Performance review

Output 2 Development programmes

The Commission aims to build the capability of the APS of the future by providing leadership, learning and development programs and services to meet the current and emerging needs of agencies.

Output Group 2 reflects the Commissioner’s statutory role to coordinate and support APS-wide training and career development opportunities in the APS, and contribute to, and foster, leadership in the APS (see section 41 of the Act).

The Commission designs, develops and delivers a diverse range of programmes, qualifications, services and events to meet the professional development needs of the Senior Executive Service, Executive Level and APS 1–6 level employees. These are offered nationally and aim to build essential government skills; enhance awareness of important APS-wide issues and challenges; disseminate knowledge of best practice; and build management and leadership capability.

Output 2.1: Leadership services

Output 2.1 reflects the Commission’s contribution to the government’s long-term policy direction for up skilling the public service; and supporting the contemporary leadership and workforce needs of the SES in a challenging policy environment.

Table 12: Performance information—Output 2.1 Development programmes

Key performance indicators	2008–09 target	Result
Increase leadership knowledge, skills and capability of SES and Executive Level groups across the APS.	Number of seminars and forums delivered. Estimate: 125.	Exceeded. Delivered 127 seminars and forums, 93 in the ACT and 34 in the regions.
	Number of leadership programmes delivered. Estimate: 55.	Overestimated. 51 leadership programmes were delivered.
Percentage of responding participants in SES and Executive level programs who when surveyed give a rating of 5 or 6 on a 6-point scale for: relevance usefulness administration and coordination.	85%	Achieved. Percentage of responding participants in SES and Executive level programs who gave a rating of 5 or 6 for: relevance: 89% usefulness: 88% administration and coordination: 88%
Number of agencies engaged through at least one scheduled event, activity or network focused on promoting leadership.	75%	Not achieved. 73% of agencies were engaged through at least one scheduled event, activity or network focused on promoting leadership.
Number of Career Development Assessment Centres (CDACs) delivered.	Estimate: 10 CDACs, with 120 participants.	Achieved. 12 CDACs were delivered, with 128 participants.
Percentage of responding CDAC participants who when surveyed give a rating of 3 (beneficial) or above on a 5-point scale for: gained a better understanding of strengths and development needs developed a better understanding of leadership capabilities assisted participants to be more effective leaders.	90%	Achieved. 100% of respondents gave a rating of 3 or above for strengths and development needs. 98% of respondents gave a rating of 3 or above for leadership capabilities. 97% of respondents gave a rating of 3 or above for being more effective leaders.
Promote effective implementation of leadership development across the APS.	Number of agencies using the leadership, learning and development panel to deliver leadership development. Estimate: 30.	Achieved. 60 agencies accessed the panel.

 

Achievements

Achievements that contributed to this output in 2008–09 included:

• holding five successful events in the Leader to Leader series, with 352 people attending
• delivering 12 Career Development Assessment Centre (CDAC) sessions
• delivering successful Contemporary Challenges and State of the Service lecture series arising from the Commission’s evaluation of the health of APS agencies

Senior Executive Service programmes and forums

The Commission delivers a number of residential leadership programmes for SES Band 1 to 3 executives that address diff erent development needs. In 2008–09, 131 SES employees participated in these programmes.

SES Bands 2 and 3 residential programmes

The Leadership Mastery Programme tests current Band 3s in their ability to engage with peers and eminent practitioners about key issues facing them as members of the SES and as leaders of their agencies; forge collaborative and effective relationships to achieve results in complex situations; and make strategic personal and professional judgments.

The SES Band 2 residential programme Leading across boundaries strengthens the development of ‘whole-of-government’ leadership capabilities for senior executives. This programme examines a whole-of-government scenario, using guest speakers and personal reflection; and explores the complexities of leading in a contemporary APS environment.

SES Band 1 residential programmes

The Commission delivers two three-day residential leadership programmes for SES Band 1 officers, which address diff erent development needs.

New leadership Horizons assists SES officers who have been appointed in the past three years to gain confidence in their new roles and leverage their experience to make a significant contribution to their organisation and across the APS. It provides individual coaching sessions in addition to the other support mechanisms.

Transforming Leadership is designed for SES employees with three or more years experience at Band 1 level and aims to enhance leadership capability by helping participants to identify, share and leverage their considerable experience in the APS.

