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Human Resources - Organisation and Staff Development

Frequently Asked Questions

Why do we need them?

We are implementing these frameworks in direct response to requests from staff at all levels for more information and support to:

  1. Help managers and supervisors more effectively and objectively select new staff.
  2. Help managers and supervisors more effectively and objectively provide developmental feedback, coaching and support to staff.
  3. Guide staff growth and development within current roles, and identify areas of focus for career development and planning. 

They are best practice developmental and career planning tools commonly and widely used in public and private sector organisations.

What will they look like?

Capability Frameworks:

  • Describe the role, not the individual staff member performing the role. Focus on the skills etc that make the critical difference in job performance.
  • Describe the behaviours, skills, attributes, knowledge and experience which make the critical difference in performing the role or set of roles. While there are likely to be other things which may also be useful for the role or that you find helpful, they may not be as essential to successful performance.
  • Are written in simple, universal language. This is because they sit across all professional roles within the University.

They can appear simplistic at first but the complexity of roles is reflected by:

  1. Considering it in the context of what the role is there to achieve (as described in the Position Description and PDR objectives) and the environment in which it operates.
  2. Looking the unique combination of behaviours, skills, attributes, knowledge and experience required for each role or Job Family.

How do I use them?

The Capability Frameworks will be a tool for use when you are:

  1. Hiring a new staff member.
  2. Discussing your performance and/or development with your manager/supervisor.
  3. Developing your skills and building effectiveness in your role. Building skills and competencies required to transition to a different role.
  4. Planning your career.

How do they relate to my Position Description?

Your Position Description (PD) describes your key accountabilities - what your role is there to achieve – and Classification (HEW) Level.
The Capability Framework describes the underlying behaviours, skills, attributes, knowledge and experiences required to achieve these accountabilities.

If you’re looking at my role during the job analysis, does this mean my HEW level may be changed?

The process for reviewing Classification Levels is called Job Evaluation and is outside the scope of this project.