Thank you to everyone who took part in the latest IPAA SA survey, which asked respondents, ‘What are the Opportunities for 2021?’. Below we highlight some of the responses from this survey – sharing a sunny outlook for 2021.
How positive do you feel about 2021 as a year of change and opportunity?
On average, respondents felt quite positively about 2021, providing a 64% confidence rating that 2021 would bring about opportunities for change and growth.
Many respondents felt that this sense of confidence came from the public sector’s demonstrated capability to band together and overcome tough challenges and that 2020 was a prime example of the public sector working at its best.
Has COVID-19 affected your career priorities and goals for the future?
92% of respondents shared that their career priorities and goals have changed in the wake of COVID-19, with many taking the opportunity to think about positive changes to work-life balance. Many have found a renewed sense of purpose in the work they are doing within the sector and hope to see positive changes to work culture continue.
What do you think will be the key opportunities for the SA public Sector in 2021?
82% of respondents agreed that ‘exploring the “future of work” and how the workplace has rapidly changed’ will be a key opportunity for the sector to explore. It was proven that the sector can work rapidly and adaptively to make large-scale changes to seemingly long-ingrained practices almost overnight. Respondents are eager to not lose this heightened responsiveness as we enter the ‘new normal’.
Putting a renewed focus on mental health and support was also noted by 67% of respondents to be an opportunity for this year and beyond as we look to new ways to support mental health and wellbeing in the workplace.
What can IPAA SA do to support you in 2021?
Respondents are eager for IPAA SA to help them explore the “post-COVID world” and to examine what the future of public service will look like in 2021 and beyond. From us, at IPAA SA, we can say that “we hear you loud and clear”, we look forward to bringing you new opportunities to engage in events and resources that will support you in this area.
It was also shared by respondents that many would benefit from being able to access on-demand live training from IPAA SA. Hearing from respondents located regionally, we understand that this can often feel isolating, and we look forward to using new virtual capabilities to engage you in IPAA learning, no matter where you are located.
If you have any comments you would like to add or if you have ideas on how IPAA SA can support you, please contact us.
Thank you to everyone who took part in the latest IPAA SA survey, which asked respondents, ‘What are the Opportunities for 2021?’. Below we highlight some of the responses from this survey – sharing a sunny outlook for 2021.
How positive do you feel about 2021 as a year of change and opportunity?
On average, respondents felt quite positively about 2021, providing a 64% confidence rating that 2021 would bring about opportunities for change and growth.
Many respondents felt that this sense of confidence came from the public sector’s demonstrated capability to band together and overcome tough challenges and that 2020 was a prime example of the public sector working at its best.
Has COVID-19 affected your career priorities and goals for the future?
92% of respondents shared that their career priorities and goals have changed in the wake of COVID-19, with many taking the opportunity to think about positive changes to work-life balance. Many have found a renewed sense of purpose in the work they are doing within the sector and hope to see positive changes to work culture continue.
What do you think will be the key opportunities for the SA public Sector in 2021?
82% of respondents agreed that ‘exploring the “future of work” and how the workplace has rapidly changed’ will be a key opportunity for the sector to explore. It was proven that the sector can work rapidly and adaptively to make large-scale changes to seemingly long-ingrained practices almost overnight. Respondents are eager to not lose this heightened responsiveness as we enter the ‘new normal’.
Putting a renewed focus on mental health and support was also noted by 67% of respondents to be an opportunity for this year and beyond as we look to new ways to support mental health and wellbeing in the workplace.
What can IPAA SA do to support you in 2021?
Respondents are eager for IPAA SA to help them explore the “post-COVID world” and to examine what the future of public service will look like in 2021 and beyond. From us, at IPAA SA, we can say that “we hear you loud and clear”, we look forward to bringing you new opportunities to engage in events and resources that will support you in this area.
It was also shared by respondents that many would benefit from being able to access on-demand live training from IPAA SA. Hearing from respondents located regionally, we understand that this can often feel isolating, and we look forward to using new virtual capabilities to engage you in IPAA learning, no matter where you are located.
If you have any comments you would like to add or if you have ideas on how IPAA SA can support you, please contact us.
The outstanding service and contribution of Erma Ranieri has been recognised in the Australia Day 2021 Honours list with a Public Service Medal.
As Commissioner for Public Sector Employment at the Office of the Commissioner for Public Sector Employment with the South Australian Government Erma has consistently demonstrated an unwavering commitment to shaping the future of South Australia’s public sector by driving sector-wide reform.
Erma is a strong advocate for diversity and gender equality in leadership in the public sector, and she challenges barriers to drive innovative, collaborative and connected services for the South Australian community.
The citation accompanying her Meritorious Service Award reads “for outstanding public service to people management, and to public sector reform, in South Australia”.
IPAA South Australia Vice President and Chief Executive of the Department of Treasury and Finance David Reynolds said:
“Erma embodies the public service values through her commitment to the people who work within it. This award is well deserved recognition for her leadership and drive for reform.”
