South Australian Public Sector
MIDDLE MANAGER
Competency Framework
Middle Manager Competencies for the SA Public Sector
Middle Manager Competencies for the SA Public Sector
What is the purpose of the How can you use this competency framework?
Middle Manager Competency
Framework? There are two ways a competency framework can be used.
Firstly, you can assess yourself against the competency level you
would expect to have already achieved. Secondly, you can use a
The purpose of the Middle Manager
higher category of competency framework to assess your future
Competency Framework is to define
development needs.
the management and leadership
requirements that are relevant to all
Before deciding on which competency framework to use for any
middle managers in the SA Public
purpose, it is best to look at the elements of the competencies
Sector.
and compare these with your current duties and decide what suits
best.
This framework categorises two types
of competencies relevant to middle
For example, if you are a middle manager operating at the ASO5
managers: core and common.
or ASO6 level, you may find these competencies a valuable
professional development tool. It is expected that as you progress
The core competencies identified
through your career, you will acquire more of these competencies
in the framework are relevant to all
as you build your experience, skills and knowledge and move
middle managers throughout the public
towards senior management roles.
sector, irrespective of location, agency
or job role. The other component
If you are currently working as an ASO7 or ASO8, you should
of the framework, the common
already possess many of these competencies. This material can
competencies, are relevant to the
provide a useful base for refining your abilities. If, having examined
majority of middle managers in the SA
the competencies, you realise that you can fulfill all of the
Public Sector, but may not be essential
requirements, we suggest using the South Australian Executive
in every case.
Service Competency Framework as a base for further personal and
professional development.
A middle manager can be defined
as someone who is responsible for
Similarly, if you are currently below ASO5 level and aspire to a
managing projects or programs, which
middle management role, you may choose to use the framework
may or may not involve managing
as a guide for your personal and professional development.
people. They may work with teams as
project managers or service delivery
Please refer to the following chart as a guide to the SA Public Sector
managers, or work independently as
Competency Frameworks in broad relation to classification levels.
technical experts such as senior policy
officers or scientists.
Competency frameworks for the SA Public Sector
This framework is just one of many tools
available to public sector employees to AS01* AS02 AS03 AS04 AS05 AS06 AS07 AS08 EXEC
guide performance management and Entry Level
First Line
Employee
development. Manager Middle
Competency Manager
Competency
Framework Competency
Framework
Framework
South Australian
*ASO or equivalents Executive Service
Competency
Framework
1
Middle Manager Competencies for the SA Public Sector
What is competency? What are units of competency?
The SA Public Sector has adopted the Units of competency in training packages are developed by
Australian Government Department of industry to meet the identified skill needs of that industry. Each
Education, Employment and Workplace unit of competency identifies a discrete workplace requirement
Relations’ definition of competency, and includes the knowledge and skills that underpin competency
which states that competency is as well as language, literacy and numeracy; and occupational
‘the consistent application of health and safety requirements. The units of competency must
knowledge and skill to the standard be adhered to in assessment to ensure consistency of outcomes.
of performance required in the
workplace. It embodies the ability What are training packages?
to transfer and apply skills and
knowledge to new situations and Training packages are an integrated set of nationally endorsed
environments’. standards, guidelines and qualifications for training, assessing and
recognising people’s skills. They have been developed by industry
Competency must be demonstrated to meet the training needs of an industry or group of industries.
to the standard required in the Competencies form an important component of training packages.
workplace, and covers all aspects of
workplace performance including:
Unit of competency: The name of the competency.
• performing individual tasks Describes the overall outcome
of the competency.
• managing a range of different
tasks Elements: Each unit is subdivided into a
• responding to contingencies or number of elements. Each element
breakdowns, and describes a more specific outcome.
• dealing with responsibilities of the Performance criteria: These statements specify the
workplace, including working with level to which the job must be
others. performed. They focus on the
evidence required to prove
competence.
Range of variables: This identifies the vast array
of contexts and conditions
within which the performance
criteria apply. It assists by
relating the competency to
different organisations/contexts
and work practices.
Evidence guide: The context within which an
assessment should be undertaken.
This section also lists the necessary
underpinning skills and knowledge.