Expertise development programmes

The Commission offers expertise development programmes to assist senior executives develop their knowledge and skills in specific areas (see Table 13). These programmes assist participants to embrace new roles, responsibilities and professional challenges.

Table 13: Expertise development programmes, 2008–2009

Programme title	Content/focus	No.	Attendance
Programme management	Provides an understanding of the relationships between all aspects of policy implementation.	3	33
Mastering your financial environment	Aimed at SES who are new to the public service or who need to refresh their knowledge in the area of financial compliance.	3	33
Regulatory practice for SES	Examines regulatory theory and practice.	1	8
Preparing to appear before parliamentary committees	Focuses on building confidence, public presentation skills and personal communications to support executives who may appear at Senate Estimates hearings.	9	48
Policy for SES	Addresses emerging and complex policy issues and challenges.	1	12
Strategic communications	Examines the identification of stakeholders, organisational change, crisis management and communication.	1	8

SES breakfast seminar series

The Commission’s SES breakfast seminars allow participants to interact with speakers and colleagues on contemporary issues that often lie outside their areas of direct responsibility and allow discussions which span major areas of public debate.

The 2008–09 series featured a range of speakers from public, private and not-forprofit sectors who addressed a range of themes central to the government’s policy agenda including ethics, climate change, social inclusion and privacy. During the year, 579 people attended ten breakfast seminars.

Broader leadership activities

Leader to Leader series

The Leader to Leader series allows the heads of public sector agencies and their equivalents to present and share their views on APS-wide challenges and the need to address emerging policy and reform agendas.

Five Leader to Leader events attracted 352 people during the year. Speakers and topics were:

• Mr Gary Banks AO, Chairman, Productivity Commission, ‘Challenges of evidence-based policy making’
• Ms Lynelle Briggs, Commissioner, Australian Public Service Commission, ‘Public sector ethics in the 21st century’
• Professor Glyn Davis AC, Vice Chancellor, The University of Melbourne, ‘The Australia 2020 Summit: changing circumstances and lasting lessons’
• Mr Terry Moran AO, Secretary, Department of the Prime Minister and Cabinet, ‘Public sector leadership’
• Mr Graeme Samuel AO, Chairman, Australian Competition and Consumer Commission, ‘Leadership in a regulatory environment’.

New Directions: Ministers’ Views

New Directions: Ministers’ Views provides the opportunity for agency heads and senior executives to hear directly from ministers on policy perspectives and expectations about policy implementation in a whole-ofgovernment context.

Two events were held in 2008–09 with a total of 377 people attending:

• Senator the Hon. John Faulkner, Cabinet Secretary and Special Minister of State, ‘Setting the agenda on accountability and integrity’
• Senator Chris Evans, Minister for Immigration and Citizenship, Leader of the Government in the Senate, ‘Cultural change in the public sector’.

Special event—ethics hypothetical

On 11 December 2008, 543 people attended a special event developed by the Commission to support the government’s priority of reinvigorating the Westminster tradition (that is, an independent and professional public service committed to excellence and ethical behaviour). The event was conducted as a discussion of ethical challenges for the public service and public servants. It was based around a hypothetical scenario that addressed both the organisational and personal challenges of policy development and implementation. The hypothetical was facilitated by leading educator and broadcaster Mr Peter Thompson.

Valedictory lectures

The Commission coordinated three valedictory lectures for retiring Secretaries. A total of 415 agency heads and senior executives attended. The lectures were presented by:

• Mr Mark Sullivan AO, retiring Secretary of the Department of Veterans’ Affairs
• Mr Robert Cornall AO, retiring Secretary of the Attorney-General’s Department
• Mr David Borthwick PSM, retiring Secretary of the Department of the Environment, Water, Heritage and the Arts.

The lectures are available on the Commission’s website.

Executive Level Leadership Network

The Executive Level Leadership Network (formerly the Leadership Development Network) consists of an annual forum, and   breakfasts for Executive Level staff . The network provides opportunities for information sharing and developing strong communities of interest. The Commission coordinates and currently chairs the network. Volunteers from various agencies make up a steering group that oversees the process.

