How to apply the framework
Learn how to use the NSW Capability Framework in role design, recruitment, performance, learning and career planning across the employee lifecycle.
About the Capability Framework
The framework gives a common way to describe skills, knowledge and behaviours for public sector roles.
It helps you:
- create consistent role descriptions across the sector
- recruit the right people with the right capabilities
- manage performance and development fairly
- support mobility between roles and agencies
- design targeted learning and career pathways
- plan the workforce for current and future needs.
Using the framework across the employee lifecycle helps build a capable and high-performing workforce.
Applying the framework to the employee lifecycle
Role descriptions explain the purpose of a role, where it fits in the organisation, and what capabilities are needed.
The framework helps you:
- identify the skills and behaviours needed for success
- design consistent role descriptions across job families
- support career mobility across the sector.
Use the role description template to describe capabilities in your roles.
Recruitment should focus on attracting and selecting the best person for the role.
The framework supports this by:
- setting out the capability requirements in the role description
- guiding advertising, selection and assessment processes
- helping managers assess candidates against clear capability standards.
For step-by-step help, see the recruitment and selection guide.
The Capability Framework can be used for employee performance and development.
It helps managers and staff:
- agree on clear expectations for how work should be done
- use observable behaviours to measure performance
- identify development needs and create action plans.
Performance reviews should record these discussions and guide regular feedback.
Capabilities form the basis for planning staff learning.
The framework supports a structured approach, using the 70:20:10 model:
- 70% on-the-job experiences
- 20% learning from peers and mentoring
- 10% formal courses and reading.
This ensures learning is practical and targeted. It should link to current and future role needs.
The framework is also a tool for individual career planning.
It helps employees:
- see what capabilities are required for different roles
- measure their current level of capability
- plan development for career progression or lateral moves.
Capability-based role descriptions make career pathways clearer and easier to navigate.
Resources to support the framework
Capability Framework resources index
Find guides, tools and templates to support consistent application of the framework.
Role description resources
Access resources to help design, develop and update role descriptions.
For more support, see the Manager and Employee User Guides, which include:
- step-by-step actions for using the framework
- toolkits with useful resources
- key reminders for each stage of the employment lifecycle.
Contact us
For more information, contact the Office of the Public Service Commissioner.