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.

• Speaks at an appropriate pace and volume
• Uses appropriate body language and facial expressions
• Explains things clearly
• Allows others time to speak
• Shows sensitivity to cultural, religious and other individual differences when interacting with others

• Focuses on key points and communicates in ‘Plain English’
• Clearly explains and presents ideas and technical information
• Monitors own and others’ non-verbal cues and adapts where necessary
• Listens to others when they are speaking and asks appropriate, respectful questions
• Shows sensitivity in adapting communication content and style for diverse audiences

• Tailors content, pitch and style of communication to the needs and level of understanding of the audience
• Clearly explains complex concepts and technical information
• Adjusts style and approach flexibly for different audiences
• Actively listens and encourages others to provide input
• Writes fluently and persuasively in a range of styles and formats

• Presents with credibility and engages varied audiences
• Translates complex information concisely for diverse audiences
• Creates opportunities for others to contribute to discussion and debate
• Demonstrates active listening skills, using techniques that contribute to a deeper understanding
• Is attuned to the needs of diverse audiences, adjusting style and approach flexibly
• Prepares (or coordinates preparation of) high impact written documents and presentations

• Puts forward compelling arguments
• Explains complex concepts appropriately for diverse audiences
• Anticipates and addresses key areas of interest for diverse audiences and adapts style under pressure
• Invites, actively listens and responds respectfully to questions, comments and suggestions

• Shows awareness that he/she is working for the community
• Shows respect, courtesy and fairness when interacting with customers and members of the community
• Listens and asks questions to understand customer/community needs
• Informs customers of progress and checks their needs are being met

• Identifies and responds quickly to customer needs
• Demonstrates a thorough knowledge of services provided
• Puts the customer and community at the heart of work activities
• Takes responsibility for resolving customer issues and needs

• Demonstrates a sound understanding of the interests and needs of customers and the community
• Takes responsibility for delivering quality customer-focused services
• Listens to customer and community needs and ensures responsiveness
• Builds relationships with customers and identifies improvements to services
• Finds opportunities to work with internal and external stakeholders to implement improvements to customer services

• Demonstrates a thorough understanding of the interests, needs and diversity in the community
• Promotes a culture of quality customer service
• Initiates and develops partnerships with customers and the community to define and evaluate service outcomes
• Ensures that the customer is at the heart of business process design
• Makes improvements to management systems, processes and practices to improve service delivery
• Works towards social, environmental and economic sustainability in the community/region

• Creates an organisational culture which embraces high quality customer service
• Ensures that management systems, processes and practices drive service delivery outcomes
• Ensures that community and customer needs are central to strategic planning processes
• Establishes systems to set and monitor service delivery standards in line with customer and community expectations
• Ensures council services contribute to social, environmental and economic sustainability in the community/region

• Keeps team and supervisor informed of what he/she is working on
• Shares knowledge and information with team members and other staff
• Offers to help colleagues and takes on additional tasks when workloads are high
• Is aware of the wellbeing of co-workers and provides support as appropriate
• Is open to input from people with different experiences, perspectives and beliefs

• Encourages an inclusive, supportive and co-operative team environment
• Shares information and learning within and across teams
• Works well with other teams on shared problems and initiatives
• Looks out for the wellbeing of team members and other colleagues
• Encourages input from people with different experiences, perspectives and beliefs
• Shows sensitivity to others' workloads and challenges when asking for input and contributions

• Contributes to a culture of respect and understanding in the organisation
• Creates an atmosphere of trust and mutual respect within the team
• Builds cooperation and overcomes barriers to sharing across teams/units
• Relates well to people at all levels and develops respectful working relationships across the organisation
• Identifies opportunities to work together with other teams/units
• Acts as a resource for other teams/units on complex or technical matters

• Builds a culture of respect and understanding across the organisation
• Facilitates collaboration across units and recognises outcomes resulting from effective collaboration between teams
• Builds co-operation and overcomes barriers to sharing across the organisation
• Facilitates opportunities to develop joint solutions with stakeholders across the region and sector
• Models inclusiveness and respect for diversity in people, experiences and backgrounds

• Communicates the expectation of collaboration across the organisation
• Celebrates successful outcomes of collaboration across the organisation, region and sector
• Establishes systems, structures and practices to facilitate sharing and learning across the organisation, region and sector
• Develops respectful relationships with stakeholders who hold different, even directly conflicting, views
• Sets a tone of inclusiveness and an expectation that all staff respect diversity in people, experiences and backgrounds

• Helps find solutions to problems he/she raises
• Uses facts and sound reasoning to make a case
• Listens to understand others' interests and needs
• Is tactful when disagreeing or proposing a different approach or outcome
• Works towards mutually satisfactory outcomes

• Builds a network of work contacts across the organisation
• Approaches negotiations in the spirit of cooperation
• Puts forward a valid argument using facts, knowledge and experience
• Asks questions to understand others’ interests, needs and concerns
• Works with others to generate options that address the main needs and concerns of all parties

• Builds a network of work contacts/relationships inside and outside the organisation
• Approaches negotiations in the spirit of maintaining and strengthening relationships
• Negotiates from an informed and credible position
• Influences others with a fair and considered approach and sound arguments
• Encourages others to share and debate ideas

• Builds and maintains professional relationships inside and outside the organisation
• Makes a strong personal impression and influences others with a fair and considered approach
• Establishes a negotiation position based on a firm grasp of key issues, likely points of difference and areas for compromise
• Identifies key stakeholders and tests their level of support in advance of negotiations
• Uses humour appropriately to enhance professional relationships and interactions
• Pre-empts and minimises conflict by working towards mutually beneficial outcomes

• Credibly promotes the organisation’s position in the community, region and sector
• Builds and maintains a wide network of professional relationships outside the organisation
• Obtains the commitment of key stakeholders to major projects and ensures ongoing communication
• Uses understanding of decision-making processes and networks to determine the organisation’s bargaining strategy
• Uses sound evidence-based arguments supported by expert opinion to influence outcomes
• Pre-empts and avoids conflict by identifying contentious issues and directing discussion towards an acceptable resolution

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