Definitions of terms used
Capability framework – a list of the broad skills and attributes we need our people to have in order to do their work.
Capability profile – a statement developed by the work area that describes what the capabilities look like when applied effectively in the context of the work undertaken in that area or role. It answers the question, 'We know we have applied the capabilities effectively when….'
Capability clusters – The broad capability groups that define the key capabilities required by Medicare Australia. These are
- Exemplifies great service
- Shapes strategic thinking
- Achieves results
- Cultivates productive working relationships
- Exemplifies personal drive and integrity
- Communicates with influence
Capabilities – subsets of the capability clusters that describe the broad areas of focus for the respective capabilities.
Descriptors – a set of descriptors that explain the capability in behavioural terms.
Work area/job group – specific broad work area or job group, e.g. Customer Service Officers, HR, IT, Program Management, etc.
Work level standards – the set of standards used to determine the specific level of a given job.
Sample elements of capability framework
|
Capability cluster ► |
Shapes strategic thinking |
APS 1-3 Describes APS 3 capabilities APS 1 & 2 should be developing these capabilities |
APS 4-6 Describes APS 6 capabilities APS 4 & 5 should be developing these capabilities |
◄ For an explanation of why the capabilities are grouped in levels see below |
|
Capability ► |
Inspires a sense of purpose and direction |
Understands and supports Medicare Australia’s National Business and Risk Management Plan. Follows direction provided by supervisors. Understands the reasons for decisions and recommendations. |
Understands, supports and promotes Medicare Australia's National Business and Risk Management Plan. Identifies the relationship between organisational goals and operational tasks. Clearly communicates goals and objectives to others. Understands, supports and communicates the reasons for decisions and recommendations. |
◄Descriptors |
|
Focuses strategically |
Understands the work environment and demonstrates an awareness of the implications of issues that may impact on own work objectives. |
Understands the work environment and identifies broader factors, trends and influences that may impact on the team’s work objectives. Considers the ramifications of issues and longer-term impact of own work and work area. |
Grouping the capabilities at different levels
The capability framework describes six capability clusters. Each cluster has several capabilities with each having behavioural 'descriptors'. As the level of the position increases, so does the scope/complexity of the behaviour. For simplicity, the framework has grouped levels into
- APS 1 – 3 (including CSO 1 – 10)
- APS 4 – 6
- EL 1 – 2
- SES 1 – 3
The capability descriptors in each grouped level define the capability requirements at the top of each group. It would be expected that lower levels would be working toward, acquiring and/or developing these capabilities. When assessing candidates for positions or writing/discussing a Performance Support Agreement, we consider the level of the position within that grouping when using these capabilities descriptors.
Selection documentation will specify the capabilities required for a specific position in the context of the role to be performed. These are expressed as selection criteria for the position.
Go to capability framework at a glance page (navigate the elements of the capability framework)
Last updated: 28 May, 2008