Workforce Capability Framework

• What are we trying to achieve?

• Why are we trying to achieve it?

• How are we going to do it?

Job Streams

• Quality

• Environment

• Safety

• Frontline

• Engineering

• Project Management

• Design

• Planning

• Estimating

• Human Resources

• Commercial

• Business Development

• Pre-contracts

• Management (MD to Operations)

• Plant Management/Procurement

• Project Support

• ICT

• PR/Communications

HR Stream

• HR Administrator

• HR Coordinator

• HR Advisor

• HR Specialist

• HR Manager

• L&D Coordinator

• Trainer

• L&D Manager

• Workforce Recruiter

• Workforce Recruitment Team Leader

• Resourcing Manager

• Indigenous Affairs Advisor

• Employee Relations Manager

Define Role Profiles

• Define roles within a classification

• Identify levels

• Technical capability

• Accountability

• Behaviours

• Quals, tickets, certs

• Role profiles sit within HRIS

• Mapped to various toolkits

• Centralised control

• Efficiencies

Capturing the data

Interfaces

ROLE PROFILE

Purpose of Role

Key Accountabilities

Technical Cabilities - Skills

Technical Capabilities - Knowledge

Behavioural Capabilities - Attributes

Specialisation: Construction The primary purpose of the role is to drive and support the implementation of quality management systems, while providing strategic and operational advice to the region. Responsibilities •Responsible for supporting strategic direction and working with the Regional Quality Manager - Quality to improve the company's performance, reputation and profitability; •Responsible for coaching and supporting the development of the Region's Quality Professional's; •Responsible for supporting the implementation of robust quality risk management processes across the Region; •Assist with business development, expressions of interest, pre-contracts and project planning; •Supporting the development of risk procedures and the integration with the quality systems processes that ensures risk is effectively controlled across the region. Skills Knowledge Attributes You will need to build credibility, partnerships and apply rigorous and disciplined approaches, demonstrating your ability to be part of a robust management team, while maintaining a focus on the 'big picture'. This position presents an exciting and challenging opportunity for a suitably experienced and qualified quality professional to join our team.

Position Description

ROLE PROFILE

Purpose of Role





John Holland is one of Australia's largest and most diverse specialist contracting businesses with work in hand in excess of $7.5 billion. We pride ourselves on being a market leader in targeted training, career development and remuneration. We provide long-term career options within an equal opportunity workplace where we recognize the importance of flexibility and a healthy work-life balance. We provide long-term career options within an equal opportunity workplace where we recognize the importance of flexibility and a healthy work-life balance. We are looking to appoint an Operations Quality Manager to support the Region, Energy & Resources and its National Specialist Businesses. Based in Brisbane the role will report into the Regional Quality Manager. The primary purpose of the role is to drive and support the implementation of quality management systems, while providing strategic and operational advice to the region. Responsibilities include: •Responsible for supporting strategic direction and working with the Regional Quality Manager - Quality to improve the company's performance, reputation and profitability; •Responsible for coaching and supporting the development of the Region's Quality Professional's; •Responsible for supporting the implementation of robust quality risk management processes across the Region; •Assist with business development, expressions of interest, pre-contracts and project planning; •Supporting the development of risk procedures and the integration with the quality systems processes that ensures risk is effectively controlled across the region. You will need to build credibility, partnerships and apply rigorous and disciplined approaches, demonstrating your ability to be part of a robust management team, while maintaining a focus on the 'big picture'. This position presents an exciting and challenging opportunity for a suitably experienced and qualified quality professional to join our team. We are looking for people to join our company, and to become part of a team focused culture within our rewarding and beneficial work environment.

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ROLE PROFILE

Purpose of Role





QUESTION

Tell me about your experience driving the management of risks on past major projects.

What were the key risks?

Why?

How did you mitigate them?

ANSWER

Skill in quantitative and qualitative risk assessment.

Development and monitoring of risk controls

Actions involved in delivery and implementation of

projects

QUESTION

What did you do to bring potential solutions to issues and problems?

ANSWER

Formulates and poses potential solutions to issues and problems.

Encourages suggestions to resolve issues from

others

Interview Questions

Bringing it all together

Potential Opportunities

External recruitment of skills required

Site Manager Area Manager

Construction Manager Operations Manager Equipment Manager

Frontline Supervisory Stream General Foreman

Foreman Shift Boss

Coordinator General Supervisor

Supervisor

Workforce Stream Junior Foreman Sub Foreman Leading Hand

Laborer/Sub Contractor Skilled Workforce

Tradesman Apprentice

Superintendent Stream General Superintendent

Superintendent

Potential Opportunities

Quantity Surveyor Procurement

Quality or Environment Surveillance

Quantity Surveyor Estimating Assistant

Project Engineer

Project Management Site Engineering

SQE Support roles Training (SQE)

Contracts Management Project Engineering

External recruitment of skills required

Defined Career Path

Competency requirements

Actual competency profile GAP

The next steps

GAP Succession Planning

Talent Management

External Recruitment

Performance Management

Training & Development


• Clearly defined remit

• Consistency from first contact with the company

• Measures that drive desired behaviour


Talent Management





• Development linked to career path

• L&D effort focussed on gap

• Can measure L&D effect by how far the gap closes.


Talent Management




Succession Planning

• Understand the competency gap

• Early intervention

• Develop or source externally


Talent Management




Talent Management

• We know what behaviour high performers exhibit

• Recognise it, reward it

• Focus on operational excellence AND leaders


Talent Management





• Know the gap - focus on filling it.

• Linked closely to succession planning

• Resource forecasting - accuracy

Conclusion

• Role profiles

• Toolkits

• Next steps

• Please wake up now!!

Workforce Capability Framework

Business

Transcript of Workforce Capability Framework