Speakers and topics in 2008–09 included:

• Mr Grant Tidswell, Acting Deputy CEO, Centrelink, ‘Learning from experiences: participating in emergency responses’
• Dr David Gruen, Executive Director Macroeconomics, Treasury, ‘The global financial crisis and its implications on Australia’
• Mr Matt Miller, General Manager, Child Support Agency, ‘Leadership through a big organisational change—and beyond’
• Mr Andrew Simon, Executive Director, Yellow Edge, ‘Emergent practices and approaches to leadership’.

The network’s annual forum was held in March 2009 and attracted 94 people. The forum was presented by Ms Michelle Patterson, Social Inclusion Unit, Department of the Prime Minister and Cabinet, on the topic ‘New leadership, fresh approaches: advancing the social inclusion agenda’.

Career Development Assessment Centre

The Career Development Assessment Centre (CDAC) assesses the leadership capability and development priorities of high- performing Executive Level 2 staff from across the APS. This is one of the Commission’s key strategies for strengthening the SES feeder group.

The centre delivered 12 assessments during the year to 128 participants from the Department of Defence; the Department of Immigration and Citizenship; the Commission; the Attorney-General’s Department; and the Department of Resources, Energy and Tourism.

Regional Events

The Commission’s regional offices continued 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 featuring a range of speakers including:

• the Hon. Peter Garrett MP, the Minister for the Environment, Heritage and the Arts
• Mr Terry Moran AO; Secretary of the Department of the Prime Minister and Cabinet (PM&C)
• Dr Jeff Harmer, Secretary of the Department of Families, Housing, Community Services and Indigenous Affairs
• Professor John McMillan, the Commonwealth Ombudsman
• Mr Angus Campbell, Deputy National Security Adviser and Deputy Secretary PM&C
• Professor Peter Shergold AC, Macquarie Group Foundation Professor, Centre for Social Impact, University of New South Wales.

The Commissioner delivered briefings on the State of the Service Report 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 government’s agenda and public sector reform.

Other regional events during the year included:

• executive briefings in Melbourne and Hobart in the Contemporary Challenges series on ‘Agency health’ and ‘Tackling wicked problems’
• an executive briefing in Perth in collaboration with the Institute of Public Administration Australia and the John Curtin Institute of Public Policy, where the Commissioner addressed the topic ‘Putting the citizens at the centre of government’
• an executive briefing in Sydney with Dr Martin Parkinson, Secretary of the Department of Climate Change, on the government’s climate change policy and initiatives.

Integrated Leadership System

The Integrated Leadership System (ILS) describes the leadership capabilities and behaviours expected of employees at all APS levels. It underpins all of the Commission’s development programmes and contains a range of specific tools to help agencies and individuals implement it in their workplaces.

The Commission provided information sessions and presentations on the ILS to a variety of forums through 2008–09. Nine sessions were presented to APS agencies including Centrelink, the Australian Pesticides and Veterinary Medicines Authority and Geoscience Australia; 13 sessions were presented to international delegations and one session was presented to senior managers from the Australian Institute of Police Management. Further information on the Integrated Leadership System is available on the Commission’s website.

Output: 2.2: Programme delivery

During the year the Commission built on its Learn Lead Succeed strategy to further develop APS capability and expanded its Learning and Development Panel. The Commission used its registered training organisation status to encourage greater professionalism across the service. We extended the breadth and depth of programme delivery modes and e-learning products to provide greater access to learning and development opportunities for all APS employees.

