ICT Capability Assessment Strategy

Overview

The ICT capability assessment strategy helps the NSW public sector recruit, manage and develop a skilled information and communications technology (ICT) workforce.

The strategy shows:

• what to assess when recruiting or developing ICT staff
• examples of assessment methods for common ICT roles
• guidance on who should carry out assessments
• how to make assessments consistent and reliable.

Using the strategy is not mandatory, but it’s strongly recommended for managers, recruiters and human resources professionals recruiting for ICT roles.

The strategy works with the ICT career pathway framework, which outlines potential career paths. For more detail on assessment methods, see the recruitment and selection guide.

How the strategy can help you

You can use the strategy to:

• select ICT candidates with the right capabilities, technical knowledge and personal attributes
• build stronger ICT teams to deliver business outcomes
• identify staff development needs and create targeted plans.

Assessment principles for ICT roles

Capability framework

All NSW public sector employees must demonstrate certain core capabilities. These capabilities:

• apply across many roles 
• include ethics, responsibility, values and leadership 
• vary depending on the role’s key accountabilities and context.

Sample assessment methods:

• structured interview 
• work sample assessment 
• online assessment (cognitive ability or personality) 
• assessment centre exercises (presentations, role plays, group tasks, in-tray activities).

Occupation-specific ICT skills (SFIA)

These are professional skills specific to ICT roles. They are transferable between ICT jobs but less so outside ICT. They must be developed to progress within ICT careers.

Sample assessment methods:

• structured interview 
• work sample assessment 
• online assessment 
• assessment centre activities 
• proprietary assessments of SFIA skills (optional).

Technical knowledge

Technical knowledge is specialised expertise in areas such as technologies, products, systems, methods or legislation. Assess it only if required for the role.

Sample assessment methods:

• work sample assessment 
• assessment centre exercises 
• structured interview.

Essential requirements

Some ICT roles require qualifications, licences or certifications. These may also validate elements of technical knowledge.

Sample assessment methods:

• interview 
• résumé or CV check for qualifications 
• referee checks 
• background screening.

Other attributes

These cover diversity, values fit, engagement and motivation. Assess them when relevant to the role.

Sample assessment methods:

• application questions 
• interview 
• online integrity test.

Example assessments: Business Analyst (ICT grade 7/8)

Capability framework

Assessments selected:

• behavioural interview questions
• role play scenario.

Example behavioural interview question (Think and Solve Problems and Deliver Results): 

Give me an example of a time when you analysed an established work process and recommended solutions that resulted in improvements to your work.

Probing questions may include:

• Why did you choose that approach?
• What were the results? How did you feel about that?
• If you had to do it all over again, what, if anything, would you do differently?

Example role play scenario (Communicate Effectively and Commit to Customer Service): 
Candidate plays the business analyst; a role player acts as the customer. The task is to explore the customer’s business requirements for a new ICT system. Detailed scenario materials and a scoring system can be developed by the agency or a provider from the Assessment Services Panel.

Occupation-specific (SFIA) capabilities

Assessments selected:

• behavioural interview questions
• work sample assessment.

Example behavioural interview question (Business Analysis – Level 4): 
Tell me about a time when you investigated the business’s operational requirements for a new ICT system.

• How did you analyse the stakeholders’ objectives?
• Which options did you identify for consideration?
• What underlying issues and opportunities did you identify, and how did you use this information to select the most appropriate options?

Probing questions may include:

• Why did you choose that approach?
• What was the outcome of the project for the business? Were their needs met?

Work sample assessment:
Task relevant to the business analyst role, developed by the agency or provider.

Technical knowledge

Assessments selected:

• interview questions
• work sample assessment.

Example written work sample assessment: 
You are developing the functional design specification for a new Human Capital Management system, which will capture and analyse employees’ performance ratings, skills, capabilities and career aspirations.

• What will be the main inputs and outputs of the system?
• How would you approach each of the main sections of the documentation?

Essential requirements

Assessments selected:

• CV/résumé screening for relevant certifications
• background screening
• referee checks.

Example: 
Ask to see the candidate’s certificate of accreditation in a relevant project management methodology (e.g. PRINCE2).

Other attributes

Assessments selected:

• application questions
• behavioural interview questions.

Example behavioural interview question: 
What attracts you to this role?

Probing questions may include:

• A challenge of this role will be to work with stakeholders experiencing major change. Can you describe your experience working in an environment where emotions were running high?
• How did you stay calm in difficult situations?

Example assessments: Problem Manager (ICT grade 9/10)

Capability framework

Assessments selected:

• behavioural interview questions
• presentation assessment centre exercise.

Example presentation exercise (Communicate Effectively, Commit to Customer Service, Demonstrate Accountability): 
Candidate presents to a group of clients on a major incident:

• the causes of the incident
• how the underlying problem was addressed to limit effects on their business
• actions to reduce the risk of the problem recurring.

Time allowed: 15 minutes preparation, 5 minutes presentation to the panel.

Occupation-specific (SFIA) capabilities

Assessments selected:

• behavioural interview questions
• work sample assessment.

Example work sample assessment (Problem Management – Level 5): 
Candidate reviews information on a recent incident and responds to:

• What were the root causes of the incident?
• How would you document the learnings?
• What changes would you implement to limit recurrence?

Technical knowledge

Assessments selected:

• interview questions
• work sample assessment.

Example interview question: 
Describe a time you developed and implemented an incident management process:

• How did you design it to be efficient and effective?
• How did you coach other ICT staff to apply the process consistently?
• What was the outcome for your customers?

Essential requirements

Assessments selected:

• CV/résumé screening for relevant ICT certifications (e.g. ITIL)
• background screening.

Other attributes

Assessments selected:

• application questions
• behavioural interview questions.

Example behavioural interview question: 
One challenge of this role is ensuring a systematic problem management process is applied across the organisation. How would you approach this?

Probing questions may include:

• How would you coach others to adopt your recommended process?
• How would you respond to any resistance to change?