to respond strategically to changes in the Asia–Pacific region
- develop networks and contacts among Australian participants and with their overseas equivalents.
In 2007–08 the Commission led one LAFIA programme in the Pacific. Nineteen senior leaders undertook a two-week study of Papua New Guinea, Vanuatu and Samoa.
LAFIA exposes participants to a range of high-level business, government and academic leaders, both in Australia and overseas. The Commission works closely with Australian diplomatic representatives, supporting participants to gain a better understanding of how the Department of Foreign Affairs and Trade’s whole-of-government engagement works. The Crawford School of Economics and Government at the Australian National University provides the academic content for the programme.
Leadership Across Borders Programme
The Leadership Across Borders programme is a groundbreaking international leadership initiative, designed for senior public leaders working within a Westminster system. The Commission (also representing New Zealand), the Canada School of Public Service and the United Kingdom National School of Government collaborated to create this exciting programme. With week long modules in each of the United Kingdom, Australia and Canada the programme will create a unique network of high-potential senior leaders covering both hemispheres.
The inaugural programme was launched in February 2008 and attracted 10 Australian, two New Zealander, 12 Canadian and 12 United Kingdom SES Band 2 (equivalent) participants.
Australia and New Zealand School of Government
The Australia and New Zealand School of Government (ANZSOG) is a first-tier professional school established collaboratively in 2002 by a consortium of Australian and New Zealand governments, universities and business schools to help develop the skills of those destined to be leaders in the public sector.
Governance
The Australian Government is a foundation member of ANZSOG. Following the departure of Dr Peter Shergold as ANZSOG Board Chair, Government representation on the Board remained vacant. Dr Ian Watt, Secretary for the Department of Finance and Deregulation will take over next financial year. Dr Ken Henry, Secretary to the Department of the Treasury, continues as Chair of the ANZSOG Research Committee.
An academic board is responsible for encouraging and maintaining the highest possible standards in curriculum and teaching in ANZSOG’s programmes.
Teaching
The Commission, in consultation with other agencies, continues to help ANZSOG ensure it meets APS needs by providing high quality, high profile programmes that represent value for money. The Australian Government has met its commitment to fund 20 and 30 places, respectively, on ANZSOG’s annual flagship teaching programmes until 2008. The programmes are:
- Executive Fellows Programme, a three-week residential for SES Band 2 and 3 employees, in 2007 attracted 80 participants from Australia, New Zealand and the Pacific; 22.5% were from the APS.
- Executive Masters of Public Administration, a two-year part-time programme for high-performing Executive Level 2 staff and equivalents. In 2008, 137 new students began the programme; 22.6% were APS employees. The programme’s core subjects are taught in five-day residential blocks in various Australian and New Zealand locations.
The level of participant satisfaction with ANZSOG teaching programmes in 2007–08 was high.
Research
The ANZSOG Research Committee coordinates the school’s research priorities. The Secretary of the Department of the Treasury, Dr Ken Henry, is the Australian Government representative on, and chair of, the research committee. The committee contributes to continued public sector reform by supporting development and transmission of good practice in policy and management. It also informs debate on key issues in public administration and maintains the quality and relevance of ANZSOG’s teaching programme.
The Australian Government’s financial support for ANZSOG research continued through previously established mechanisms, namely:
- A $10 million grant (governed by a deed of agreement) was made to the ANZSOG Foundation in May 2005. Interest generated is used to support the Sir John Bunting Chair of Public Administration at the Australian National University and other academic appointments to develop research activities. Effective financial and qualitative reporting requirements have been developed with ANZSOG consistent with the deed of agreement, and a full account of how the interest for each financial year has been spent is provided annually to the Commission.
- The Australian Government committed to provide $200,000 per year for three years between 2003 and 2006 to support ANZSOG’s research capacity. The Australian National University matched this funding. In 2006–07, the APS Management Advisory Committee (MAC) provided funding for ANZSOG’s research programme through a $200,000 grant with the cost being shared equally between MAC agencies. The two ANZSOG research projects approved by MAC in 2006–07 are currently being finalised. The first project relates to the role of central agencies in government strategy formulation across ANZSOG jurisdictions. The second focuses on attraction, recruitment and retention in the APS, including succession planning.
In early 2008, ANZSOG released a paper, Australia under construction: nation-building past, present and future, drawn from the Governing by looking back conference held at the Australian National University in December 2007.
Public Sector Management Programme
The Public Sector Management Programme targets motivated middle to senior managers, at the APS 6, Executive Level 1 and 2 and equivalent levels in other Australian public sector jurisdictions, to provide them with broader skills for use at their present level as well as those needed for more senior positions. The Commission coordinates Australian Government, State and Territory participation by providing secretariat services to a board of management that oversees the programme.
A 2006–07 evaluation of the programme found that enrolment and completion rates had declined. As a result, the Commission helped raise awareness of the programme throughout the APS, which has resulted in increased enrolments. The secretariat’s leadership in developing a national marketing framework and reviewing the curriculum continues to strengthen the programme’s reputation and relevance.
Public Sector Training Package
The Public Sector Training Package provides the basic building blocks for the vocational education and training system to respond to the public sector’s training needs. It provides individuals with clear skills and career pathways through recognised national qualifications and gives Commonwealth agencies access to the National Training Framework. Government Skills Australia, the industry skills council for government and community safety, maintains the training package. The Commission represents the Commonwealth on the Public Sector Industry Advisory Committee, the authoritative and representative voice advising Government Skills Australia and the Government on public sector vocational and educational training needs.
The Commission actively promotes the training package to APS agencies as an important learning and development option. The Commission’s accreditation as a registered training organisation means that as at 1 July 2008 it can provide nationally accredited training programmes and skills recognition across government agencies. The Commission is using qualifications and competencies from the Public Sector Training Package to design assessment pathways, recognition tools and accredited training programmes.
Part Two