State of the service

Organisational capability

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In order to deliver the outcomes set by the Government, Australian Public Service (APS) agencies draw on a combination of their people, processes, systems, structures, and culture. These, together, define organisational capability for both the APS as a whole and for individual agencies. Having an understanding of any gaps in organisational capability is fundamental to support agency planning to best meet Government and citizen expectations.

  • “APS agencies need a combination of people, processes, systems, structures & culture to deliver outcomes

This year, the State of the Service agency survey included a Capability Maturity Model (CMM) for measuring organisational capability. The model incorporates six capabilities: change management, performance management, workforce planning, project management, talent management and innovation.

Each of the six capabilities were measured against six criteria: senior leadership, strategic planning, stakeholder engagement, organisational systems and evaluation, workforce knowledge and skills, and resourcing. Agencies were asked indicate their current level of capability against each criterion and the level they required to meet organisational outcomes across the next three years. This data has been analysed to identify capabilities which need to be strengthened across the APS.

Find out more about measuring agency capability and the Capability Maturity Model (CMM).

Further below is an interactive tool that allows you to examine each of the organisational capabilities assessed with the CMM. APS agencies have been grouped according to function.

Analyses of the CMM data shows that the APS has a good level of maturity in its project management capability. However, work is required to build capability in the areas of innovation, talent management and workforce planning.

In terms of the individual criteria assessed, engaging with stakeholders and allocating resources to capability development are areas where the APS is doing well. However, there is a demonstrated need to focus on building organisational systems and evaluation processes to measure improvements over time.

Specialist and policy agencies report the lowest capability gaps across all criteria, while larger operational agencies demonstrate a more mature approach to workforce planning.

This is an interactive chart. Select agency functional cluster from the top of the chart to view identified capability gaps. This table shows the identified capability gaps, that is the difference between the current and the required future state.

Figure 1.

Interactive Chart: APS Capability Maturity Model Gap Analysis

Paper icon representing the learn more page Learn more about this chart: view data for Figure 1.

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Read the State of the Service Report 2014–15 on the APSC website.

1 Comment

  1. Anonymous

    must keep in mind the socio and political changes occuring nationaly and internationally and make changes to future trends, the big picture down the line is leadership quality learnt or born with and that is finding the right fit and person takes time, and organisational structure and design from bottom up approach and some top to bottom and identify orgnisational gaps and trends before making recommendations and changes to an organisation .