Table 14: Performance information Output 2.2 Programme delivery

Key performance indicators	2008–09 target	Result
SES Orientation—percentage of new entrants to the SES attending an orientation in the first year.	80%.	Not achieved. 38% of new entrants to the SES attended an SES orientation in the first year.
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, for how well the programme was: tailored and delivered coordinated and administered.	85%	Exceeded. 97% of respondents gave a rating of 5 or 6 for how well the programme was tailored and delivered. 91% of respondents gave a rating of 5 or 6 for how well the programme was coordinated and administered.
APS 1–6 and Executive Level Programs delivered.	Estimate: 735	Exceeded. 801 programmes were delivered for APS 1–6 and Executive Level staff.
APS 1–6 and EL programmes Percentage of responding participants who when surveyed give a rating 5 or 6 on a 6-point scale for: achieving objectives programme content quality of presenters.	85%	Exceeded. 88.5% of respondents gave a rating of 5 or 6 for achieving objectives. 89% of respondents gave a rating of 5 or 6 for programme content. 97% of respondents gave a rating of 5 or 6 for quality of presenters.
Registered Training Organisation	Maintain accreditation as a Registered Training Organisation through meeting the Australian Quality Training Framework (AQTF) 2007 essential standards for registration.	Achieved. Continued registration after successful 12-month post-initial onsite audit in March 2009. 187 candidates commenced qualifications since registration granted.
Percentage of responding surveyed clients who used the accreditation services who give a rating of 5 or 6 on a 6-point scale, for how well the service was: delivered coordinated and administered.	85%	N/A. The required measure was for skills recognition. As a new RTO, the Commission did not provide skills recognition due to a lack of demand. However, the Commission expanded its scope of registration and provided accredited training and assessment programmes commencing in February 2009 which were evaluated against the following criteria: achieving objectives: 84% programme content: 83% quality of presenters: 92%

Achievements

Achievements that contributed to this output in 2008–09 included:

• developing and piloting the Small Agencies Graduate Development Programme
• embedding the e-learning panel for APS agencies procuring services such as e-learning development, hosting and facilitation
• undertaking preliminary work to open the panels to all state and territory government agencies
• conducting the highly successful ‘A taste of government’ seminar, attended by 675 graduate entrants to the APS
• conducting the inaugural Great APS graduate debate, attended by 421 participants
• maintaining the Commission’s registered training organisation status and adding three new qualifications to its scope
• refreshing the Commission’s leadership, learning and development panel.

Orientation and induction programmes

SES orientation

The Commission delivered 12 SES orientation programmes during 2008–09 to 156 senior executives. The programme provides new senior executives information and networking they need to operate effectively in the APS environment. Topics covered include accountability, governance and the relationship between ministers and the APS.

While the percentage of new SES attending the programme is not optimal (38%) there are a number of legitimate reasons for this including busy work schedules, existing experience at level and in the APS, and comprehensive induction at the agency level. Having said this, more needs to be done to increase attendance of new entrants to the SES on this programme to support the aspiration of a unified SES.

A new SES orientation programme for lateral recruits was launched in June 2009. The programme addresses the needs of newly recruited senior executives from outside the APS and attracted 18 participants.

APS induction—improved support for new starters in the APS

The APS induction programme 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 APS induction e-learning modules are accessible either directly from the Commission’s website or by downloading to an intranet site or learning management system. The Commission also offers APS induction as a facilitated 4.5 hour training programme.

Graduate development

Development of graduates remained an important focus for the Commission during the year. The annual ‘A taste of government’ seminar and ‘Candid refl ections’ complemented by the APS 1–6 development programmes were popular with graduate recruits. Agencies view these events and programmes as an important element of a well-rounded graduate year in the APS.

This year the seminar ‘A taste of government’ attracted increased interest, with a record number of 675 graduates attending. The Cabinet Secretary and Special Minister of State, the Hon. John Faulkner; the Secretary of the Department of the Prime Minister and Cabinet, Mr Terry Moran AO; and the Commissioner presented the seminar.

The inaugural ‘Great APS graduate debate’ involved two teams of selected APS graduates debating the topic ‘We don’t need ethics; we’re professionals’. An expert panel including Mr Andrew Metcalfe, Secretary, Department of Immigration and Citizenship (DIAC); Ms Jennie Granger, Second Commissioner of Taxation, Australian Taxation Office; and Mr Richard Eccles, First Assistant Secretary, Portfolio Strategies Division, Department of Health and Ageing adjudicated, resulting in a highly entertaining and energised debate, with the team for the negative being declared the winning side.

The Commission also launched a graduate development programme specifically for small agencies. Sixteen graduates from five agencies participated in the pilot programme, which included 23 face-to-face training days; a major project; ongoing assessment; an individual coaching session; and analysis using psychometric tools. The programme culminates in a formal project presentation and an awards ceremony, where the graduates are presented with their Diploma of Government.

Programmes and activities for non-SES employees

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 employees. These programmes address development needs and provide APS employees with the capability to deliver government priorities, objectives and outcomes.

