Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697630992471.pdf (Australia)
ORGANISATIONAL LOGO IN THIS SAMPLE, THE DETAILS ARE FICTITIOUS Attachment 1 Career skills inventory and succession planning survey This form is to be used by professionally and technically qualified officers to state their qualifications, accumulated occupational skills, personal skills and experience, and to place a value on these factors to the organisation.

In addition, this form is to be used to survey an officer’s views on succession planning within the organisation.
This information and survey will enable the organisation to develop structural and recruitment strategies to procure skills and experience that will maintain competencies within the public sector.

Read the notes at page 5 before completing the form and survey.

1.
1.

ABOUT YOU AND YOUR JOB Name: Fred Bloggs Supervisor: Joe Smith Year commenced: 1998 Position Number: 12345 Grade: 10 Position title: Senior Project Officer, Government Infrastructure Project Planning Organisation: Name of sub-section, name of Section, name of Branch, name of Division, name of Agency/Department Functional role: Short statement of the functional role of the sub-section.

Positional role: Short statement of the role of your current position.
Your current age (optional): 63 Your planned retirement age: 67 Planned retirement year: 2015 Comment (optional): Short statement about your expectations of employment in your current job and in the organisation from now until your planned retirement year, including job challenge and job satisfaction.

2.

YOUR QUALIFICATIONS Qualification Year Institution Value to organisation BE (Civil Engineering) 1969 UNSW HIGH – directly relevant to current role and function.

3.
3.

YOUR OCCUPATIONAL SKILLS Occupational Skill / Skill Group Skill utilisation in present job Value to organisation Engineering and infrastructure skills are used on a daily basis.

HIGH.

Engineering and infrastructure management skills are used to carry out planning policy in the infrastructure sector and provide advice to the government on infrastructure projects.

INFRASTRUCTURE AND FACILITIES 1.

CIVIL ENGINEERING 2.

LAND MANAGEMENT 3.

ACCOMMODATION PLANNING 4.

CAPITAL WORKS PROGRAMMING 5.


FACILITIES ENGINEERING & MANAGEMENT 6.

REPAIRS & MAINTENANCE PROGRAMMING 7.

VALUE ANALYSIS / VALUE ENGINEERING 8.

BUILDING MECHANICAL SERVICES 9.

LIFE CYCLE ANALYSIS Page 1 of 5 OCCUPATIONAL HEALTH & SAFETY Used on a daily basis.

HIGH.

OHS skills are of value to the organisation in the prevention of workplace accidents, deaths & injuries.

4.
4.

YOUR PERSONAL SKILLS & ATTRIBUTES Personal Skill / Skill Group / Attribute Skill utilisation in present job Value to organisation TEAM WORKER SKILLS 1.

ORGANISING 2.

LEADERSHIP 3.

INSPIRING 4.

ANALYTICAL 5.

INFLUENCING 6.

PROMOTING 7.

COOPERATIVE 8.

BELBIN TEAM RATING 9.

MYERS-BRIGGS RATING Team worker skills utilised on a daily basis HIGH.
Team worker skills are essential for working in the infrastructure sector, particularly in working with infrastructure provider organisations, which place a very high expectation on cooperation with government during project scoping and formulation.

NETWORKING Used on daily basis HIGH.

Networking skills are essential for making and maintaining relationships and contacts across the infrastructure sector.

5.
5.

YOUR CAREER EXPERIENCE Field of Experience Years Relevance to present job Construction Engineering 28 Experience in design interpretation, construction planning, project management and delivery are highly relevant to the challenges in government infrastructure specification and provision.

Value rating HIGH.
Value rating HIGH.

Infrastructure Projects 13 Knowledge of ports, airports and land based assets, together with capital upgrades and life cycle maintenance is relevant to developing robust infrastructure that increases public confidence in government infrastructure and services.

HIGH.

Total 41 Page 2 of 5 6.

YOUR INPUT TO SUCCESSION PLANNING 6.1 Your job description Does your job description accurate ly describe what you actually do?

NO What changes are ne ede d?


Comments: YES 6.2 Selection criteria for your position Do the selection criteria in your job description pre actually carry out your duties and functions?

scribe the qualifications, skills, experience and attributes needed to NO What changes are ne ede d?
Comments: YES 6.3 The value of your advice and your position Have there been examples in your sector or workplace wher informal) has been ignored, resulting in incoherent policy, failed programs, increased risk exposure to the government, increased costs to the government or increased costs to be borne by the community?

