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Author Archives: Nicola Vass

Using work-based assessments to assess employee capabilities

work-based capability assessments in talent mobility programs

How the INS talent mobility program and work-based assessments matched staff into new roles across the NSW public sector. The introduction of the National Disability Insurance Scheme (NDIS) heralded an exciting period of change across the disability landscape. However, for all its benefits, it also meant almost one-thousand employees of the NSW Department of Family […]

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The new model of public sector reform: Lessons learned from the NSW talent mobility program

Public sector reform talent mobility program

The introduction of the National Disability Insurance Scheme has meant that some functions of the NSW Department of Family and Community Services (FACS) were transitioned to the private sector. Ordinarily, this public sector reform would involve making many of those FACS employees not transitioned redundant. As a proactive strategy, the NSW Department of Premier & […]

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Transport for NSW: Managing staff in a major restructure across multiple public sector agencies

restructure public sector railcorp

Managing staff in a major restructure across multiple Government agencies. The CEO of NSW based people management and career transition firm, INS, says it is possible to cost effectively manage many staff during a major, simultaneous restructure of several departments or subsidiaries of private firms or of multiple Government agencies. Sophia Symeou says INS helped […]

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Proven ways to keep unions onside during reform

unions reform

One of the most challenging roles an HR professional can undertake is dealing with unions. Without the right approach, the process can quickly break down or become combative, leaving you and your team feeling frustrated and ineffective. Sophia Symeou, CEO of INS, shares her proven strategies for keeping unions onside during reform – and giving […]

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8 attributes needed to create Workforces for the Future

attributes-workforces for the future

At INS, we talk a lot about Workforces for the Future and the attributes individuals need to develop to keep up with future job trends. I recently read an article from Apolitical which looked at the views of public servants worldwide on the top qualities needed to work in the public sector. Some industries have […]

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What ‘Australian Jobs 2018’ means for your career change

career-changes-australian-jobs-2018

The Department of Jobs and Small Business has released the AUSTRALIAN JOBS 2018 publication. There are many signs of good news for young people, and people looking to change their career at any age. Importantly, employers are starting to value people’s attributes as much as they do technical skills. Highlights include: “Employability skills, or soft skills, […]

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Organisational culture: What it’s like to work for a company that cares

SFL Ball High Res

Organisational culture is something companies tend not to worry too much about. Particularly in the public sector where change is imminent, organisations frequently place developing a strong culture on the back-burner. But, actively managing organisational culture is vital. It influences the behaviours and attitudes of employees and management, all the while creating an environment that […]

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6 steps to creating an effective talent mobility program for development

Mobility Pathway for Development

With an average job tenure of 3.3 years, Australia’s workforce is seeking mobility more than ever before. An average Australian will have five careers and 17 employers during their lifetime, with younger employees frequently changing careers, retraining, and moving. Studies have shown that employees leave their jobs when they no longer find it enjoyable, when their […]

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Four step roadmap to implement the LGNSW Capability Framework

capability framework implementation

Capability Frameworks provide a common foundation for you to improve and integrate your recruitment, role definition, performance development, and workforce planning processes. Local Government NSW’s (LGNSW) Capability Framework is rising in popularity as a means for local councils to achieve their workforce development goals. We understand that this golden future can be difficult to achieve. Through […]

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Myth-busting public sector talent mobility

Workforce talent mobility refers to an employee’s ability to change roles within their organisation and across the sector. This role variety allows individuals to adopt new skills and bring with them improved processes and a broader-scope outlook. The average Australian changes jobs approximately three times every decade, with an average tenure of 3 years and […]

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The INS Blog covers everything you need to become a public sector talent guru. Topics include talent mobility, capability frameworks, career transition, outplacement, work-based assessments, and more.