In order to perform a competency
to the required level, a person
must possess the required skills
and knowledge to be able to
demonstrate the behaviours
within that competency.
2
Middle Manager Competencies for the SA Public Sector
The benefits of using competencies and The middle manager competencies
training packages
Middle managers in the SA Public Sector operate in
There are many reasons why governments and an increasingly complex and challenging environment
industries have embraced competencies and and have multiple accountabilities and roles. Middle
training packages. Essentially, competencies enable managers of today and tomorrow, regardless of their
organisations and professional and technical areas job role, need to be accountable, ethical, manage
to recognise, describe and assess work performance relationships and resources, and deliver quality
against specified nationally agreed standards. outcomes.
Regular reviews of nationally endorsed training
packages, such as the Public Sector Training Package The competencies selected for middle managers
(PSTP), ensure currency. in the SA Public Sector are consistent with the
approaches of other jurisdictions and public sectors
This, in turn, encourages: internationally. The majority of competencies
identified in the framework were drawn from the
• an integrated strategic approach to succession PSTP, and specific competencies were also drawn
and workforce planning, recruitment and from the Business Services Training Package (BSTP).
selection, and performance management and Using these existing competencies has a number of
development advantages. The PSTP was developed by Government
Skills Australia, the recognised body representing the
• better targeting of skill needs public service industry on vocational education and
• a more comprehensive understanding of training issues.
required performance standards by both
managers and employees All endorsed training packages are closely linked with
their particular industry. For example, production
• consistency within and across agencies and of the PSTP is a result of wide consultation with
training and assessment providers. stakeholders in state, territory and commonwealth
governments and represents the industry’s
At the personal level, the use of competencies agreement on the skills required to work effectively
enables individuals to: in the public sector. Similarly, the production of the
BSTP is a result of consultation with the business
• better understand job roles sector throughout Australia, and represents the
• recognise and identify current skills, knowledge agreed standards required to work effectively in a
and abilities, as well as gaps business environment.
• establish career development plans and
pathways
• gain nationally recognised qualifications.
3
Middle Manager Competencies for the SA Public Sector
Middle manager core competencies Middle manager common competencies
The core competencies listed below are regarded The common competencies are relevant to the
as essential to first line managers employed within majority of middle managers in the SA Public Sector,
the SA Public Sector irrespective of job title, agency, but may not be essential in every case. For example,
organisation or location. not all middle managers manage people. These
competencies are important to middle managers
who wish to improve their current performance or
PSPETHC601B Maintain and enhance future career options.
confidence in public service
PSPGOV601B Apply government systems PSPMNGT609B Formulate business strategies
PSPLEGN601B Manage compliance with PSPGOV504B Undertake research and
legislation in the public sector analysis
PSPPOL603A Manage policy implementation BSBHRM402A Recruit, select and induct staff
PSPMNGT602B Manage resources PSPMNGT603B Facilitate people management
PSPMNGT606B Manage quality client service BSBFIM501A Manage budgets and
PSPMNGT615A Influence workforce effectiveness financial plans
PSPGOV602B Establish and maintain strategic PSPPRPC406B Procure goods and services
networks PSPMNGT607B Develop a business case
BSBWOR501A Manage personal work priorities PSPMNGT608B Manage risk
and professional development
BSBMGT608B Manage innovation and
The core competencies are overarched by the continuous improvement
requirement of all SA Public Sector employees PSPMNGT701B Provide strategic direction
to behave ethically and comply with the
South Australian Public Sector Code of Ethics.
4
Middle Manager Competencies for the SA Public Sector
Where can I find these competencies?
Each training package has a national code. For example, the PSTP code is PSP04 and the BSTP is BSB07. There
are more than 80 training packages covering a diverse range of industries.
All endorsed competencies have a national code that may be used to find that competency at training.gov.
au (TGA), the database on Vocational Education and Training in Australia. TGA is the official national register
of information on training packages, qualifications, courses, units of competency and registered training
organisations.
To view the public sector competencies on the training.gov.au website, use the quick search function at the
bottom of the home page. In the nationally recognised training search field, type in Public Sector Training
Package or PSP04. Select the public sector link and the website will display the training package details including
training package components, skills sets and units of competency.