In 2008–09 the most popular programmes were:

• ‘Strategic thinking’
• ‘Policy formulation and advice: introduction’
• ‘Essential writing for APS 5–6’
• ‘Essential writing for APS 1–4’
• ‘APS job applications and interview skills: applying for jobs up to the APS 6 level’
• ‘Minute taking skills’.

In addition, the Commission offers in-house delivery of core programmes to meet the particular needs of agencies in a flexible and cost-effective manner. These are usually delivered to an agency in its own training or meeting rooms.

The programmes may be tailored to address agency-specific challenges and procedures. Facilitators delivered 126 core programmes in 2008–09. 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’.

The Commission, in consultation with a small advisory group of executive and personal assistants across the APS, developed two programmes to support and enhance the capability of executive assistants. These programmes, ‘Providing effective personal and administrative assistance’ and ‘the professional executive assistant’, were piloted and then conducted during 2008–09, with 77 participants taking part.

Table 15: APS 1–6 programmes conducted in 2008–09

Programme title	No. conducted
ACT APS 1-6	162
Focus on people	10
Confronting contemporary challenges	2
Executive level briefings	3
ACT Executive level 1	102
Executive level 1 residential	1
Executive level 1 non-residential	2
Executive level 2 residentials	4
Executive level 2 non-residentials	3
Certificate IV in training and assessment	1
Certificate IV in project management	3
ACT in-house deliveries	126
Regional programmes calendar and in-house deliveries	382
Total programmes delivered:	801

Executive Level programmes

The Commission provides Executive Level employees with learning and development programmes that build core APS knowledge and capabilities and address development needs. Programme areas include people management; leadership and financial management; communication; stakeholder engagement; strategic thinking; policy development; self development; and governance and regulation.

The Commission delivered 102 Executive Level programmes in Canberra, which attracted 1,655 participants.

The most popular programmes were:

• ‘Shaping strategic thought’.
• ‘EL 1 transition’
• ‘Essential writing for Executives’
• ‘APS job applications and interview skills: applying for jobs at the Executive Level’

The Commission’s EL 2 residential programme ‘Executive Leadership Dimensions’ focuses on practical aspects of leadership in the APS and provides an opportunity for participants to refl ect on their professional role and the contemporary behaviours needed to be a highly effective EL 2 leader. Four residential and three semi-residential programmes attracted 152 participants.

Two new executive level programmes were introduced in 2008-09, ‘APS Professional Practical Leadership: Leading and Managing Small Teams’, was launched in December 2008, with a residential format being introduced in February 2009. One residential programme was held, attracting 24 participants and two non-residentials were held, attracting 46 participants.

‘The Professional Public Service: An EL 1 Masterclass’ programme was launched in May 2009 with 24 participants. This programme was designed for EL 1s with an interest in bringing together their policy and programme management capability with their leadership responsibilities.

Confronting contemporary challenges

The Commission’s mini-series for APS 5–6 and Executive Level officers on contemporary government challenges continued to be popular, with seminars held in August and October 2008 on ‘tackling wicked problems’ (with 47 participants) and ‘building better governance’ (50 participants) respectively.

Executive Level briefings

Executive Level briefings also continued to be popular, with 210 participants at three sessions: the State of the Service Report; graduate recruitment and retention; and e-learning. The e-learning briefing was followed by the launch of the e-learning panel, with 21 consultants displaying stands to 145 participants.

Focus on people series: foundations for APS leaders

In response to increasing APS employee time constraints, the Commission launched a new series of short seminars which focus on contemporary APS-wide challenges and people issues for leaders in the APS. The ‘Focus on people’ series is designed to provide staff at the APS 6 to EL 1 classifications with an opportunity to hear from experts on a range of topics that will assist them in their work and career. In Canberra, 10 sessions were delivered, attracting 309 participants.

Registered training organisation status

The Commission began operating as a Registered Training Organisation (RTO) from 1 July 2008. As an RTO the Commission offers recognition services in the qualifications of:

• Certificate IV in Government
• Certificate IV in Government (Injury Rehabilitation Management)
• Certificate IV in Training and Assessments
• Certificate IV in Project Management
• Diploma of Government
• Diploma of Government (Management)
• Diploma of Government (Contract Management).

