Victorian Public Service Learning and Development Network Friday April 27th 2012 Minutes – ACADEMY MEETING OPENED BY Benjamin Elisha AT 09:15 Attendees: Kevin Scott Tom Rawlings Steven Curry Theresa Banks Peter Baiguerra Garth Murfitt Ruth Fleming Terri Scott Treasure Jennings Jenni Allison Voula Andritsos Jessica Sanders Robyn Thompson Joanne Stefan Rowena Moore Stuart Croom John Hollway Gareth Sambrook Sandy Demel
Chair: Ben Elisha
1
ITEMS FOR DISCUSSION Welcome and Introduction Staff from the VPS L&D Network was welcomed with introductions. The procedures for the day were outlined. As per previous L&D Network meetings, the theme for the day was “The Learning Hub”. The Learning Hub: This was presented by the Education Media Unit Team and showcased the features of the the Learning Hub and its application to the business at the Academy and within Victoria Police. The presentation also included the podcasting facilities and its relevance to the various programs on offer at the Academy. Action Points: Staff from the Education media Unit will be available if there are any related follow up questions or enquiries from any member of the VPS L&D Network. Updates from VPS Business Units and other related Learning and Development Matters: Vic Roads- have conducted behavioural competencies workshops. Corporate Leadership Group has set priorities that led to the alignment with nine competencies. There is an existing leadership Capability Framework but the organisation wanted greater development in these outcomes rather than outputs. Consumer Affairs: Current climate with regards to recruitment has affected programs and initiatives on offer. Department of Justice provides an over-arching L&D Framework. Courses that are offered are drawn from a range of mapped courses. DOJ has offered a reimbursement scholarship scheme to enable staff to obtain certain qualifications, but due to the current climate within government, `opportunities within this program have been affected. The risk is that the organisation may lose high achieving staff and the organisation no longer being viewed as an Employer of Choice. CAV has a “Walk in my Shoes” Program in which employees can nominate a role to shadow. There is a high level of support of this program Kevin Scott addressed the VPS L&D Network about a range of topics including the recruitment process, the importance of the Marching Out Ceremony, for both the Recruits and the Protective Service Officers, the numbers of recruits who are involved in the ceremony today, their cultural backgrounds, support mechanism including mentors and Squad Managers. Terri Scott from DPI spoke about transition funding for research and new research being conducted. There is a focus upon change with regards to team development with a variety of tools being used. Subject Matter Experts will be consulted. Focus will also be on the OH&S regarding changes in legislation. Focus on behaviour and attitude change with a focus will be upon Emotional Intelligence. 360 degree feedback to elicit issues relating to self awareness and social awareness. Emotional Intelligence will be an important component of the new leadership course.
2
Mentoring strategies that are used were also discussed. Jessica Sanders from DTF discussed the following: Development of Staff capability through the implementation of a Learning Needs Analysis in order to ascertain where staff need to be with regards to their workplace capability. Sessions will be developed in order for leaders to be able to develop staff capability. Development of working relationships with Directors from Individual Business Units using the 70/20/10 approach. Work is being undertaken with the Economic Division in order to develop skills in Influencing and Advisory Skills. One of the challenges discussed relates to Market Based Solutions. Not a high level of focus placed on L&D. The success of initiatives is measured through increased ‘buy in’ and the promotion of initiatives. Opportunities for improvements related to general data collections. Voula Andritsos from Parliament of Victoria reported that there was some siloing of activities. Initiatives included Social Media and using Twitter. Challenge discussed was to develop a collaborative approach to learning and Development, and this would be addressed through ensuring that there was on going consulting between business areas/units. There were on going enquiries relating to training. Other areas discussed include the following: Change Management. Knowledge Transfer. Mentor Program. Compliance. Manual Handling. Equal Opportunity. On line training. LMS needs to be more developed. There is a program of rotation of roles as part of the Professional Development program. Upgrade from Office 2003 and Office 2010.
John Holloway from the CFA reported the following: 700 paid fire fighters. 800 support staff across 8 regions.
3
Restructure due to Royal Commission Black Saturday Bushfires. Proposal that the operational function is to be taken away from the L&D Function. Development of programs needs to be reviewed.
