Strategy Snapshot - State Services Commission
Strategy Snapshot - State Services Commission
Strategy Snapshot - State Services Commission
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Senior Leadership and<br />
Management Development<br />
<strong>Strategy</strong> <strong>Snapshot</strong><br />
What is the strategy’s<br />
objective and how will<br />
it be achieved?<br />
“Home grown senior leadership talent<br />
always available”<br />
If we …<br />
• Predict the leaders of tomorrow<br />
• Drive development programmes<br />
• Develop the pool of talent<br />
What do chief<br />
executives need to do?<br />
• Know where the leadership talent is<br />
at all levels in your organisation and<br />
how it is being managed<br />
• Encourage your senior managers and<br />
leaders to think about their careers<br />
and aspirations<br />
• Support development programmes for<br />
Māori leaders<br />
• Support the release of your Executive<br />
Leadership Programme candidate(s)<br />
for stretch experiences and think about<br />
how your organisation could offer<br />
stretch experiences for internal or<br />
external staff<br />
• Align relevant HR practices to fully<br />
utilise the Leadership Capability Profile<br />
• Become familiar with the suite of<br />
development options available from<br />
the Leadership Development Centre<br />
and promote their use to your<br />
senior staff<br />
Where can I get more<br />
information?<br />
<strong>State</strong> <strong>Services</strong> <strong>Commission</strong><br />
Telephone: 04 495 6600<br />
www.ssc.govt.nz/elp<br />
Key contacts<br />
Deputy <strong>Commission</strong>ers; Senior Leadership<br />
and Management Development team<br />
Leadership Development Centre<br />
Telephone: 04 473 2222<br />
www.ldc.govt.nz<br />
Key contacts<br />
Chief Executive; Relationship Managers<br />
Why is a successful<br />
implementation of this<br />
strategy important?<br />
• To improve the quality, quantity and<br />
diversity of the senior leadership pool<br />
• To ensure there’s a continually<br />
replenished pool of skilled and<br />
experienced senior managers<br />
• To provide a compelling reason for<br />
talented people to enter and stay in<br />
the Public Service or <strong>State</strong> sector<br />
• To reflect and reinforce the need for<br />
collaboration by chief executives to<br />
deliver results in a complex<br />
environment<br />
What do we mean by a<br />
senior leadership role?<br />
• Chief executive roles<br />
• Other senior roles with high complexity,<br />
considerable accountability for results<br />
and significant impact on the<br />
performance of the Public Service
WHOLE OF GOVERNMENT<br />
COMMUNITY CENTRED<br />
Senior Leadership and Management Development <strong>Strategy</strong> <strong>Snapshot</strong><br />
What are the main elements<br />
of the strategy described in<br />
this snapshot?<br />
Leadership Capability Profile<br />
The standard against which<br />
potential leaders are assessed<br />
and developed.<br />
STRENGTHEN PEOPLE, CULTURE, LEADERSHIP<br />
New Zealand Public Service Leaders<br />
Manage “The Business” and Lead the Change<br />
Have the required<br />
PERSONAL<br />
ATTRIBUTES<br />
And through a depth<br />
and breadth of<br />
EXPERIENCES &<br />
PATHWAYS<br />
Develop and apply<br />
LEADERSHIP ABILITIES<br />
And deliver<br />
RESULTS for<br />
New Zealanders<br />
• Agile mind<br />
• Personal strength<br />
and courage<br />
• Connect with people<br />
• Integrity<br />
• Energy and drive<br />
• Public sector<br />
• Private sector<br />
• Voluntary / Social<br />
• Iwi / Hapu roles<br />
• Overseas experience<br />
• Stretch assignments<br />
• Special projects<br />
• Influential people<br />
• Influential events<br />
Lead with integrity<br />
• <strong>Strategy</strong> forming<br />
• Culture shaping<br />
• ‘Senior Official’ nous<br />
Manage with prudence<br />
• Management of people<br />
• Business acumen<br />
Walk with respect in diverse<br />
worlds<br />
• Stakeholder engagement<br />
• Contributing to<br />
the achievement<br />
of outcomes for<br />
New Zealanders<br />
• Development of current<br />
and future capability<br />
• New Zealand Public<br />
Service regarded as<br />
trusted and acting<br />
in a “spirit of service”<br />
• Support from others<br />
• Cultural respect<br />
• Responsiveness to Māori<br />
• Technical credibility<br />
(as required)<br />
FOCUS ON RESULTS<br />
Who pays<br />
for what?<br />
The Crown<br />
<strong>Strategy</strong> implementation, including funding the<br />
Leadership Development Centre to deliver the<br />
Executive Leadership Programme.<br />
2003 – 04: $2.176m<br />
2004 – 05: $2.176m<br />
2005 – 06: $1.723m<br />
2006 – 07 and outyears: $2.659m<br />
Departments<br />
• Levy to Leadership Development Centre<br />
for general management and leadership<br />
development services<br />
• Co-funding for Executive Leadership<br />
Programme participants<br />
• All other staff development<br />
<strong>State</strong> <strong>Services</strong> <strong>Commission</strong>er’s Fund<br />
Crown funding includes the <strong>State</strong> <strong>Services</strong><br />
<strong>Commission</strong>er’s fund to support the development<br />
of potential leaders in regions, potential leaders from<br />
diverse backgrounds and where development<br />
opportunities are not considered viable because<br />
of genuine funding difficulty.