There are currently 187 APS employees undertaking qualifications through the Commission.

The Commission worked closely with several agencies during 2008–09 to tailor and adapt qualifications and assessment options to meet agency-specific needs. By way of example, the Commission worked with DIAC’s Community and Detention Services Division to accredit the contract management skills of staff who will be managing a suite of new services to deliver immigration detention, and community and health issues.

Panel services

The Commission’s Leadership, Learning and Development Panel currently includes more than 200 leading corporate management consultancy firms with public and private sector expertise. The Commission, through the panel, customises programmes and services to meet specific needs of agencies.

The key benefit for agencies that access the Commission’s panels is a reduction in expenditure and greater efficiency in procuring services. The panels satisfy the Commonwealth Procurement Guidelines and therefore negate the need for agencies to undertake time-consuming and costly tender processes. Agencies also have the confidence that the consultancy firms on the panels have been rigorously assessed against their key areas of expertise and are subject to ongoing quality assurance through regular evaluations. Table 16 provides details of panel service programmes delivered from 2006–09.

The Commission renewed the panel in 2008–09 and will have more providers from 1 July 2009 (see featured highlight). Additional panel services will include strategic human resources, recruitment   services; services from Australian universities; and a stronger focus on delivery of international leadership, learning and development services.

To complement new methods of programme development and delivery, the Commission launched an e-learning support and solutions panel in September 2008. This panel is made up of 22 specialist e-learning firms.

Table 16: Panel service programmes presented, 2006–07 to 2008–09

Programme	No. of programmes presented
	2006–07	2007–08	2008–09
Writing skills	183	122	181
Leadership/management skills	137	220	162
Procurement and contract management	91	60	72
Project management	66	45	63
Coaching services	56	71	96
Policy	55	135	51
E-learning services	0	0	25
Other consultancy services	546	756	554
Total	1,197	1,491	1,204

Output 2.3: National and international programmes

The Commission continued to support leadership excellence through involvement in international and national programmes focussed on public sector educational training needs. On the international stage, the Leading Australia’s future in Asia (LAFIA) programme offered an opportunity for participants from the Senior Executive Service to meet with a wide range of senior public servants and other key people/ organisations. The Commission susta ined its commitment in supporting the programmes delivered by the Australia and New Zealand School of Government (ANZSOG) and the Public Sector Management Programme (PSM) and building vocational skills through nationally recognised qualifications.

Table 17: Performance information—Output 2.3 - National and International Programmes

Key performance indicators	2008–09 target	Result
Number of Leading Australia’s Future in Asia (LAFIA) programmes delivered.	Estimate: 3.	Achieved. LAFIA Asia (programme 1)—15 participants LAFIA Pacific—12 participants LAFIA Asia (programme 2)—12 participants.
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 programme content programme coordination and administration.	85%	Achieved. 100% of respondents gave a rating of 5 or 6 for achieving objectives. 100% of respondents gave a rating of 5 or 6 for programme content. While an exact percentage is unable to be provided, direct feedback provided by clients indicates a high level of satisfaction by participants for programme coordination and administration.
Number of Four Countries – Leadership across Borders programmes delivered. (renamed to 'Leadership across Borders' programme)	Estimate: 1.	Achieved. Programme conducted in June 2008—participants included senior executives from Australia (10), Canada (12), New Zealand (2) and the United Kingdom (12).
Percentage of responding Four Countries 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 programme content programme coordination and administration.	Target—85%	Achieved. On average respondents gave a rating of 5 or 6 on a 6-point scale for their level of satisfaction for achieving objectives, programme content, programme coordination and administration.
Number of Public Sector Management Programme Board meetings for which the Commission provides secretariat services.	Target: 1 board meeting and 1 conference.	Achieved. The annual board meeting took place in May in Adelaide. The annual conference took place in March in Sydney, hosted by the NSW Public Sector Management Programme office.
Number of Government Industry Skills Council meetings at which the Commission contributes the Commonwealth perspective.	Target: 75% of meetings held.	Achieved. Commission representatives contributed to 100% of Government Skills Australia meetings.

Achievements

Achievements that contributed to this output in 2008–09 included:

• conducting three successful ‘Leading Australia’s future in Asia’ programmes
• developing and delivering the ‘Leadership across boundaries’ programme for high-potential SES Band 2 employees
• establishing a community of practice forum for APS registered training organisations that use the Public Sector Training Package.