Stuart Croom from the CFA reported : 2000 Volunteers Assessors who conduct Technical Training Training also focuses upon other areas including interpersonal skills, and business units as part of the Diploma of Business. Study Assistance. 45 Short Courses listed including: Public Speaking Time Management Literacy issues exist with volunteers.
Joanne Stefan from the Department of Justice reported the following: Mandatory Induction is being developed that will include the following: E- Learning Modules Face to face sessions
Modules to be completed every three years Compliance requirement for E Learning. People matters Survey being launched.
On line package at the CEO/Manager’s level. This is to be delivered through the De Loitte leadership package. Target group is to be VPS 5 and 6. Challenges will be conducting induction in the region.
Robyn Thompson from DHS reported on the following: Training being offered includes
4
Change Management Training. Change leadership Personal Cycle of Change EO Development Program to support Leaders Shift to Client centred Model The L&D function is quite dispersed with L&D being undertaken in a variety of ways due to over 11000 people being employed across the organisation. An aim is for requests for training to come through a central point.
Jenni Allison from DBI reported that: HR function has been slightly modified Building of capacity of Business Partners to act as coaches. Due to some staff not being re employed within the department some programs will need to be modified The Grad Project is being sponsored by the Department. Sandy Demel from DPDC reported on the following: Programs being offered include Managing Conflict through negotiation Adapting to change Change Management for Senior Managers Internal capability Model being developed using Subject Matter Experts This is linked to the CERT IV TAE requirements and will reduce the need to provide external providers. Gareth Sambrook from VCAT /DOJ reported on the following:
Current Priorities
• Rollout of new Nexus PDP System & completing all Mid‐Cycle Reviews • Completion of ‘Virtual VCAT’ Broadband Enabled Innovation Program Round 2 bid • Upgrade of accredited workplace assessors from TAA40104 to TAE40110 • Completion of VCAT L&D budget proposal for 2012‐13 aligned to VCAT L&D Strategy 2012‐17
Current challenges
• Uncertainty around VPS in general re: new VPS Agreement & ‘Sustainable Government’ initiative, & in Courts & Tribunals in particular in light of plans to split off from DOJ into a stand alone courts authority (Courts Executive Service or Courts & Tribunals Service) • Marked reduction in the amount of available discretionary effort that colleagues can bring to L&D as a result of Sustainable Government initiative‐ less slack in the system means people are less willing to donate their time to bigger‐picture stuff
Successful initiatives
5
• Rollout of new Nexus PDP System using predominantly online learning for the rather dry systems stuff, backed up with face‐to‐face sessions on how to have effective performance conversations to assist in completing all Mid‐Cycle Reviews • Enlisting the support of the Municipal Association of Victoria & other key stakeholders in the completion of the ‘Virtual VCAT’ Broadband Enabled Innovation Program Round 2 bid
Opportunities for Improvement
• We can still do more in terms of Building a culture of innovation‐ we need something designed to grow resilience in VCAT people & drive out fear‐ make employees brave enough to eschew the old ways of seeing, thinking & doing & try new things to prepare us for future ways of doing business. Unfortunately, the Sustainable Government initiative seems to be making people more risk‐averse likely to stick their neck out & try new things‐ echoes the maxim of ‘you cant shrink to greatness'
Emerging Trends
• Bring Your Own Device (BYOD) exploding the traditional notion of employees working from their desk/fixed location‐ our people want to do more on the move, work in the cloud & not be tied to obsolete/outdated equipment & software
Events of Note
• VPSCIIN Fireside Chat with Ken Lay • SSA ANZSOG Seminar on ‘Unleashing the power of the front line’ • Resurrection of the DOJ L&D Network (rising like a phoenix from the ashes the ‘One Justice L&D Network’ hopefully! • eLearning Playground conference • SSA Seminar on ‘Managing high conflict behaviours Other Items discussed during this section of the Network Meeting: Government providers Training Panel to be used across the VPS Participants went on a tour of the Academy. Facilities including the Chapel, the Scenario Village and the Educational Media Unit were shown to the network participants. Some of the participant remained for the Marching Out Ceremony that commenced at approximately 1 p.m.
E. NEXT MEETING: Friday June 15th at Parliament House from 9:30 a.m. - 12:30 p.m. Meeting closed at 12:30
6