Local Government Capability framework

Focus capabilities for the role are the capabilities in which occupants must demonstrate immediate competence.

The behavioural indicators provide examples of the types of behaviours that would be expected at that level and should be reviewed in conjunction with the role’s key accountabilities.

Select at least one Focus Capability from each Capability Group.

A minimum of 4 and a maximum of 8 Focus Capabilities should apply to most positions. If the position contains Workforce Leadership capabilities, a minimum of 5 Focus Capabilities and a total maximum of 10 is recommended.

• Checks understanding of own role within the team
• Proactively seeks instruction and guidance
• Approaches work tasks with energy and enthusiasm
• Stays up to date with knowledge, training and accreditation in relevant skills areas
• Is willing to learn and apply new skills
• Learns from mistakes and the feedback of others

• Understands what needs to be done and steps up to do it
• Pursues own and team goals with drive and commitment
• Shows awareness of own strengths and weaknesses
• Asks for feedback from colleagues and stakeholders
• Makes the most of opportunities to learn and apply new skills

• Initiates action on team/unit projects, issues and opportunities
• Accepts and tackles demanding goals with drive and commitment
• Seeks opportunities to apply and develop strengths and skills
• Examines and reflects on own performance
• Seeks and responds well to feedback and guidance

• Demonstrates motivation to serve the community and organisation
• Initiates team activity on organisation/unit projects, issues and opportunities
• Seeks and accepts challenging assignments and other development opportunities
• Seeks feedback broadly and asks others for help with own development areas
• Translates negative feedback into an opportunity to improve

• Demonstrates motivation to serve the community, make an impact and advance the organisation
• Models initiative and decisiveness
• Applies and shares knowledge gained through experience and exposure to experts, colleagues and stakeholders
• Proactively seeks opportunities for growth for self and others
• Actively seeks, reflects and acts on feedback, showing a strong capacity and willingness to modify behaviour
• Works to apply strengths and mitigate weaknesses and limitations

• Adapts to changing work tasks and environments
• Is open to new ways of doing things
• Stays calm in difficult situations
• Does not give up easily when problems arise
• Asks questions and offers own opinion

• Adapts quickly to changed priorities and organisational settings
• Welcomes new ideas and ways of working
• Stays calm and focused in difficult situations
• Perseveres through challenges
• Offers own opinion and raises challenging issues

• Is flexible, showing initiative and responding quickly to change
• Accepts changed priorities and decisions and works to make the most of them
• Gives frank and honest feedback / advice
• Listens when challenged and seeks to understand criticisms before responding
• Raises and works through challenging issues and seeks alternatives
• Stays calm and acts constructively under pressure and in difficult situations

• Is flexible and readily adjusts own style and approach to suit the situation
• Adjusts tactics or priorities in response to changes in the organisational environment
• Gives frank, honest advice, even in the face of strong, contrary views
• Accepts criticism of own ideas and responds in a thoughtful and considered way
• Welcomes challenges and persists in raising and working through difficult issues
• Shows composure and decisiveness in dealing with difficult and controversial issues

• Is comfortable with constant change, and able to adjust accordingly
• Provides sound rationale for agreed positions while remaining open to valid suggestions for change
• Creates a climate which encourages openness and debate around critical issues
• Raises critical issues and makes tough decisions
• Persists in the face of significant, complex and novel challenges
• Manages own emotions and acts as a stabilising influence in emotionally charged situations

• Is open and honest
• Tells the truth and admits to mistakes
• Follows the code of conduct, policies and guidelines
• Has the courage to speak up and report inappropriate behaviour and misconduct

• Maintains confidentiality of customer and organisational information
• Is open, honest and consistent in words and behaviour
• Takes steps to clarify ethical issues and seeks advice when unsure what to do
• Helps others to understand their obligations to follow the code of conduct, legislation and policies
• Recognises and reports inappropriate behaviour, misconduct and perceived conflicts of interest

• Acts honestly, ethically and with discretion and encourages others to do so
• Sets a tone of integrity and professionalism with customers and the team
• Supports others to uphold professional standards and to report inappropriate behaviour
• Respectfully challenges behaviour that is inconsistent with organisational values, standards or the code of conduct
• Consults appropriately when issues arise regarding misconduct, unethical behaviour and perceived conflicts of interest

• Models ethical behaviour and reinforces it in others
• Represents the organisation in an honest, ethical and professional way and sets an example for others to follow
• Promotes integrity, courage and professionalism inside and outside the organisation
• Monitors ethical practices, standards and systems and reinforces their use
• Proactively addresses ethical and people issues before they magnify

• Champions and acts as an advocate for the highest standards of ethical and professional behaviour
• Sets a tone of integrity and professionalism in the organisation and in dealings external to the organisation
• Defines, communicates and evaluates ethical practices, standards and systems and reinforces their use
• Creates a climate in which staff feel empowered to challenge and report inappropriate behaviour
• Acts promptly and visibly in response to complex ethical and people issues

• Takes responsibility for own actions
• Completes tasks he/she has agreed to on time
• Is aware of the decisions that need to be referred to a manager or supervisor and acts accordingly
• Takes care of own and others' safety and wellbeing by following safe work practices
• Identifies and speaks up about risks in the workplace

• Follows through reliably and openly takes responsibility for own actions
• Understands delegations and acts within authority level
• Is vigilant about the use of safe work practices by self and others
• Is alert to risks in the workplace and raises them to the appropriate level

• Is prepared to make decisions within own level of authority
• Takes an active role in managing issues in the team
• Coaches team members to take responsibility and follow through
• Is committed to safe work practices and manages work health and safety risks
• Identifies and manages other risks in the workplace

• Is prepared to make decisions involving tough choices and weighing of risks
• Addresses situations before they become crises and identifies measures to avoid recurrence
• Takes responsibility for outcomes, including mistakes and failures
• Coaches team members to take responsibility for addressing and resolving challenging situations
• Oversees implementation of safe work practices and the risk management framework

• Acts in the public interest at all times
• Is prepared to act and take ownership for difficult decisions
• Supports and stands by people in the organisation who have made an honest mistake
• Creates a climate in which people feel supported to take responsibility for outcomes
• Establishes effective governance systems to ensure safe work practices and to mitigate and manage organisational risks

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