Why do we need the Capability and Leadership Framework (CLF)?
Queensland government agencies have traditionally used a variety of performance management tools. The CLF is a tool created for the whole of the Queensland Public Service to help develop the workforce and improve overall performance and service delivery with consistency across agencies.
Where did the CLF come from, why are we using this?
The CLF is the overarching capability framework for the Queensland Public Service for identifying, understanding and building leadership and capability across the public service. It describes the behaviour expected of public service staff at every level from base grade to the Director-General.
How can I use the CLF?
You can use the CLF in performance development and management, recruitment and selection, talent management and workforce planning processes, and leadership development initiatives.
How does the CLF help with staff development?
The CLF provides employees with a framework and language to use in performance development conversations. This assists with:
How does the CLF help with managing unsatisfactory performance?
In describing a range of capabilities and the underpinning behaviours expected of public service employees at all classification levels, the CLF provides a starting point and a language for focused performance conversations. Managing unsatisfactory performance will be a process seldom used if performance conversations are undertaken regularly and plans are acted upon. The Managing Unsatisfactory Performance policy provides guidance for managers.
What if my role includes higher level CLF capabilities than those for my classification?
Rarely does a job conform exactly to a role description and, in challenging employees to stretch their capabilities, it is not unusual for higher level tasks to be given to those who are ready for further development. You cannot evaluate your classification level using only the CLF.
Will the CLF lead to a more comprehensive and equitable classification system across government?
In time there will probably be greater alignment of roles at certain classification levels across government; however, there will still be specific requirements within agencies to meet particular service-delivery requirements in different work contexts.
How can the CLF help me give feedback to staff?
You can use the CLF to identify behaviours that are applicable to employees at their classification level. Let your staff members know that you appreciate that they use those behaviours and how they contribute to meeting team and organisational goals. You can use the language of the five core capabilities to discuss current and future work, identify any gaps in your team's capabilities, and select opportunities for team and individual development.
How does the CLF relate to me and my responsibilities?
The CLF provides a framework in which the optimum behaviours for all Queensland Public Sector employees are articulated, according to classification levels. It demonstrates areas where significant development is required to move from one level to the next. It enables you to self-evaluate against your current level of responsibility and identify capabilities you may need to enhance in order to perform your current role to a high standard. It enables you to plan your career development through identifying the core capabilities required at every level of the public service.
What practical steps do I need to take to implement the CLF?
As a manager or team leader, you need to:
As an employee, you need to:
You can download relevant parts of the CLF and a self-assessment template from the Public Service Commission website. 
How does the CLF affect the department?
The CLF provides a tool for use across government in the development of public service capabilities. It promotes consistency in performance development across agencies, and provides a shared language to describe the responsibilities and work of public service employees. The department will enjoy more consistency with other agencies in those human resource functions in which the CLF is incorporated.
Is the CLF to be used to evaluate positions?
No. This is done by a team of HR specialists using the Job Evaluation Management System (JEMS).
What is the implementation timeframe?
It is anticipated that the CLF will be mainly implemented by the end of 2010. However, given the range of contexts within which DET staff work, it is likely that full implementation will take longer. The end of 2011 should see implementation completed.
How do I incorporate the CLF into my role description?
The role description team will be updating all roles to ensure consistency. The rewording of role descriptions is occurring in a phased approach starting with SES roles. Once the SES and SO roles are aligned, other classifications will be updated as they are advertised. Please email Workforce Services for more information.
Where can I get access to my current role description?
Please email Workforce Services to obtain the most current role description.
This page was last reviewed on 10 Mar 2011 at 08:42AM
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