1 Capacity Building Unit, National Treasury 08

Transcript:1 Capacity Building Unit, National Treasury 08:
1 Capacity Building Unit, National Treasury 08 December 2017 i-Develop: Extended SCM FORUM Eastern Cape Province Background 2 i. The Capacity Development Strategy (CDS) NT’s strategy and plan of action to support the development of a high-performance PFM based on a range of diagnostics. iii. The Talent Pipeline Management Strategy National Treasury’s Strategy for enhancing the Talent Pipeline for PFM Requires an assessment of competency gaps to assist with targeted development ii. The Competency Framework for Financial Management (CFFM) Mirrors the CFO structure 9 Technical PFM disciplines 4 occupational roles Includes non-technical competencies (values and behaviours) Individual Capacity Development Strategy (CDS) 3 Four strategic objectives Support the development of an enabling environment Enhance organisational capacity Develop and empower a corps of competent and committed high-performance employees Create an environment that enables and sustains mutually beneficial stakeholder relationships. In order to address Inadequate levels of staff competence Skills shortage in the financial disciplines at the national level Qualifications and ETD solutions not suited to the operational realities of PFM The need to fast-track the professionalisation of staff Capacity Development Strategy For PFM Background 4 Competency Framework for Financial Management (CFFM) The CFFM identifies and defines the major competency areas – core, behavioural and technical The technical competencies are aligned to the CFO Generic Structure Knowledge and Skills areas are defined across 4 occupational roles “Competency frameworks are critical in the design of talent pipelines to ensure a steady flow of capable and motivated employees throughout the Treasuries and Departments”. Background – cont. 5 Integrated Talent Pipeline The development of a suite of competency assessment tools for PFM will be a key input to the components of the Talent Pipeline: Recruitment and selection Development of a career path Succession planning Performance management Training and development What is i-Develop? Assists PFM practitioners to identify their learning and development needs Guides the prioritisation of actions and ETD solutions to address those needs 6 i-Develop is an online assessment tool that: The Assessment Process: Is practitioner-driven Requires a Supervisor verification and an agreed assessment to identify learning needs What you need to know at a glance 7 Competency Statements: Technical Core Behavioural TCDs ASSESSMENT: Self Supervisor Agreed Review Sign-off Raw Data Individual Departmental Provincial TALENT MANAGEMENT: Learning & Development Structure Job descriptions Career paths Recruitment Etc Load Toolkit Reporting STAR STAR STAR Proficiency v/s Importance Quadrant Analysis Proficiency Im[portance Assessment Methodology 8 Importance is understood