International programmes

Leading Australia’s future in Asia

The ‘Leading Australia’s future in Asia’ (LAFIA) programme brings together senior executives from the Australian, state and territory public services to increase their understanding of significant drivers of change in the region. The study programmes include meetings with government officials and business and community leaders. The programme 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.

The Crawford School of Economics and Government at the Australian National University provides the academic content for the programme.

In 2008–09 the Commission led three LAFIA programmes—one in the Pacific and two in Asia. Eleven senior leaders undertook a two-week study tour of Papua New Guinea, the Solomon Islands and Vanuatu. Th irteen senior leaders undertook a three-week study tour of India, Singapore and Th ailand. A second three-week study tour visited China and South Korea, involving 12 senior leaders.

Leadership across Borders—a four-country programme

The ‘Leadership across Boundaries’ programme is an international leadership initiative designed for senior public leaders working within a Westminster system.

The programme is designed to challenge and shape a new generation of public service leaders. In particular, the programme enables participants to:

• enhance their leadership skills in dealing with complex public service issues that cross jurisdictions
• acquire fresh ideas and new ways of thinking about common public service challenges in order to deliver results
• compare best practices among the four countries in dealing with the modern public service environment
• develop strong networks of senior public service leaders across four countries.

The Commission (also representing New Zealand), the Canada School of Public Service and the United Kingdom National School of Government have collaborated to create this programme. With week-long modules in each of the United Kingdom, Australia and Canada, the programme creates a unique network of high-potential senior leaders covering both hemispheres.

The inaugural programme was launched in February 2008. The 2009 programme attracted 12 Australian, two New Zealand, 13 Canadian and 13 United Kingdom SES Band 2 (or equivalent) participants.

Leading Australia’s future in alliance with the United States of America

The programme ‘Leading Australia’s future in alliance with the United States of America’ is designed for Band 3 (or equivalent) senior executives to broaden their personal and professional horizons to develop a deeper capacity to lead effectively and more strategically at senior levels in the APS.

Participants will also develop a more global view of public sector leadership as practised in the Westminster and Executive Presidency systems. In addition, the programme will foster senior level public sector leadership networks with the US Public Service. The inaugural programme was launched in May 2009.

National programmes

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 assist in developing the skills of future public sector leaders.

The Australian Government is a foundation member of ANZSOG. Dr Ian Watt, Secretary of the Department of Finance and Deregulation, became the government’s representative on the ANZSOG Board in July 2008. Dr Ken Henry, Secretary to the Treasury, continues as Chair of the ANZSOG Research Committee.

Since 2003, the Commission, in consultation with other agencies, has supported ANZSOG to ensure it meets APS needs by providing high-quality, high-profile programmes that represent value for money. Each year, the Australian Government selects leaders and potential leaders to participate in ANZSOG’s annual flagship teaching programmes:

• the Executive Fellows Programme, a three-week residential for SES Band 2 and 3 employees, which in 2008 attracted 74 participants from Australia, New Zealand and the Pacific of whom 17.6% were from the APS
• the Executive Masters of Public Administration, a two-year part-time programme for high-performing Executive Level 2 staff and equivalents, which in 2009 attracted 129 students of whom 21% were APS employees.

Public Sector Management Programme

The Public Sector Management Programme instils in mid-level managers (APS 6–EL 2 and their equivalents) an understanding of what it means to work collaboratively across the three tiers of government. The programme helps participants to develop a greater understanding of the public sector operating environment. It also explores the broad context of the three tiers of government and the political and legal institutions and structures that authorise their activities. The programme also provides an opportunity for participants to establish networks across agencies.

In 2008, the Commission continued to coordinate Australian, state and territory governments’ participation by providing secretariat services to a board of management that oversees the strategic direction of the programme.

The Commission also began delivering the programme in the Australian Capital Territory in late 2008. Previously the programme was delivered through the Department of Defence.

Increased marketing initiatives, provision of additional support to students as they are inducted into the programme, and reinvigorated administrative processes have resulted in 72 participants from the Australian and ACT governments enrolling during 2008–09, 12 more than was predicted.

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