SAPS Executive Leadership Competencies

There is an obvious increased emphasis on leadership, self-knowledge and self-development at the executive level in the SAPS. The SAPS has identified 6 Executive Leadership Competencies, described as:

• Creates Vision and Gives Direction
• Develops People
• Manages Resources and Risk
• Promotes and Achieves Quality Outcomes
• Understands Relationships
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The South Australian Public Sector (SAPS), through the Office of Public Employment (OPE), have identified a range of middle management and executive leadership competencies that are considered essential to the effective operation of government departments and services. For those of us who are mere mortals, these competencies provide some useful directions for our own personal and professional development.

The definition of competencies adopted by SAPS originates from the Australian National Training Authority (ANTA), which states, “a competency is the specific knowledge, skills, abilities and behaviour applied within an occupation or industry to the standard required in employment”.

SAPS Middle Manager Competencies

OPE have identified 9 “Core Competencies” for all public sector middle managers, these being:

• Maintain and enhance confidence in public service
• Apply government systems
• Manage compliance with legislation in the public sector
• Manage policy implementation
• Manage resources
• Manage quality client service
• Influence workforce effectiveness
• Establish and maintain strategic networks
• Manage personal work priorities and professional development
This foundation is ideally supplemented by other generic middle manager competencies, which are identified as:
• Formulate business strategies
• Undertake research and analysis
• Recruit, select and induct staff
• Facilitate people management
• Manage budgets and financial plans
• Procure goods and services
• Develop a business case
• Manage risk
• Manage innovation and continuous improvement
• Provide strategic direction
It is interesting to see that the competencies address a range of administrative, planning and leadership elements within the role of middle manager. Not every middle manager will utilise each of these generic competencies in any given role. However, if you have an eye to becoming more “job ready” as a manager, it would be wise to look for opportunities to build and consolidate these competencies. The competencies could provide a basis of discussion and/or negotiation with your manager, with a view to your development as a professional. If your employer has an established performance management system in place, this is an ideal forum in which to explore opportunities for learning and growth.

SAPS Executive Leadership Competencies

There is an obvious increased emphasis on leadership, self-knowledge and self-development at the executive level in the SAPS. The SAPS has identified 6 Executive Leadership Competencies, described as:

• Creates Vision and Gives Direction
• Develops People
• Manages Resources and Risk
• Promotes and Achieves Quality Outcomes
• Understands Relationships
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, abilities and behaviour applied within an occupation or industry to the standard required in employment”.

SAPS Middle Manager Competencies

OPE have identified 9 “Core Competencies” for all public sector middle managers, these being:

• Maintain and enhance confidence in public service
• Apply government systems
• Manage compliance with legislation in the public sector
• Manage policy implementation
• Manage resources
• Manage quality client service
• Influence workforce effectiveness
• Establish and maintain strategic networks
• Manage personal work priorities and professional development
This foundation is ideally supplemented by other generic middle manager competencies, which are identified as:
• Formulate business strategies
• Undertake research and analysis
• Recruit, select and induct staff
• Facilitate people management
• Manage budgets and financial plans
• Procure goods and services
• Develop a business case
• Manage risk
• Manage innovation and continuous improvement
• Provide strategic direction
It is interesting to see that the competencies address a range of administrative, planning and leadership elements within the role of middle manager. Not every middle manager will utilise each of these generic competencies in any given role. However, if you have an eye to becoming more “job ready” as a manager, it would be wise to look for opportunities to build and consolidate these competencies. The competencies could provide a basis of discussion and/or negotiation with your manager, with a view to your development as a professional. If your employer has an established performance management system in place, this is an ideal forum in which to explore opportunities for learning and growth.

SAPS Executive Leadership Competencies

There is an obvious increased emphasis on leadership, self-knowledge and self-development at the executive level in the SAPS. The SAPS has identified 6 Executive Leadership Competencies, described as:

• Creates Vision and Gives Direction
• Develops People
• Manages Resources and Risk
• Promotes and Achieves Quality Outcomes
• Understands Relationships
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aintain strategic networks
• Manage personal work priorities and professional development
This foundation is ideally supplemented by other generic middle manager competencies, which are identified as:
• Formulate business strategies
• Undertake research and analysis
• Recruit, select and induct staff
• Facilitate people management
• Manage budgets and financial plans
• Procure goods and services
• Develop a business case
• Manage risk
• Manage innovation and continuous improvement
• Provide strategic direction
It is interesting to see that the competencies address a range of administrative, planning and leadership elements within the role of middle manager. Not every middle manager will utilise each of these generic competencies in any given role. However, if you have an eye to becoming more “job ready” as a manager, it would be wise to look for opportunities to build and consolidate these competencies. The competencies could provide a basis of discussion and/or negotiation with your manager, with a view to your development as a professional. If your employer has an established performance management system in place, this is an ideal forum in which to explore opportunities for learning and growth.

SAPS Executive Leadership Competencies

There is an obvious increased emphasis on leadership, self-knowledge and self-development at the executive level in the SAPS. The SAPS has identified 6 Executive Leadership Competencies, described as:

• Creates Vision and Gives Direction
• Develops People
• Manages Resources and Risk
• Promotes and Achieves Quality Outcomes
• Understands Relationships
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It is interesting to see that the competencies address a range of administrative, planning and leadership elements within the role of middle manager. Not every middle manager will utilise each of these generic competencies in any given role. However, if you have an eye to becoming more “job ready” as a manager, it would be wise to look for opportunities to build and consolidate these competencies. The competencies could provide a basis of discussion and/or negotiation with your manager, with a view to your development as a professional. If your employer has an established performance management system in place, this is an ideal forum in which to explore opportunities for learning and growth.

SAPS Executive Leadership Competencies

There is an obvious increased emphasis on leadership, self-knowledge and self-development at the executive level in the SAPS. The SAPS has identified 6 Executive Leadership Competencies, described as:

• Creates Vision and Gives Direction
• Develops People
• Manages Resources and Risk
• Promotes and Achieves Quality Outcomes
• Understands Relationships
<
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shed performance management system in place, this is an ideal forum in which to explore opportunities for learning and growth.

SAPS Executive Leadership Competencies

There is an obvious increased emphasis on leadership, self-knowledge and self-development at the executive level in the SAPS. The SAPS has identified 6 Executive Leadership Competencies, described as:

• Creates Vision and Gives Direction
• Develops People
• Manages Resources and Risk
• Promotes and Achieves Quality Outcomes
• Understands Relationships
• Manages and Develops Self
The Executive Leadership Competencies are firmly premised on having a sound strategic overview of the environment and utilising available resources (including human resources) to achieve the goals of the organisation.

So What?

The competencies identified by SAPS are but one way of describing the requirements of effective leaders and managers. However, they are a very useful indication of the kind of personal and professional capacities that you will need if you are to pursue a career in middle management or high-level leadership. For more information on SAPS Middle Manager Competencies visit the relevant pages at the OPE website (www.ope.sa.gov.au). More information about the SAPS Executive Leadership Competencies can also be found at the OPE website (www.ope.sa.gov.au).

Other Resources

Are you interested in more information on First Line Management Competencies? The OPE website (www.ope.sa.gov.au) also provides information relating to First Line Management Competencies.