THE DEPARTMENT OF EDUCATION AND CHILDREN S SERVICES JOB AND PERSON SPECIFICATION

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1 THE DEPARTMENT OF EDUCATION AND CHILDREN S SERVICES JOB AND PERSON SPECIFICATION Title of Position: Workforce Information Analyst Classification Code: ASO5 Type of appointment: Ongoing Temporary Term up to 6 months Other 3 years Exec Term Position Reference Number: Administrative Unit: Department of Children and Education Services (DECS) Directorate: Human Resources and Workforce Development Unit/Section: Workforce Management Position Analysis: Originated by: Tassi Georgiadis Classified by: Corporate HR Services Version Number: 3 Version Date: 16/10/09 Job and Person Specification Approval / / Delegate JOB SPECIFICATION 1. Summary of the broad purpose of the position and its responsibilities/duties. The Workforce Information Analyst Ensures the provision of strategic information and advice in relation to DECS planning, monitoring and reporting activities to other groups within Strategic Recruitment, other clients in Workforce Management and more widely across the organisation and government. Utilises, establishes and manages reporting tools and databases relevant to the collection, storage and retrieval of DECS data as required to support strategic workforce planning and workforce management. Contributes to the development of new techniques and methodologies relating to data collection, data management and reporting, which support policy implementation/development. Ensures that efficient work practices are maintained and upheld within Recruitment and more broadly within Workforce Management. 2. Reporting/Working Relationships Reporting lines are as follows: Manager Strategic Recruitment Unit Manager Workforce Data and Planning XXXX Workforce Information Analyst XXXX XXXX Key working relationships required to support performance outcomes are: Internal: Departmental officers from education and children s services. External: Other Government organisations and agencies. External providers of data services. Page 1 of 5

2 3. Special Conditions Travel: Visits to other government organisations, agencies and children s services and education sites may be required. Current driver s license. Out-of-hours: Some out of hours work may be required. Location: CBD Performance targets: The incumbent will be required to achieve performance targets that are negotiated and mutually agreed with the Line Manager. Conditions: The officer may be assigned to undertake duties within Workforce Management and at the same classification. The appointee may be subject to a Criminal History Check prior to confirmation of appointment. Subject to the release of Commonwealth funding, the position of Workforce Information Analyst are being advertised at this time to ensure timelines for a January 2010 commencement can be met. The positions will have a maximum tenure of three years, subject to the availability of continued Commonwealth funding. 4. Statement of Key Responsibilities/Duties The Workforce Information Analyst ensures the provision of strategic information and advice in relation to DECS planning, monitoring and reporting activities to other groups within Strategic Recruitment, other clients in Workforce Management and more widely across the organisation and government by: Undertaking the analysis of data to support DECS Workforce Planning and to provide advice and information to senior departmental managers. Ensuring departmental officers and others are supported through timely provision of and access to strategic information and data that is accurate and reliable. Providing support to the Strategic Recruitment Unit in relation to workforce planning initiatives especially as they relate to the collection of data and preparation and presentation of reports. The Workforce Information Analyst utilises, establishes and manages reporting tools and databases relevant to the collection, storage and retrieval of DECS data as required to support strategic workforce planning and workforce management by: Providing technical support and advice regarding database design and maintenance, to allow efficient and effective collection of data from children s services and education sites. Supporting the collection, storage and analysis of data to support the work of officers responsible for monitoring and reporting of school and preschool performance. Ensuring the accuracy, reliability, integrity, consistency, and permanence of data and, where necessary, the security and confidentiality of data are maintained. Ensuring computing hardware, databases and information systems are effectively and efficiently maintained and utilised within the unit, in line with departmental policies and procedures. The Workforce Information Analyst contributes to the development of new techniques and methodologies relating to data collection, data management and reporting, which support policy implementation / development by: Documenting, reviewing and investigating current systems and processes to provide recommendations for improvement and further development with a particular focus on Data Warehousing methods and techniques. Preparing appropriate, regular, accurate and reliable reports on the status of program and project performance and progress to management including reporting and use of key workforce metrics and analytics. Participating in workgroups, reference groups and forums that involve the delivery of data management services. The Workforce Information Analyst ensures that efficient work practices are maintained and upheld within Strategic Recruitment and more broadly within Workforce Management by: Utilising effective project management techniques and preparing appropriate documentation, in line with workgroup standards. Adhering to the provisions of relevant legislative requirements. Contributing to a safe and healthy working environment through compliance with OHS&W requirements. Page 2 of 5

3 Observing the principles of good human resource management/practice. Applying the concepts of equal opportunity and the merit principle. Participating in individual and team performance management activities, including the maintenance of task management strategies and tools. 5. Authority Departmental delegations and policies define levels/limits of authority in relation to finance, human resources and administrative requirements. 6. Position Challenges/Context This position works within established departmental policies and operational practices/responsibilities, such that it is not an IT professional role, but rather a data analyst role with a focus on information systems management in the context of data collection, analysis and reporting functions relating to DECS Workforce. Further, through working in partnership with other Senior Officers in the Unit, the position will have a focus on assisting in the development and ongoing management of a Data Warehouse infrastructure to support workforce reporting. The position will also have a focus on supporting the development of key workforce metrics as drawn from core workforce demographics, in turn supporting workforce planning and reporting. This position is funded by COAG. Acknowledged by Occupant / / Page 3 of 5

4 PERSON SPECIFICATION Essential Minimum Requirements (Those characteristics considered absolutely necessary). Educational/Vocational Qualifications Personal Abilities/Aptitudes/Skills Demonstrated ability to work collaboratively as a member of a team contributing to the implementation of data related projects, including identifying problems, searching for solutions and generating ideas and answers where relevant. Demonstrated communication and interpersonal skills to negotiate and liaise effectively at all levels. Demonstrated technical skills in Information systems to provide expert advice and technical solutions in a data management context. Demonstrated ability to work under limited supervision and to a very high degree of accuracy in ensuring the collection, production, analysis and interpretation of valid and reliable data and information. Ability to manage high and varied workloads within strict timeframes to support the work of senior managers. Experience (including community experience) Experience in managing, analysing and presenting data, information and advice to a range of audiences with differing backgrounds. Experience in the use of a range of computer systems and current software used to collect, collate, analyse and generate information. Experience in the preparation of written and verbal reports that are clear and concise. Experience in planning, monitoring and reporting on projects. Knowledge Generic: A working knowledge of policies relating to Occupational Health, Safety and Welfare, EEO and personnel management standards as they relate to the scope of the position. Technical: Knowledge of analysis and interpretation of data and appropriate presentation in order to illustrate particular aspects of information including the use of workforce metrics to effectively report in a workforce planning context. Knowledge of gathering, analysing and reporting quantitative and qualitative data, including key data required to develop detailed workforce metrics for workforce planning and reporting. Knowledge of policies that govern the collection, use of and access to data collected for the purpose of administering programs. Knowledge of Business Intelligence software in particular data warehousing methods and techniques. Page 4 of 5

5 PERSON SPECIFICATION Desirable Characteristics (To distinguish between applicants who have met all essential requirements). Personal Abilities/Aptitudes/Skills Experience Experience in specifying and/or developing Microsoft Access databases, SQL language, ORACLE systems, COGNOS reports or similar tools for reporting purposes (from an end user perspective). Experience in the provision and review of statistical information particularly in the area of program performance. Knowledge Knowledge of information systems development processes. Educational/Vocational Qualifications Appropriate Tertiary Qualification or equivalent. Page 5 of 5

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