Learning and Capability Specialist

Abouttheposition

/ This information is essential to describe the position accurately and for record keeping.

Jobtitle

  • A job title should use appropriate terms, considering the VAR3I of the position.[1]
  • Manager should only be used for positions with at least 3 staff, and manager authorities.
  • Once the position has been evaluated, the title should not be changed without good reason. Changing position titles makes record keeping and tracking very difficult.

Created: 6 September 2017
Group: People & Corporate Services / Job family: People
Position number: TBA / Hours worked per week: As required
Manager’s title: Capability Manager / Manager once Removed’s title: Head of People and Culture
Status of PD: Final / Work location: Parramatta
Does the employee need to drive a vehicle as part of the role? Yes / Does the employee have to provide a car for work purposes (budgeted in their TRP?) No
Number of direct reports: 0 / Number of indirect reports: 0

LevelofRole

StafforSpecialist

☐Manager

☐ManageronceRemoved

To be completed after evaluation by job evaluation coordinator only:

Evaluated grade: EA 15

Section1: Purposeandcontext

Nowyou’veestablishedyouneeda newposition,youcan start documenting exactly whatitneeds toachieve. Summarise the mainpurposeofthe position below. It may help to flesh out the accountabilities of the position more first (use Section 2), and return to this point later.Ask yourself:

Whatisthepurposeoftheposition?

  • Whatis the purpose ofthe position?
  • Whatare the major challenges forthe position?

Purpose of the Position

To design and procure learning and development solutions in support of business strategies and objectives targeted at providing Sydney Water staff with the knowledge and skills required to carry out their role. /

Thestructuralcontext fortheposition

/ It may be helpful to sketch the position, who it reports to and who reports to it, below. Include the EA pay level/ICE band for the manager, peers and direct reports where you can.

Whatarethedirectandindirect(dottedlineorstaff-once-removed) reportstotheposition?

Nil /

Section 2:Key accountabilities andoutcomes/tasks

Answer the following questions in the fields provided. You don’t necessarily have to answerthem all – they are there to make you think about the role.

Please refer to the Appendix for standard manager accountabilities.

Leadershipexpectations

  • Does the position have people management accountability with full managerial authorities?
  • Does the position assign and monitor work, but not review work or ContributionDevelopment Plans?
  • How many reports does the position have?
  • Is this role responsible for more than one functional area?
  • Whatdecisions can the position make, in what areas, and what will it need torefer toits manager?
  • Whatlevel ofautonomy will the incumbent have todetermine how they will perform the position?

This position does not have any people management accountability. However, this role regularly manages a large number of vendors to complete the design, development and delivery of training interventions in Sydney Water. /

Technicalaccountabilities

  • What are the technical accountabilities of the position?
  • Are there any guidelines thatprovide the parameters forthe position?Ifso,are they internal policies, or external standards or legislation?
  • Whatis the time span forthe longest continuous taskforthe position (eg 1day,3months, 2years?)

•Design and/or procure learning & development solutions. Scope and specify requirements. Select and negotiate with vendors. Co-ordinate vendor activities. Plan and execute pilot programs.
•Manage, develop and sustain the partnership with SWSi TAFE and other key learning vendors. Service national water package, educational and compliance training needs. Maintain MoU and contractual requirements.
•Network and manage relationships with external water associations and bodies to promote Sydney Water’s training and assessment interests and contribution to the water industry. Attend meetings. Maintain relevancy. Organise technical representation and support. Promote and assist with the organisation and running of NSW WTAN.
•Manage, design and maintain Corporate mandatory training at a suitable quality and standard that delivers on its purpose and intent.
•Manage Sydney Water’s compliance training programs. Ensure deliver on purpose and intent to service and meet Sydney Water’s statutory and/or safety compliance requirements.
•Provide learning and development expertise to advise and support the design of capability frameworks
•Identify and implement appropriate learning strategies and methodologies to fulfil project outcomes (e.g. modes of delivery, instructional activities).
•Ensure that all design projects meet specification and follow sound learning practices.
•Develop and maintain constructive relationships with external vendors. Organise and facilitate meetings. Resolve issues.
•Develop and maintain collaborative relationships with internal stakeholders requesting the design of training solutions. Provide appropriate support and guidance.
•Coordinate with the Business Centre’s training delivery team to effect a smooth transition from design to delivery.
•Maintain oversight of the design, implementation and continuous improvement of Sydney Water’s in-house competency programs.
•Deliver learning and coaching programs.
•Design and implement a Level 4 Kirkpatrick evaluation (or similar) methodology.
  • Planning Accountabilities
•Design solutions in accordance with the learning design and delivery cycle.
•Develop project plans to co-ordinate design activities.
•Co-ordinate and run pilot programs.
•Carry out all work in accordance with the Training and Development policy.
•Use Sydney Water's LMS. /

Systemsaccountabilities

  • What systems does this position own?

Systems or process accountability:
• Learning and development needs assessment
• Learning and development program design
• Learning and development Program Evaluation and Analysis /

Processaccountabilities

  • What processes is this position accountable for?

Click here to enter text. /

Internal working relationships

  • What positions in the organisation does this position get critical input from?
  • What positions in the organisation does this position provide critical input to?
  • What positions does this position need to interact with?
  • What is the most difficult internal communication the position must engage in?