LEADERSHIP POTENTIAL<br />
Executive Leadership Programme<br />
The flagship service delivered by the Leadership Development<br />
Centre: tailored development to prepare people with the right<br />
stuff for the most senior roles. Use this guide to select candidates<br />
for nomination and discuss with your Deputy <strong>Commission</strong>er.<br />
Criteria for nomination for the<br />
Executive Leadership Programme<br />
• Aspires to leadership<br />
• Has commitment and drive<br />
• Extremely high learning agility<br />
• Has personal attributes described<br />
in the Leadership Capabilities Profile<br />
• Has a consistent high record of<br />
performance<br />
• Capable and performs effectively in<br />
a senior leadership role but requires<br />
additional targeted development<br />
• Is prepared to move out of comfort zone<br />
With high potential<br />
attributes and chief<br />
executve sponsorship,<br />
target for the Executive<br />
Leadership Programme<br />
Departmental<br />
responsibility for<br />
development<br />
In, or ready<br />
for a senior<br />
leadership role<br />
High<br />
Low<br />
LEADERSHIP BACKGROUND: COMPLEXITY, EXPERIENCE, PERFORMANCE<br />
How do the strategy<br />
implementation<br />
partners work together<br />
to implement an all of<br />
government approach<br />
to leadership<br />
development?<br />
STATE SERVICES<br />
COMMISSIONER<br />
• Sets the standard – Leadership<br />
Capability Profile<br />
• Approves entry into the<br />
Executive Leadership<br />
Programme<br />
• Develops leadership<br />
development strategy<br />
and policy<br />
• Evaluates progress of strategy<br />
implementation<br />
• Establishes strategic<br />
relationships such as ANZSoG<br />
and the Tertiary Alliance<br />
Leadership Capability Profile<br />
LEADERSHIP<br />
DEVELOPMENT<br />
CENTRE<br />
• Delivers Executive<br />
Leadership Programme<br />
for <strong>State</strong> <strong>Services</strong><br />
<strong>Commission</strong>er<br />
• Provides programmes<br />
consistent with Leadership<br />
Capability Profile<br />
• Delivers or brokers<br />
other development<br />
opportunities including<br />
stretch experiences<br />
• Supports chief executives<br />
to develop leaders from<br />
mid career<br />
DEPARTMENTS<br />
• Contribute to the pool of<br />
senior leaders for all<br />
government<br />
• Develop and produce leaders<br />
at all levels<br />
• Align HR practices with<br />
Leadership Capability Profile<br />
• Offer stretch experiences
Targeting our best to improve the quality, quantity and diversity of the senior leadership pool<br />
Complementary development options<br />
A selection of offerings to help you develop senior<br />
leaders: see the “Choices” booklet for development<br />
options for staff in their early to mid career.<br />
Development of specialist, leadership and management skills over time:<br />
EARLY MID SENIOR<br />
LEADERSHIP<br />
DEVELOPMENT<br />
CENTRE SERVICES<br />
Career Focus, Course Finder,<br />
Consultant Finder<br />
Seminars, Clinics, Special Events<br />
Leadership in Practice<br />
Executive Leadership Programme<br />
CE Forum<br />
FELLOWSHIPS,<br />
SCHOLARSHIPS<br />
AND TERTIARY<br />
STUDY<br />
Tertiary Alliance<br />
ANZSoG Executive (MPA) Master of<br />
Public Administration<br />
FCO Fellowships<br />
LDC Fellowships<br />
ANZSoG Executive Fellows Programme<br />
Masters Level Public Management<br />
and Policy Studies<br />
Long term development<br />
Executive Leadership<br />
Programme<br />
Purpose<br />
To prepare high-perfoming Public Service<br />
(and <strong>State</strong> sector) senior managers for<br />
leadership roles.<br />
Content<br />
After an in-depth assessment, individual<br />
development plans are agreed and<br />
progress monitored. The plans may include<br />
secondments or stretch experiences,<br />
mentoring and coaching, academic<br />
programmes and specific skills and<br />
management development courses.<br />
Target Group<br />
Managers who are almost ready for<br />
and aspire to a senior leadership role.<br />
Duration/Location<br />
Participants are generally on the<br />
programme for up to five years.<br />
Key Dates<br />
Nominations are accepted at any time.<br />
2004 Assessment Centre dates:<br />
1-4 March 2004<br />