Indicate the order of scale of the consequences of ignoring professional and technical advice in your case.
e your professional or technical advice (either formal or 6.3.1 Policy failure MINOR 6.3.2 Program failure MINOR 6.3.3 Increased risk exposure MINOR 6.3.4 Increased costs to government MINOR 6.3.5 Increased costs to be borne by community MINOR What changes are nee Comments: SIGNIFICANT SIGNIFICANT SIGNIFICANT SIGNIFICANT SIGNIFICANT ded to ensure your advice i ackn wledged and your advisory role/posi o s tion is preserved?
6.4 Succession planning for a skilled public sector Page 3 of 5 What are your views on some suggested options for succession planning and workplace restructure?

6.4.1 Identify positions where professional and/or technical skills increase public sector com petence.

DISAGREE AGREE Comments: 6.4.2 Classify positions according to the occupant’s skills – i.e.

Professional / Administrative “dual badged”.


DISAGREE AGREE Comments: 6.4.3 Redesign jobs and criteria and enable occupant to agree to the job description at existing grade.

DISAGREE AGREE Comments: 6.4.4 Redesign jobs and criteria at a revised grade and enable occupant to apply for internal recruitment.

DISAGREE AGREE Comments: 6.4.5 Identify career streams for professional development of officers in Professional and equivalent positions.
DISAGREE AGREE Comments: 6.4.6 Develop strategies for recruiting and retaining skilled staff with commensurate levels of experience.

DISAGREE AGREE Comments: 6.4.7 Conduct workplace functional review, workload analysis, job redesign and restructure to build a skilled and te lly competent workforce.

chnica DISAGREE AGREE Comments: 6.4.8 Investigate flexibility arrangements – transition-to-retirement and mentoring positions, etc.
DISAGREE AGREE Comments: What are your own suggested options for succession planning and workplace restructure?

Page 4 of 5 Comments: 7.

NOTES FOR COMPLETING THE FORM AND SURVEY Qualifications sional and/or technical qualifications, the year in which you completed them, the teaching institution and Insert your profes state the value of each qualification to your current job in the organisation.

Add rows if required.

The value statement should be rated as either “Low”, “Moderate” or “High”.
Use the free text space for additional comment.

Note that a qualification that is of limited value in your current job may be of higher value elsewhere in the organisation.

Occupational skills ccumulated occupational skills over their employment years.

These can be attached in a Many senior staff have a separate list, aggregated by skill group or as single skills.

Insert each skill group or single occupational skill and ind the utilisation of each skill group or single skill.

Add rows if required.


(The sample form shows an example of a skill group and single skills.)

Then state the value of that skill in your current job in the organisation, rated as either “Low”, “Moderate” or “High”.

Use the free text space for additional comment.

Skills under-utilised in your current job may be higher value elsewhere in the organisation.
icate of Personal skills and attributes veloped over their careers, a set of personal skills and attributes that are of benefit to Experienced staff members have de the organisation.

These can also be attached in a separate list, aggregated by skill group or as single skills.

Insert your personal skills and attributes and indicate the utilisation of each skill group or single skill.

Add rows if required.

(The sample form shows an example of a skill group and an individual skill.)
Then state the value of that skill in your current job in the organisation, rated as either “Low”, “Moderate” or “High”.

Use the free text space for additional comment.

Your skills and attributes may be more highly valued in project teams and positions elsewhere in the organisation.

Career experience d in several career fields, insert the field of career experience and the number of whole years Where you have worke of worked in that field.
State the relevance of that career field to your current job in the organisation and state the value that career field to your work.

The value statement should be rated as either “Low”, “Moderate” or “High”.

Note that you field of experience may be of limited value in your current job; however your experience may be more highly valued in cross-sectoral project teams and positions elsewhere in the organisation.
r Succession planning survey ution made over many years by senior, experienced, qualified, skilled and competent The organisation values the contrib staff.

In order to plan for dealing with an ageing workforce and the potential loss of workplace competencies that would impact on the role of the public sector in supporting the government of the day, your frank and honest opinions are sough on succession planning and workforce structuring.

t Each question enables you to rate your response as the ten boxes.
This survey, in combination with your career skills inventory will enable the development of an organisational structure and recruitment strategies, to procure those skills and experience that will maintain these competencies within the public sector.

A skilled and experienced public sector will be required by the government day to provide sound advice and to carry out the legislative obligations of government.

a level of compliance or order of scale.

Insert a letter X in one of of the 8.


PRIVACY STATEMENT The information collected in this form and surve been collected.

See the organisation’s full privacy policy at the internet site: www……………….

y will be stored securely and only used for the purposes for which it has 9.

CONTACT OFFICER The contact officer for this form and survey is: ………………………………………………………………………………… Page 5 of 5