Erma Ranieri is the IPAA South Australia President, a long-serving member of IPAA’s National Council, and a National Fellow.
Throughout 2020 IPAA SA and the Office of the Commissioner for Public Sector Employment presented the COVID-19 Mental Wellbeing – Interview Series.
This series featured Forensic Psychologist, Luke Broomhall and also SA Chief Psychiatrist, John Brayley as they explored some of the mental health impacts of the pandemic as well as sharing on advice on seeking support.
This live webinar was delivered by Scott Way, Director, BDO who reached out to us to provide some essential practical strategies, tools and knowledge that you can use in managing your teams transition into the ‘new normal’.
During this time of turbulence, Scott has noted the need to develop strategies for wellness and long-term wellbeing to support your team and peers. During this webinar he will share with you, essential knowledge for managers and leaders in a bite-size format that you can immediately apply to your role.
We strongly believe that all public sector managers should have access to knowledge and the tools to enhance the capabilities of the sector. We encourage you to share this webinar with your peers and colleagues.
If you would like to expand on the topics covered in this webinar you can explore the ‘Emerging Executive Development Series’ which is also presented by Scott Way.
It’s nearly time to say goodbye to 2020 (insert sigh of relief here) and with a new year on the horizon, now is the perfect time to start thinking about pursuing career goals that you may have been forced to put on hold.
Here we explore 10 things you can do to help you reach your career goals in 2021 and beyond.
Knowing yourself is a vital first step in planning how you will identify and achieve your career goals. Consider your strengths and weaknesses, your values and interests and ask yourself how these align to your career goals.
When it comes to making big decisions on your career direction, you should always consider the reasons behind ‘why’ you are pursuing this. Are you looking for a better work-life balance, seeking to increase your financial opportunities or looking for more responsibility and authority to make decisions and make a change? Whatever your reasons may be, make sure you understand how your own interests and values can play into your career journey.
You may have a good idea of where you want to be in 1 year or 5 years, but actually reaching your ‘big’ career goals can be daunting and leave you unsure where to begin.
Once you know where you want to be in your career, you can break down what you want to achieve into smaller, more manageable goals and milestones. This can be simple things from; researching opportunities and roles, freshening up your resume, tracking down proof of learning and training or even just updating your Linked In profile.
You may find it very helpful to make a list of things that will act as steppingstones in your career path, as well as noting any possible obstacles to overcome.
Finally, once you have broken down your bigger goals into more manageable steps, it’s time to take action on them. Be accountable to yourself here, flag reminders in your calendar, leave yourself a sticky note or plan a way to reward yourself upon completion of a goal.
Once you have an idea of what you would like to achieve and how you will do so, consulting with a mentor can give you valuable perspective and insight. A mentor is someone whose opinion and knowledge you value and is preferably someone who has a greater level of experience in your areas of interest.
Ask your mentor for their input on your career goals – they are sure to have insight on how they went about their own career journey and overcame obstacles. Hindsight is always a teacher and being able to learn indirectly from the mistakes and successes of a mentor is valuable in approaching a career move.
If you don’t yet have a mentor, there are several ways you can go about entering into this mutually beneficial arrangement. Some organisations and government departments will offer internal mentoring programs, so be sure to enquire with your HR representative or manager. You can also take part in the IPAA SA Mentorship Program, which will pair you with an experienced leader in the public sector.
As they always say ‘its who you know that matters”. Whilst you will be considered for future roles on your merit and capabilities, you should not underestimate the value of making valuable connections with both peers and those positioned at higher career levels.
A key benefit of networking is access to a wealth of knowledge and opportunity. Building your networks with peer groups will allow you to discuss common issues and ideas, whilst exposing yourself to leaders in the sector will put you foremost in mind for future opportunities.
One of the best ways to begin networking is through events and forums or by joining an association dedicated to your profession or interest area. For example, IPAA SA offers regular networking opportunities and exposure for its personal members, bringing them in contact with both peers and sector leaders.
Keep your ear to the ground for new opportunities to expand your skill portfolio or to demonstrate your capabilities. With your career goals firmly identified seek opportunities that will help you meet these goals. This might include putting yourself out there to volunteer as a leader in a project or committee or even getting involved in mentoring a less experienced colleague.
Saying ‘YES’ to new opportunities can be full of trepidation and uncertainty as they force us out of our comfort zone, however the reward almost always pays off.
In a world where the need for certain capabilities changes rapidly, it’s essential to engage in life-long learning throughout your career. As best-practice expectations change you will need to commit yourself to identifying learning and development to fill in any skill gaps which may emerge, or even better yet to go beyond expected capabilities and learn something that will give you the advantage in your role.