3-6 May 2004<br />
Later dates will be posted on<br />
www.ldc.govt.nz.<br />
Application Process<br />
Nominations are made to the<br />
Leadership Development Centre<br />
by following the process outlined<br />
on www.ldc.govt.nz.<br />
The <strong>State</strong> <strong>Services</strong> <strong>Commission</strong>er<br />
approves entry to the programme.<br />
Costs or Value<br />
Centrally funded development money<br />
complements departmental funding.<br />
Departments pay an average total<br />
of $20,000 per participant, over<br />
three years.
Medium term development<br />
ANZSoG Executive Master<br />
of Public Administration<br />
Purpose<br />
To provide national and international<br />
learning, networking, collaboration and<br />
research in the areas of public policy, public<br />
management and public administration.<br />
Content<br />
The curriculum includes nine subjects plus<br />
a substantial work-based project.<br />
Teaching methods include practitioner<br />
presentations, panel discussions, case<br />
studies and academic lectures.<br />
Target group<br />
Mid career managers (likely to be<br />
tier 3 – 4 managers, depending on<br />
organisation size).<br />
Duration/Location<br />
A two year part-time post-graduate<br />
qualification, taught in locations<br />
across Australia and New Zealand.<br />
Key Dates<br />
Nomination dates will be advised<br />
in mid 2004 for the January<br />
2005 intake.<br />
Application Process<br />
The Leadership Development Centre<br />
calls for nominations by writing to chief<br />
executives.<br />
New Zealand takes 20 places on the<br />
course each year. The <strong>State</strong> <strong>Services</strong><br />
<strong>Commission</strong>er approves submission<br />
of nominations to ANZSoG.<br />
Costs or Value<br />
Departments pay approximately<br />
$AUS 30,000 per person for the full<br />
programme (includes programme fee<br />
and accommodation; excludes travel<br />
costs and course books).<br />
Entry requirements for the university<br />
of enrolment must be met.<br />
Further information is available<br />
from www.anzsog.edu.au.<br />
Leadership in Practice<br />
(formerly the NZPS<br />
Leadership Programme)<br />
Purpose<br />
To deliver tangible results, including<br />
leadership behaviour changes in<br />
participants and a change leadership<br />
project within the sponsoring organisation.<br />
Content<br />
The programme is based on best practice<br />
leadership concepts, tools and techniques,<br />
including action learning.<br />
Target group<br />
Managers on the cusp of mid – senior<br />
career roles (likely to be tier 2 – tier 4<br />
managers, depending on organisation size).<br />
Duration/Location<br />
The programme takes approximately<br />
nine months to complete and begins<br />
with a five day residential course.<br />
Key Dates<br />
2004 residential course dates are:<br />
15-19 March 2004<br />
28 June - 2 July 2004<br />
16-20 August 2004<br />
Application Process<br />
Applications are made to the<br />
Leadership Development Centre.<br />
Use the forms on www.ldc.govt.nz.<br />
Costs or Value<br />
LDC member organisations<br />
$8,500 + gst.<br />
Non-member organisations<br />
$9,750 + gst.<br />
Later dates will be posted on<br />
www.ldc.govt.nz.<br />
Short term development<br />
ANZSoG Executive Fellows<br />
Programme<br />
Purpose<br />
To help senior executives enhance their<br />
core leadership and management skills.<br />
Content<br />
A mix of theory, case studies and exercises.<br />
Target group<br />
Chief executives and tier 2 senior<br />
managers.<br />
Duration/Location<br />
A three week residential programme.<br />
Key Dates<br />
Date for 2004 will be posted on<br />
www.ldc.govt.nz.<br />
Application Process<br />
The Leadership Development Centre<br />
calls for nominations by writing to<br />
chief executives.<br />
New Zealand takes 15 places on each<br />
programme. The <strong>State</strong> <strong>Services</strong><br />
<strong>Commission</strong>er approves nominations.<br />
Further information is available from<br />
www.anzsog.edu.au.<br />
Costs or Value<br />
Departments pay approximately<br />
$AUS 20,000 per person<br />
(includes programme fee and<br />
accommodation, excludes<br />
travel costs).
