Go to top of page

Workforce Capability Success Profile

The Queensland public sector uses Leadership competencies for Queensland to describe what highly effective, everyday leadership looks like across all public sector roles.

Agencies using the Workforce Capability Success Profile or Capability and Leadership Framework can continue to access relevant information on this page.

The Workforce Capability Success Profile (Success Profile) is a leadership competency framework that describes key leadership and management behaviours across 4 roles:

By identifying these roles, agencies consider the value proposition of roles rather than the traditional lens of hierarchical structures or classification levels.

The Success Profile can be used to underpin talent management strategies including workforce planning, leadership capability assessments, performance management, leadership development and succession planning, leadership roadmap and recruitment and selection pathways.

Benefits

  • Provides a common framework and language on leadership expectations.
  • Provides a clear foundation for dialogue between managers and staff about performance and development.
  • Informs decisions about talent recruitment, retention, and succession strategies
  • Guides development activities to build a more mobile career across the broader public sector.
  • Includes key knowledge sets that are critical to delivery of the government’s agenda, including finance, procurement, technology, policy and strategic human resource, championed by subject matter experts from across the sector.

Principles

  • An individual’s capacity to perform in their role depends on the right combination of their relevant technical specialist knowledge and leadership and management behaviours.
  • Individuals experience an increase in role accountability and complexity when transitioning between technical roles to those with a strong focus on management and leadership.
  • Leadership and management capabilities are necessary skills that are transferable across roles and departments.
  • Individuals are responsible for their own career development.
  • The success profile has been developed from best practice approaches to capability building from current QPS agencies, other jurisdictions, and global research in the field
  • Individuals tend to have a number of different careers during their working life, with leadership and management expertise being increasingly transferable as a career progresses.