{"help": "https://data.gov.au/data/api/3/action/help_show?name=datastore_search", "success": true, "result": {"include_total": true, "limit": 100, "records_format": "objects", "resource_id": "f391a5fb-7163-425f-973e-508170554fa4", "total_estimation_threshold": null, "records": [{"_id":1,"code":"SWFP","name":"Strategic Workforce Planning","description":"Develop workforce strategies and plans to determine the current and future workforce and capabilities.","link":null,"category":"Strategic HR ","subcategory":null,"level_1":"Understand workforce planning processes, principles and the organisation’s current environment. ","level_2":"Develop workforce planning processes, provide reliable recommendations to address capability requirements through agile, business linked workforce plans. ","level_3":"Build the workforce planning function in the organisation. Develop the organisation’s workforce planning capability. Drive workforce strategies within the organisation.","level_4":"Communicate and influence strategic workforce planning initiatives to ensure implementation and effectiveness."},{"_id":2,"code":"SHEN","name":"Stakeholder Engagement","description":"Works collaboratively within and across senior leadership and all operational areas of the business to facilitate open partnerships, communication, education, discussion and cooperation between stakeholders to achieve desired goals.","link":null,"category":"Project and Program Management ","subcategory":null,"level_1":"Liaise with relevant stakeholders under direction, to assist in implementing the workforce planning cycle.","level_2":"Engage relevant stakeholders and understand their needs in relation to workforce planningunder limited direction. Educates stakeholders and increases their understanding of collaboration in meet desired goals.","level_3":"Manage stakeholder engagement and cultivatepartnerships with co-design, to support andfacilitate workforce planning and strategy across the organisation. ","level_4":"Enable stakeholder engagement across senior leadership and operational areas to facilitate workforce planning and strategy activities in alignment with the strategic direction. Drives co-design initiatives in partnership with senior leaders."},{"_id":3,"code":"FWSA","name":"Framework/Standards Application","description":"Ability to interpret and apply relevant workforce planning standards such as the International Workforce Planning Standard or APS workforce planning guide to the organisation’s context.","link":null,"category":"Strategic HR ","subcategory":null,"level_1":"Understand and draft policies and processes in alignment with existing relevant workforce planning and strategy frameworks, guidance and standards.","level_2":"Develop policies and processes for the organisation in line with relevant workforce planning and strategy framework, guidance and standards. Conduct workforce planning using those processes.","level_3":"Establish policy frameworks to support the successful implementation of workforce planning processes and of the resulting workforce plans. ","level_4":"Align organisational policies with APS-wide strategic initiatives for workforce planning. Link agency-specific workforce management initiatives to central-level, APS-wide workforce strategies and initiatives."},{"_id":4,"code":"OJSG","name":"Occupational/Job Segmentation","description":"Ability to utilise business and role information to map or group rolesbased on specific traitsto labour market segments or job family framework.","link":null,"category":"Strategic HR ","subcategory":null,"level_1":"Understanding of APS Job Family Model and how to apply it to the organisation’s workforce to linkto the APS and broader labour market. ","level_2":"Ability to utilise workforce information to map roles based on the APS Job Family Model or labour market environment and provide insights into any risks or gaps of the workforceunder limited direction\n\nUnderstandsthe specific operations of the organisation to be able to adapt the APS Job Family Framework to flexibly suit the organisation’s needs","level_3":"Provides insights and recommendations to the current workforce through workforce segmentation tools and addresses specificworkforce gaps to inform decision making. Educatesandprovidesdirection for mapping occupations to the APS Job Family Framework and linkages to the labour market.","level_4":"Identifies critical objectives to inform workforce planning by identifying and addressing high risks/ gaps in future vs. current roles. \n\nContributes expert knowledge across the organisation in relation to occupational segmentation. "},{"_id":5,"code":"WFOP","name":"Workforce Optimisation","description":"Plan and manage the workforce to deliver enhanced productivity and efficiencies, collaboration and to build organisation culture","link":null,"category":"Strategic HR ","subcategory":null,"level_1":"Monitor and measure employee experience and utilisation of the workplace environment through collecting and analysing qualitative and quantitative data.","level_2":"Generate insights on the employee experience, identify risks against business strategy and deliverables and provide recommendations to improve the workplace, and workforce and organisational performance.","level_3":"Strategically plan and manage the workplace environment to support workforce productivityand efficiency, and support cultural change","level_4":" "},{"_id":6,"code":"WOSF","name":"Workforce and Organisational Strategy Formulation","description":"Establish workforcestrategies and priorities that are aligned with current and future business needs. Influence the organisation's business strategies from the perspective of integrated workforce managementand workforce capability","link":null,"category":"Strategic HR ","subcategory":null,"level_1":" ","level_2":"Assist with the development of workforce management programs and initiatives in the organisation","level_3":"Develop workforce plans and programs in support of organisational strategies. ","level_4":"Lead and implement organisational (including workforce) strategies in line with business priorities. Actively promotes strategies across the business and may be responsible for implementation. "},{"_id":7,"code":"WFAI","name":"Workforce Analysis & Insights","description":"Understanding of statistical and analytical techniques to generate insights from data, dashboards and analytics. Knowledge of various labour market data sources to utilise for analysis and insights.","link":null,"category":"Research and Data Analysis ","subcategory":null,"level_1":"Understand and monitor workforce data to inform workforce strategy development and implementation. Ability to identify relevant labour market data sources for analysis and insights. ","level_2":"Conduct data analyses and draw insights to assist with decision-making and highlight organisational risks. ","level_3":"Manage complex data analyses and workforce research/ experiments. Align requirements to organisational needs to draw and present relevant business insights to address organisational risks and needs.  ","level_4":"Direct the investigation of business issues through data analytics and business insight generation from workforce and business data. Utilise various internal and external (incl. labour market) data sources relevant to the organisation."},{"_id":8,"code":"BSAC","name":"Business Acumen","description":"Integrate business priorities, perspectives and desired outcomes with workforce management decisions, operations and activities to drive workforce initiatives from a business angle. Understanding of the business (finance, funding model, culture, core business) to determine how this impacts the workforce.","link":null,"category":"Strategic HR ","subcategory":null,"level_1":"Assist with the integration and implementation of workforce programs and activities in alignment with business strategies. Understanding of the business (finance, funding model, core businessareas and deliverables,culture,) to determine how this impacts the workforce.","level_2":"Implement workforce programsand activities in alignment with business priorities and strategies. Understandhow the program impactsand interacts with other areas of the business. ","level_3":"Design workforce programs and activities in alignment with organisation’s strategic direction. Understand how the program impactsand drives integration with relevant areas of the business.Able to explain business direction and workforce implications to leaders, broader HR team and more junior workforce planners.","level_4":"Influence business strategies by providing inputs related to the workforce agenda. Understands and enables workforce program integration with other areas of the business, such as alignment of workforce initiatives with budgeting and business planning."},{"_id":9,"code":"OCDP","name":"Organisation Culture Development","description":"Identify, assess and encourage workplace values and behaviours to foster an engaged, inclusive and high performing workforce.Facilitate the appropriate culture to embed strategic workforce planning capability across the organisation","link":null,"category":"Strategic HR ","subcategory":null,"level_1":"Understand organisational culture in practices and programs. ","level_2":"Embed organisational culture in practices and programsunder direction of other team members.","level_3":"Implement plans to build organisational culturewith limited direction, to achieve desired business goals","level_4":"Drive and lead organisational culture in alignment with the organisation’s objectives.Technical understanding of culture within the organisation and contributes to senior leadership discussions regarding culture. "},{"_id":10,"code":"RPAN","name":"Reporting & Analysis","description":"Collect relevant data for the purpose of generating business and workforce insights, reports and dashboards. Utilise appropriate visual analtyics systems (excel, Tableau, Power BI, Qlick) to present information in adigestible format","link":null,"category":"Research and Data Analysis ","subcategory":null,"level_1":"Assist with the collection of relevant data from workforce information or talent management systems and other relevant data sources (eg: staff surveys). Draw insights to inform the organisation on key statistics.","level_2":"Assist with the development of complex workforce reports and dashboards. Competent with statistical systems such as Excel, Tableau, Power BI, Qlik and other similar visual analytics systems. ","level_3":"Manage complex reporting projects from end-to-end. Communicate and present any findings, strategic business and workforce insights using visual, timely updated reports and dashboards.","level_4":"Develop the organisation’s workforce analysis function. Drive the organisation’s workforce reporting and analysis agenda and ensure alignment with strategic priorities. Influence business decision-making based on evidence and relevant knowledge. "},{"_id":11,"code":"RSIV","name":"Research and Investigation","description":"Undertake research to gather evidence and assess validity of information to inform workforce planning responses to complex problems. Knowledge of various research methods, including internal and external benchmarkingto generate strategic workforce foresight.","link":null,"category":"Research and Data Analysis ","subcategory":null,"level_1":"Assist in undertaking desktop research to provide evidence-based recommendations in relation to workforce planning","level_2":"Undertake comprehensive research and identify appropriate methods to address workforce planning issues. ","level_3":"Manage workforce research projects end-to-end, identifying recommendations to respond to complex workforce planning issues. Determine the most appropriate research methods to enable strategic workforce foresight. ","level_4":"Drive, lead and influence the organisation’s strategic business research agenda. Influence business decision-making and provide recommendations based on evidenceand knowledge. "},{"_id":12,"code":"WDRM","name":"Workforce Data Risk Management","description":"Develop and implement risk management plans to support the continuity of businessoperations and services for workforce data and reporting. This includes governance, appropriate risk management for the collection, sharing and ethics/utilisation of workforce data","link":null,"category":"Research and Data Analysis ","subcategory":null,"level_1":"Understand workforce data and associated data risk management policies and processes in an organisational context. ","level_2":"Implement and apply solid data management (incl. risk management) controls and governance within the organisation. Understand relevant legislation and frameworks including the Australian Privacy Principle 5 collection notice, Australian Government Public Data Policy and the Five Safes Framework.  ","level_3":"Develop and establish workforce data risk management controls within the organisation, aligned to relevant frameworks and legislation. ","level_4":"Drive and influence good practice workforce data management and usage. Influence broader data management culture within the organisation. "}], "fields": [{"id": "_id", "type": "int"}, {"id": "code", "type": "text"}, {"id": "name", "type": "text"}, {"id": "description", "type": "text"}, {"id": "link", "type": "text"}, {"id": "category", "type": "text"}, {"id": "subcategory", "type": "text"}, {"id": "level_1", "type": "text"}, {"id": "level_2", "type": "text"}, {"id": "level_3", "type": "text"}, {"id": "level_4", "type": "text"}], "_links": {"start": "/api/action/datastore_search?resource_id=f391a5fb-7163-425f-973e-508170554fa4", "next": "/api/action/datastore_search?resource_id=f391a5fb-7163-425f-973e-508170554fa4&offset=100"}, "total": 12, "total_was_estimated": false}}