You can seek professional development through a number of avenues including through internal offerings in your organisation or department, or through external training providers such as IPAA SA. Often your employer will be willing to cover the cost of your training, however if they do not, consider investing in yourself and your career path with some well spent time and money on a growth opportunity. Most professional development that you pay for yourself is tax deductible along with your membership to a professional association related to your employment.
Once you have undertaken some professional development, don’t be afraid to showcase and share your knowledge with your team. Not only will you be imparting some valuable insight to your colleagues, you’ll highlight yourself as a team player.
A bit of hard work goes a long way in achieving your goals. If your next career move centers on promotion or gaining a sought after role, you will need to put the time and effort in.
Simply ticking the boxes on your performance and task checklist may not always be enough. You will find it very beneficial to approach those you report to for additional responsibilities for you to demonstrate you commitment not only to your role but to your department or organisation.
Make it a point to ask your managers and those you respect for their feedback. Feedback is an invaluable mechanism for enhancing your self-awareness and in understanding where you should see improvement.
Ideal times to ask for feedback from your managers or colleagues can coincide with the completion of milestones or goals, or even better yet, when you are struggling to meet deadlines or goals.
When you do receive feedback from others, keep in mind not to respond negatively. It’s easy to become defensive when we feel that we are being criticised. Remember that the feedback you are receiving is for your benefit, so try not to take it personally!
Being part of a board can be a great way of improving your skills and professional standing and a valuable addition to your resume. As a member of a board, you will expose yourself to a new understanding of all aspects of business operation and add to your repertoire of leadership and interpersonal skills.
Finding you first board appointment can be tasking, though some valuable places to begin include the BoardingCall portal available through the Government of South Australia, enabling you to register your interest to join the board of a government department or agency. Additionally, IPAA SA is led by a Council and Strategic Advisory Committee, which is open to Personal Members to apply to join. The IPAA SA Divisional Council and Strategic Committee are headed by some of the foremost public sector leaders and present the opportunity for you to gain vital experience and exposure in your career.
Sometimes we find that obstacles and unexpected challenges interrupt us achieving our career goals. When this happens to you (as it does to most of us) be prepared to hold a positive and resilient mindset to help you move past adversity and continue in reaching your goals.
Strategies for building your resilience focus on developing the four key fields of; physical, cognitive, behavioral and emotional resilience. These areas encourage you to:
You can seek professional development to help you build your capability in personal resilience. The IPAA SA ‘Personal Resilience’ short course will help understand the previously mentioned aspects of resilience in-depth, along with providing the all important tools for understanding and growing your resilience.
If you are ready to begin working towards your career goals, you will find it helpful to take time for reflection. IPAA SA offers ‘Career Development’ sessions, led by facilitator Scott Way, Director, BDO who is highly experienced in providing career direction for public sector employees. This course will give you the opportunity to identify and explore your goals along with in-depth exploration of other content in this article. Additionally, the IPAA SA team are happy to assist you in locating Professional Development suited to your goals.
Whatever your career goals look like, as we emerge from a challenging year, now is the time for you to make a positive step forward in your career.
A new research report has found that the working from home experience of Australian Public Service (APS) employees, compelled by the COVID019 pandemic, has been overwhelmingly positive, realising benefits and dispelling some long-held concerns.
The recently published ‘Working during the Pandemic: From resistance to revolution?‘ report, written by Associate Professor Linda Colley, CQUniversity, and Dr Sue Williamson, UNSW Canberra, was prepared by UNSW Canberra Public Service Research Group and CQUniversity.
Over 6,000 APS respondents participated in a survey which was run in late June 2020. It aimed to capture the experiences of those working from home, as well as the attitudes, perceptions and experience of those not working from home.
The authors worked with the Community and Public Sector Union (CPSU) to develop the survey instrument, and the CPSU distributed the survey to their mailing list on the authors’ behalf. The sample was broadly representative of the APS workforce in terms of ethnicity, indigeneity, and ongoing tenure. It included about 20% non-union members and approximately 25% managers, across a broad range of occupations and agencies.
The researchers found that managers were highly supportive of working from home and that over 90% believed that their teams’ productivity was the same or even higher when working from home.
They found that nearly two-thirds of employees felt that they got more work done than when at the office. Nearly two-thirds felt that they had more autonomy, and employees also enjoyed the personal benefits, including less commuting time, more time with family and for caring responsibilities.
In the future, over two-thirds wanted to continue working from home on a regular basis for some of their hours. The key reasons for this included the ability to manage work and caring responsibilities, and the time for themselves and family.
From a managerial perspective, nearly two-thirds of managers indicated they would be more supportive of working from home in the future but interestingly, while managers are supportive, organisational culture may be lagging.
A limitation to the survey was a selection bias towards those working from home, resulting in an under-representation of those who did not work from home. While this reduced the number of responses to the authors’ questions about reasons people did not work from home, it did not diminish the responses from those who did.
A copy of the full report is available on the UNSW Canberra website.
Text and images courtesy of IPAA National