More information on the PSTP can be found on the training.gov.au website.
Both the core and common competencies of the Middle Manager Competency Framework can be found on the
above website. You may also find additional competencies relevant to your particular job role in other training
packages.
5
Core Core middle manager
middle
manager competencies & elements
competencies
- Provide ethical leadership
Maintain and enhance - Balance competing public interests
confidence in public service - Establish and monitor processes and practices that
encourage integrity
.............................................................................................................................
- Apply knowledge of organisational linkages
Apply government systems - Apply knowledge of inter-governmental linkages
- Apply knowledge of political context
.............................................................................................................................
Manage compliance with - Assure legislative compliance
legislation in the public sector - Interpret legislation relating to public sector work
es
- Evaluate compliance outcomes
lic Se c tor Ethic s and Valu
.............................................................................................................................
- Interpret and communicate requirements of policy
Manage policy implementation
- Implement policy
.............................................................................................................................
- Analyse resource requirements
- Develop resource plans to support achievement of
Manage resources business unit objectives
- Allocate resources to achieve stated business objectives
- Review and report on resource usage
.............................................................................................................................
- Analyse client needs
- Deliver service which satisfies changing client requirements
Manage quality client service - Secure employee commitment to the provision of client service
- Promote client service
- Monitor client services
.............................................................................................................................
- Provide leadership to individuals and work teams
SA Pub
- Create a co-operative work environment
- Monitor and respond to workplace emotions
Influence workforce effectiveness
- Motivate the workforce to achieve quality results
- Delegate work to achieve business unit strategic objectives
- Manage up
.............................................................................................................................
Establish and maintain - Identify features of required strategic networks
strategic networks - Identify or establish network links with key stakeholders
- Build strategic relationships
.............................................................................................................................
- Establish personal work goals
Manage personal work priorities
- Set and meet own work priorities
and professional development
- Develop and maintain professional competence
.............................................................................................................................
SPECIFIC - Any number of competencies that are required by
Agency or specific competencies middle managers in their particular agency or division
6
How the Middle Manager Competency Framework
translates into a qualification
ADVANCED DIPLOMA IN GOVERNMENT (Management)
This qualification is composed of seven required units and eight elective units.
Required units
Code Unit In the Middle Manager
Competency Framework?
PPSPETHC601B Maintain and enhance confidence in public service Yes
PSPGOV601B Apply government systems Yes
PSPGOV602B Establish and maintain strategic networks Yes
PSPLEGN601B Manage compliance with legislation in the public sector Yes
PSPMNGT605B Manage diversity Not in ‘Core’ or ‘Common’ list
PSPOHS602A Manage workplace safety Not in ‘Core’ or ‘Common’ list
PSPPOL603A Manage policy implementation Yes
Elective units
Code Unit In the Middle Manager
Competency Framework?
PSPMNGT602B Manage resources Yes
PSPMNGT606B Manage quality client service Yes
PSPMNGT615A Influence workforce effectiveness Yes
BSBWOR501A Manage personal work priorities and Yes
professional development
< your choice, in relation to your work needs > Suggest selection from ‘Common’ list
< your choice, in relation to your work needs > Suggest selection from ‘Common’ list
< your choice, in relation to your work needs > Suggest selection from ‘Common’ list
< your choice, in relation to your work needs > Suggest selection from ‘Common’ list
7
How the Middle Manager Competency Framework
translates into a qualification
If you complete the nine units of the Middle Manager Competency Framework, you will have six additional units to
complete to meet the requirements of the Advanced Diploma (Management) in Government qualification. Of these
six, you must undertake:
• PSPMNGT605B Manage diversity
• PSPOHS602A Manage workplace safety.
You also have the opportunity to select four elective units from Advanced Diploma level. It is suggested that you
select units from the common competency list of the framework. Alternatively, these units can be taken from
any nationally accredited training package, but they should relate to your job or future development needs. Use
your performance management discussion with your manager to identify some possible units.
If you would like further information, please contact:
Public Sector Management Division
Department of the Premier and Cabinet
Phone 8204 9065