This role will provide strategic people services to the Executive, senior managers and staff.
Advise the capability management and business leaders on capability management requirements & the investment required to meet Sydney Water strategic objectives. /

Customers(external)

  • What competitors will the position need to be aware of?
  • Who are the customers and stakeholders forthis position?
  • Whatcustomer accountabilities and deliverables does the position have?
  • What is the most difficult external communication the position must engage in?

Manage external consultants and training providers providing services in capability management.
The role will also closely work with vendors, unions and industry bodies.

Impactofposition

  • How does the job add to the capability of the immediate work area?
  • How critical is the position from a unit/group/organisation perspective?
  • How does the position contribute to achieving our Lifestream strategy?
  • What major business improvements will the position be accountable for and what will the impact of them be?
  • Whatis the position expected toachieve in 3 months, 6 months, 1 year,2 years and 5years’time?
  • How will the position’s performance be measured?
  • Indicate the level or range of the position on the contribution spectrum (see footnote).
    Please outline your reasons below:
Contribution Spectrum[2]
☐ Delivery / ☐ Operational /  Tactical / ☐ Strategic
Provide subject matter expertise in capability to its peers in People & Culture as well as to the whole team.
Provide key input into the future direction of people capability with the Customer Strategy & Regulation team.
The role leads a significant change program that will contribute to transforming the group to align with its Lifestream strategy and pillar of
•High Performance Culture /

Financial

  • What$ annual budget does the position control – and what is it for(excluding labour)?
  • What$ annual labour budget does the position control?
  • What other financial accountabilities does the position have?

N/A /

InnovationandComplexity

  • What are the typical, day-to-day challenges the position will need to deal with?
  • What are the most complex problems the position will need to deal with, that require deeper thought and understanding, affecting business operations, people,and finances?
  • What ambiguity does the position deal with?
  • Indicate the level or range of the position on the Innovation spectrum: Please outline your reasons below.

☐Make/recommend minorchanges / ☐Developimproved daytoday processes /  / ☐Leadinnovation andchange
  • Ensuring positive relationships with partners, stakeholders and customers
  • Fostering a collaborative environment and ensure the building of consensus on critical issues
  • Monitor external trends/best practise to identify additional improvement strategies
  • Alignment of capability work across the organisation.
  • Makemajor improvementsor changestoways ofworking
/

Safety

  • What are the safety accountabilities of the position?
  • Will the incumbent be exposed to or impacted by high risk environments or activities?
  • Are there any pre-employment medical requirements?[3]
  • Are there any health surveillance requirements?
  • Does the role requires a high-risk work licence?
  • Are there any specific PPE requirements?

The role is expected to ensure the safety of all employees and contractors working within the unit /

Section 3:Knowledge/skills/experience

  • What specific skills are required for the position?
  • What specific competencies are required for the position?
  • Whatis the experience (in years) and the basic knowledge or formal education/qualifications required for the position –as if you were recruiting externally for it?
  • What is the location of the role (eg office/field/plant) and the physical requirementsthatresult from it,if any?

  • Maintains knowledge of best/competitive practices to anticipate trends and create strategies/plans enterprise wide.
  • Relevant tertiary qualifications in Adult education, Learning & Development or related degree qualified.
  • At least 7 years’ professional level experience in Learning and Development in a corporate organisation.
  • L&D Project Management experience.
  • Experience in establishing and implementing company-wide people programs
  • Experience leading and working with all level of employees
  • Experience to work across divisional business teams to influence change strategies and drive implementation of business improvements
  • Strong management and organisational skills
  • Highly developed strategic thinking skills
  • Solution-focused analytical, planning, conceptual and advisory skills
  • Outstanding oral communication, negotiation and interpersonal skills
  • Superior written communication skills to generate high quality presentations, data and advice
  • Extensive ability to engage with people at all levels in the organisation and with external stakeholders
  • Establishes and maintains effective relationships with peers and business customers.
  • Excellent customer service skills
/

Additional notes:

N/A /

Sydney Waterexpects all stafftodo other projects and perform additional duties as required.

Nextsteps

You should now have finished designing the role. Save this document using the convention jobtitle_group_DDMMYYYY

1.Convert the guidelines into a position description, or thumbnail format

Toconvert toa PD or thumbnail:

Click the Hide Info button (on the Home Tab) tohide the guidelines and display just the position description
Click the Show Info button (on the Home Tab) to show the guidelines at any time
Click the Export Summary button (on the Home Tab) to export the job details into a thumbnail formatposition description

2.Provide full job documentation (PD, thumbnail, organisational charts) to your HR Business Partner or Specialist, who will review the documentation; then log a request via the Business Centre for an evaluation.

3.Ifrequired,arrangefortheroletobeevaluated

Learning and Capability SpecialistPage 1 of 6

Version 6/09/2017

Appendix

Learning and Capability SpecialistPage 1 of 6

Version 6/09/2017

[1]What is VAR3I ?

VAR3I is a set of manager authorities within the Sydney Water Leadership Framework, as below.

• Veto appointment with good reason

• Assign tasks

• Review, recognise and reward

• Initiate removal with due process and good reason

[2]Delivery – deliver own output by following set procedures, or according to operational targets

Operational – Set and achieve objectives which has an impact on others

Tactical – Provide input into or develop new products or processes

Strategic – Establish and implement business strategies with a longer-term focus

[3]Including Schedule 14 – WHS regulation 2011