Capability Matrix - Skills Development - Career Progression

The client

A business unit of a large local government organisation in Queensland providing services to the community and employing staff from several technical disciplines.

The brief

To develop a capability matrix for key occupational streams within the Directorate as a mechanism for underpinning and guiding the development and induction of new staff, learning and development, and career progression within the Directorate.

The occupational groups included: planners, engineers, para professionals, architects, compliance officers, administration officers, plumbing inspectors, environmental planners and project officers.

The response

Project plans were developed, briefings (formal and informal) provided and reported to the management group for sign off at key stages.

The data collection and solution development methodology involved expert interviews and focus groups to gather and analyse data.  A capability matrix was developed from the data which documented duties and responsibilities within each occupational group, skills required, priority skills and development needs, and learning and development strategies and processes.

The final report also included:

  • Learning principles for the Directorate
  • Development and implementation of learning contracts linked to performance planning and development processes
  • Establishing a virtual Directorate learning centre for self-directed learners
  • A practical implementation strategy for actions arising

The results

The report was endorsed by the management team and decisions made regarding resource allocation and related implementation actions.

The two-year implementation plan provided a clear way forward for managers and addressed:  high priority needs based on specific target groups and high impact content areas, consolidation of existing resources, and financial and human resource support needs.

A key objective which was to map career paths and provide development options was met.