The Victorian Leadership Academy has made significant progress since its official launch on 5 September 2016.

  • We’ve appointed an independent assessor.  Following a competitive procurement process, Hudson Global Resources Australia was selected as the independent expert to provide assessment services to the Academy.
  • We’ve produced a suite of assessment tools.  These are designed around the Victorian Public Sector Leadership Capability Framework and incorporate advice provided by senior public servants.

leadership capabililty framework

As part of the Academy’s initial phase, 22 Executive Officers from across VPS recently took part in an assessment and feedback process.  This included:

  • a 360°survey to assess perceptions of leadership behaviour against the Leadership Capability Framework
  • a highly structured, one day development centre incorporating a variety of online and face to face activities tailored to the Victorian public sector context and designed to measure personality traits and capabilities which impact leadership potential
  • a feedback and planning session to discuss assessment results and develop a tailored development plan.

Feedback from participants of the initial phase suggests that the assessments were realistic, challenging, and reflective of the specific Victorian public sector context.

Results from the initial phase assessments were presented to VSB in early December.

A detailed analysis of the assessment results is underway, the findings of which will be used to refine the assessment and reporting tools, and to identify targeted development opportunities for Executive Officers.

Next Year

2017 will see the Academy move into its rollout phase, with plans to assess a further 250 Executive Officers in March and April.


Box 1: Assessment tools developed for the Victorian Leadership Academy

360° survey

Measures the individual’s own perception, as well as others’ perceptions, of behaviours.

Analysis and presentation

Measures an individual’s ability to analyse a variety of documents, develop a strategic plan for the simulated organisation and present this plan in front of an audience. The assessor asks the candidate specific questions around their presentation giving the candidate maximum opportunity to demonstrate their performance against the capabilities.

Stakeholder engagement

Measures an individual’s performance in a one-on-one environment, whereby the individual is required to interact with a fictional stakeholder to discuss an issue. The candidate is required to structure the conversation in an effective way to achieve the best result.

Behavioural interview

Measures an individual’s strength against each capability by getting them to describe past behaviour.

Abstract reasoning assessment

Measures an individual’s ability to draw inferences from, and understand the relationships between, various concepts, independent of acquired knowledge.

Personality assessment

Measures an individual’s preferred way of thinking and behaving in the workplace.

Self-reflection

Measures the individual’s ability to critically reflect on their own performance during each exercise within the development centre.