Leadership Development<br />
Centre Fellowships<br />
Purpose<br />
To increase the leadership skills and<br />
ability of senior managers who are leaders<br />
and opinion influencers, or emerging<br />
leaders, to bring about change and<br />
improvements in departments and<br />
across the Public Service.<br />
Content<br />
Fellowships are offered for study and to<br />
gain practical experience addressing a<br />
leadership or management subject. The<br />
intention is to combine high-level study with<br />
practical experience or independent work<br />
based research.<br />
Target group<br />
Senior managers of member organisations<br />
(likely to be tier 2 – 3 managers, depending<br />
on organisation size).<br />
Duration/Location<br />
Duration depends on the programme<br />
chosen, and fellowships may be<br />
undertaken in the country of choice.<br />
Key Dates<br />
Applications close in December 2004.<br />
Fellows are announced the following<br />
February and expected to take up the<br />
fellowship by 30 June 2006.<br />
Application Process<br />
The Leadership Development Centre<br />
calls for nominations by writing to<br />
chief executives.<br />
Applicants use the forms and<br />
instructions on www.ldc.govt.nz.<br />
Costs or Value<br />
Two fellowships, with a maximum value<br />
of NZ$40,000 each, are being offered<br />
in 2005.<br />
Foreign and Commonwealth<br />
Office Aotearoa Fellowships<br />
Purpose<br />
To develop talented managers.<br />
Content<br />
Fellows attend a leadership, management,<br />
or HR course in the UK, or undertake<br />
study at a British academic institution, or<br />
participate in a government departmental<br />
work programme, or undertake<br />
independent research.<br />
Target group<br />
Senior managers (tier 2 – 3, depending on<br />
organisation size) and HR specialists of<br />
member organisations.<br />
Duration/Location<br />
Programmes or courses must be<br />
substantial, that is two weeks or more<br />
(or two one-week courses), and<br />
undertaken in the UK.<br />
Key Dates<br />
Applications will be invited mid 2004<br />
and will close later in the year. Fellows<br />
will be announced before December<br />
2004, and expected to take up the<br />
fellowship by 31 March 2006.<br />
Application Process<br />
The Leadership Development Centre<br />
calls for nominations by writing to<br />
chief executives.<br />
Applicants use the forms and<br />
instructions on www.ldc.govt.nz.<br />
Costs or Value<br />
Two fellowships each of £10,000 were<br />
offered for 2004.<br />
Funding is subject to change and<br />
will be advised by the British High<br />
<strong>Commission</strong> in 2004.<br />
Tertiary Alliance<br />
Purpose<br />
To provide tailored tertiary offerings from<br />
(mainly New Zealand) tertiary institutions<br />
brokered by the Victoria University of<br />
Wellington School of Government for the<br />
Leadership Development Centre and Public<br />
Service departments.<br />
Target group<br />
Individuals or groups of managers and<br />
specialists aspiring to leadership roles<br />
or with development needs that are not well<br />
met by standard tertiary offerings, but may<br />
be by a tailored offering.<br />
Content<br />
Varied content sourced from tertiary<br />
institutions in and out of New Zealand<br />
depending on the need specified, but could<br />
include structured seminars, tailored short<br />
courses, standard courses delivered<br />
outside their usual locality or timeframes.<br />
Duration / Location<br />
As required, depending on the<br />
learning need.<br />
Key dates<br />
<strong>Services</strong> are provided on request.<br />
Application process<br />
Contact the Leadership Development<br />
Centre or the Victoria University of<br />
Wellington School of Government to<br />
discuss your department’s requests<br />
for tailored services.<br />
Costs or Value<br />
<strong>Services</strong> are priced on a case by<br />
case basis.<br />
Where can I get<br />
more information?<br />
<strong>State</strong> <strong>Services</strong> <strong>Commission</strong><br />
Telephone: 04 495 6600<br />
www.ssc.govt.nz/elp<br />
Leadership Development Centre<br />
Telephone: 04 473 2222<br />
www.ldc.govt.nz