Role Description Principal Systems Administrator

Transcription

1 Role Description Principal Systems Administrator Classification/Grade/Band Clerk Grade 11/12 ANZSCO Code PCAT Code Date of Approval Primary purpose of the role The Principal Systems Administrator is responsible for planning, designing, supporting and maintaining the ICT systems, and provides leadership and guidance to the other Systems Administrators within the team. Key accountabilities Oversee the operation of IT services to maintain the protection of enterprise information and reliability of service delivery Undertake systematic monitoring and scanning of the enterprise's external environment to identify emerging technologies that have the potential to create value Assess availability, performance and capacity of services and resources to ensure cost-justifiable capacity and performance are available to support business needs and to deliver against agreed Service Level Agreements Key challenges Manage business ICT systems through a lifecycle approach Manage complex and competing demands with multiple stakeholders whilst meeting customer expectations Key relationships Who Internal Manager Work team Clients/customers External Suppliers/Vendors Why Escalate issues, keep informed, advise and receive objectives Determine system requirements and plan for system changes Agree system maintenance activities and provide feedback on projects Inspire, guide, support and motivate team, provide direction and manage performance Review the work and proposal of team members Encourage team to work collaboratively to contribute to achieving the team s business outcomes Resolve and provide solutions to issues Enhance efficiency and quality of service to end users Define scope for projects and maintenance activities Keep abreast of new technologies and trends within the industry Capabilities for the role The NSW Public Sector Capability Framework applies to all NSW public sector employees. The Capability Framework is available at 1

2 This role also utilises an occupation specific capability set which contains information from the Skills Framework for the Information Age (SFIA). The capability set is available at Capability summary Below is the full list of capabilities and the level required for this role. The capabilities in bold are the focus capabilities for this role. Refer to the next section for further information about the focus capabilities. NSW Public Sector Capability Framework Capability Group Capability Name Level Display Resilience and Courage Act with Integrity Manage Self Value Diversity Communicate Effectively Commit to Customer Service Work Collaboratively Influence and Negotiate Deliver Results Plan and Prioritise Think and Solve Problems Demonstrate Accountability Finance Technology Procurement and Contract Management Project Management Manage and Develop People Inspire Direction and Purpose Optimise Business Outcomes Manage Reform and Change Occupation / profession specific capabilities Capability Set Category, Sub-category and Skill Level and Code Service Management, Service Operation, System Software Service Management, Service Transition, Change management Strategy and Architecture, Technical Strategy and Planning, Methods and Tools Level 5 - SYSP Level 5 CHMG Level 5 - METL 2

3 Focus capabilities The focus capabilities for the role are the capabilities in which occupants must demonstrate immediate competence. The behavioural indicators provide examples of the types of behaviours that would be expected at that level and should be reviewed in conjunction with the role s key accountabilities. NSW Public Sector Capability Framework Group and Capability Level Behavioural Indicators Personal Attributes Display Resilience and Courage Be flexible, show initiative and respond quickly when situations change Give frank and honest feedback/advice Listen when ideas are challenged, seek to understand the nature of the criticism and respond constructively Raise and work through challenging issues and seek alternatives Keep control of own emotions and stay calm under pressure and in challenging situations Relationships Communicate Effectively Tailor communication to the audience Clearly explain complex concepts and arguments to individuals and groups Monitor own and others non-verbal cues and adapt where necessary Create opportunities for others to be heard Actively listen to others and clarify own understanding Write fluently in a range of styles and formats Results Think and Solve Problems Undertake objective, critical analysis to draw accurate conclusions that recognise and manage contextual issues Work through issues, weigh up alternatives and identify the most effective solutions Take account of the wider business context when considering options to resolve issues Explore a range of possibilities and creative alternatives to contribute to systems, process and business improvements Implement systems and processes that underpin high quality research and analysis Business Enablers Technology Show commitment to the use of existing and deployment of appropriate new technologies in the workplace Implement appropriate controls to ensure compliance with information and communications security and use policies Maintain a level of currency regarding emerging technologies and how they might be applied to support business outcomes Seek advice from appropriate technical experts to leverage information, communication and other technologies to achieve business outcomes Implement and monitor appropriate records, information and knowledge management systems protocols, and policies 3

4 NSW Public Sector Capability Framework Group and Capability Level Behavioural Indicators Business Enablers Project Management Show commitment to the use of existing and deployment of appropriate new technologies in the workplace Implement appropriate controls to ensure compliance with information and communications security and use policies Maintain a level of currency regarding emerging technologies and how they might be applied to support business outcomes Seek advice from appropriate technical experts to leverage information, communication and other technologies to achieve business outcomes Implement and monitor appropriate records, information and knowledge management systems protocols, and policies People Management Manage and Develop People Define and clearly communicate roles and responsibilities to achieve team/unit outcomes Negotiate clear performance standards and monitor progress Develop team/unit plans that take into account team capability, strengths and opportunities for development Provide regular constructive feedback to build on strengths and achieve results Address and resolve team and individual performance issues, including unsatisfactory performance in a timely and effective way Monitor and report on performance of team in line with established performance development frameworks 4

5 Occupation specific capability set (Skills Framework for the Information Age SFIA) Category and Sub-Category Service Management, Service Operation, System Software Service Management, Service Transition, Change management Level and Code Level 5 - SYSP Level 5 CHMG Level Descriptions Evaluates new system software, reviews system software updates and identifies those that merit action. Ensures that system software is tailored to facilitate the achievement of service objectives. Plans the installation and testing of new versions of system software. Investigates and coordinates the resolution of potential and actual service problems. Ensures that operational documentation for system software is fit for purpose and current. Advises on the correct and effective use of system software. Develops implementation plans for dealing with more complex requests for change, evaluates risks to integrity of infrastructure inherent in proposed implementations, seeks authority for those activities, reviews the effectiveness of change implementation, suggests improvement to organisational procedures governing change management. Leads the assessment, analysis, development, documentation and implementation of changes based on requests for change. 5