Australian Government Architecture Reference Models Version 3.0

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Measurement Area Rationale Defined by
[5102]
Expertise
[5103]
Availability (HR)
It can be difficult to measure
employee expertise in a
quantitative way. What often
happens is that the factual
recordings of employee
attributes in the multiple
variables described below
(skills, experience, training and
qualifications) are translated
into an inferred, agencydefined,
qualitative indicator of
employee expertise.
Understanding the expertise of
agency employees facilitates
business continuity and
workforce planning activities; if
labour resources allocated to
the delivery of a government
program are not suitably trained
and qualified or lack necessary
experience, there is an
increased likelihood that the
required outputs will not
perform to required levels.
Furthermore, knowing the
expertise possessed by the
employees allocated to a
business process is
fundamental to explaining the
level of performance (efficiency)
of that process or activity, and
the quality of the output it
delivers.
The availability of HR as an
input is a measure of how much
employee labour is available for
the execution of business
processes (the undertaking of
work). Availability is a
quantitative multivariate
attribute that compares the total
volume of employee labour
available (capacity) with the
volume of employee labour
already consumed or committed
(utilisation).
Knowing the availability of HR
facilitates efficient capacity
management of agency-run
projects, operational processes
and other activities the agency
engages in.
Australian Government Architecture Reference Models Version 3.0
A. Skills and experience
Qualitative measures of the informal/on-the-job training
and skills that employees have acquired through their
employment within an agency or through previous
employment.
B. Training
Qualitative measures of the formalised training provided
by an agency, but not endorsed or recognised by a
professional body. Examples include:
� undertaking security training within government
departments
� ICT induction training
� contract and procurement training.
C. Qualifications
Qualitative measures of the formal training undertaken by
and qualifications held by agency employees. These
measures include both agency-funded training programs
and other programs completed by employees outside of
the agency.
A. Capacity
Quantitative measures of the maximum workload that
can be accommodated by an employee allocated to a
business process. Sources of data for this variable
include:
� total number of hours an employee is available for
work
� FTE hours funded by a business initiative for work
� part-time employee hours available to a business
initiative.
B. Utilisation
Quantitative measures of the employee labour consumed
by, or reserved for, the undertaking of work. Utilisation of
an HR resource is the amount of employee time
consumed servicing a business initiative.