Nominations

This nomination process applies to the Leadership Academy high potential and high performer leadership programs which includes Aboriginal Career and Leadership Development Program (ACLDP), Leading Executives and Leading an Agency. Leading the Sector is an opt-in program. The difference between high potential and high performer nominees is covered below.

The Leadership Academy recognises that Cluster departments and Separate Agencies have different internal talent identification processes for identifying their high potential and high performing leaders. All nominees for these programs are expected to be endorsed for nomination through their Cluster department or Separate Agency internal talent identification process. This includes endorsement by departmental secretaries and heads of separate agencies.

Departmental secretaries, heads of separate agencies and HR Directors are advised directly by the Public Service Commissioner when nominations are open. 

For more information on your Cluster department’s/Separate Agency’s internal talent identification and nomination process please contact your HR team.

 

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High potential eligibility

All high potential nominees must meet all the eligibility criteria.
A nominator must be an Agency HR delegate.

To be eligible for nomination to a Leadership Academy high potential program the nominee must meet the following criteria:

  1. Be currently employed in an ongoing role or a minimum 18-month temporary role,
  2. Meet the Secretaries Board definition of high potential leader for the NSW Leadership Academy who is someone who has the potential to be promoted two levels* above their current role within the next five years (one level within two years for Aboriginal Career and Leadership Development Program nominees) AND demonstrates the following high potential characteristics:
    • learns and adapts quickly
    • effective leadership style
    • engaged and committed
    • motivated to deliver for the people of NSW
    • values driven and
    • seeks to diversify their experience.

    * Moving two levels can be within the same band i.e. to a role of greater complexity.

  3. Has a work classification as detailed below:

    • ACLDP - Clerk Grade 7/8 or equivalent
    • ACLDP - Clerk Grade 9/10 or equivalent
    • ACLDP - Clerk Grade 11/12 or equivalent
    • Leading Executives - Senior Executive Band 1

High performing eligibility

All high performing nominees must meet all the eligibility criteria.
A nominator must be an Agency HR delegate. The subsequent application and assessment process will confirm the nominee’s suitability for the program and sustained performance over a period of time.

  1. Be currently employed in an ongoing role or minimum 18-month temporary role
  2. Demonstrate the following characteristics:
    • Performance exceeds expectations for the role
    • effective leadership style
    • motivated to deliver for the people of NSW
    • values driven
    • open to opportunities to impact/influence culture
    • motivated to be a change agent, and
    • learns and adapts quickly.
  3. Has a work classification as detailed below:
    • Leading Executives - Senior Executive Band 2
    • Leading an Agency - Senior Executive Band 3

 

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Selection

It is expected that all nominees meet the Leadership Academy program’s eligibility criteria. Agencies should select nominees who are most ready and suitable for either the Leading an Agency, Leading Executives, or ACLDP programs.

The Leadership Academy recommends using the nine-box grid and diversity guidelines as part of the talent management strategy to differentiate suitability and readiness of nominees.

The Leadership Academy provides a range of questions that should be used in the nomination process to collect and assess insights from the nominee and their manager. 

In line with the Premier’s “driving public sector diversity” priority, consideration should be given to the diversity of nominees in the final shortlisting.

The Public Service Commissioner approves the successful nominees for the sector.

 

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Leadership pathways

The delivery of world-class public services and superb outcomes for the people of NSW requires talented leaders. 

The NSW Leadership Academy aims to create a pipeline of these skilled leaders, who in turn develop the capability and potential of their teams and colleagues. 

Our programs are designed to amplify the existing abilities of participants and provide them with skills needed for transitions in their leadership journey, from one level of management to the next. 

Members of the Leadership Academy achieve greater breadth to their leadership repertoire, gain mobility opportunities, benefit from the exchange of ideas with other cross sector participants and collaborate on sector-wide complex or wicked problems.

Leadership Impact

Leadership Academy participants will experience development that enables them to have a greater personal impact on teams, results, systems, culture and citizens in meaningful ways.  The NSW Public Sector Leadership Framework has identified the emerging needs and trends in contemporary leadership required for a world-class public service.  This framework will be used to guide the development experiences of Leadership Academy participants.