Here you will find information on how to use the framework depending on your role. You might be using the framework as an individual looking for information on your career or skills development. You might also be using the framework as a line manager or capability lead working with teams. Each user guide section holds specific information.
The Framework is a guide that users can apply in a flexible and appropriate way to meet the needs of their situation, department and circumstances. It is there for everyone in ODP to refer to and adapt to develop the skills and careers within ODP.
Individual use
- To assess your skills for strengths and areas for development in your current role and, if relevant, in other ODP roles.
- To structure your career progression against a shared set of ODP skills and levels across a variety of roles.
- To plan and actively manage career conversations with your line manager and others.
- Identifying your skills alongside the core ODP skills allows you to consider any areas for development and what ODP learning may support you to develop your skills.
- To draft a career development plan for yourself to keep your learning and development on track.
- To ensure your learning and development is planned within a shared ODP learning curriculum.
- An understanding of wider opportunities available across ODP through reviewing the ODP career journeys.
- Self-assessment of your strengths and skills using the ODP profiles, considering your areas for development in your current role, and also in other ODP roles if relevant.
- By using the ODP role profiles and the career journeys you will be able to identify the potential career pathways (whether sideways move or promotion) and the diverse range of opportunities that ODP offers. You can then assess these by drawing on your current strengths and areas for development.
- Career conversations with your line manager, and others, ensures that your skills and strengths are being put to use and also being developed. Well planned career conversations mean that your talents can be recognised and developed to the benefit of your career and for the improvement of service delivery.
- You can develop a career development plan which collates your strengths and areas for development into a structured way forward for you to manage your career and learning and development.
- An effective career conversation should identify what learning and development you need. This may be in form of shadowing a colleague, taking on different work streams or new types of work and responsibilities, a short-term loan, as well as more formal learning which is covered in the learning curriculum.
Line manager
- To support the learning and development of ODP skills to deliver services in the most effective and efficient way in the teams that you manage.
- To encourage the assessment of the current ODP skills in your teams, the level, the range and the fit for flexible deployment for service delivery.
- To ensure the best use of ODP resources to meet the current and future needs of service delivery.
- To ensure effective recruitment of ODP staff with the core ODP skills forming the technical element of success profiles.
- Line managers and recruiting managers should follow the Success Profiles guidance to assess technical skills and use the skills framework to understand the core ODP skills that may be required.
- To plan and carryout career development conversations with ODP staff to encourage learning, development, progression, retention and the management of talent.
- As a line manager or team manager that consider the ODP skills framework alongside the Line Management standards.
- To align learning and development with team objectives and improved outcomes in service delivery, in an open and transparent way.
- Plan and organise regular career development conversations with individuals in your teams. These could be linked to the role profiles and the learning curriculum.
- The assessment of current ODP skills in your teams and an analysis of the skills gap currently, and in the future, using the skills framework and the role profiles. This is information that you will want to collate on a team and individual basis to be able to plan and resource work streams effectively.
- Ensure that there is transparency in the opportunities that are offered to teams to promote fairness and open access to opportunities for all.
- Identify shared, common learning and development that is required across teams and be able to sign post people to the ODP learning curriculum.
- Encourage colleagues to familiarise themselves with the skills framework, the learning curriculum and to review career journeys so that they understand what opportunities are available across the profession, how they can develop their skills either in their current role or a future career move.
SCS
In addition to the line manager section
- To strategically assess the skills required within your organisation and consider where skill exchanges could take place across business areas.
- To future proof your organisation to attract the very best talent from across government as well as externally.
- To encourage your teams to expand their understanding of opportunities across the profession.
- To help build a sense of community and belonging to the wider profession within your organisational area.
- To collaborate with ODP colleagues at a strategic level to plan the resources needed across the workforce now and in the future.
In addition to the information in the Line Manager section:
- Consider job shadowing or skill exchange programmes to allow colleagues within your organisation to test their transferable skills.
- Work with HR colleagues to consider the impact of the Framework on key HR practices such as talent management and recruitment.
- Build a strategic approach to learning and personal development within your business area to future proof your organisation by building the right skills at the right time.
- Identify cross government networking opportunities for yourself and members of your senior management team to share best practice with other ODP colleagues.
- Consider the impact on localised training and induction practises to improve alignment across the profession while having the autonomy to build bespoke programmes.
- To consider the interoperability of different areas within your wider organisation and how skills and capabilities can be shared to reduce silos.
Organisational level
- To develop ODP talent, capacity and capability across the organisation to deliver services effectively and efficiently.
- To drive learning and the development of ODP skills across the organisation and therefore ensure improvements in overall performance of service delivery.
- To identify the required resourcing and recruitment for ODP capability, capacity and flexibility, currently and in the future.
- To ensure and oversee the provision of shared organisational learning and development in line with organisational objectives.
- To create and develop a culture of learning, openness to innovation and change which is underpinned by inclusion and fair access to opportunities.
- Promote the ODP Framework across the organisation and ensure that is widely adopted, and its use adapted to the benefit of the organisation and service delivery.
- Review the use of the ODP skill framework for the assessment of skills, the development of skills and the flexible deployment of skills and staff to deliver services.
- Ensure that the data from the use of the skills framework is fed back into the strategic thinking and planning activities for the organisation to inform resourcing, talent management, recruitment, equality, diversity and inclusion impact assessments.
How to apply the framework
- Design job descriptions and recruitment processes using the core ODP skills and role profiles and levels as a guide.
- Drive consistency in recruitment across roles and levels.
- The core ODP skills form the technical element of Success Profiles. Cluster role profiles show the typical responsibilities of common ODP roles with skills levels. These can be used to develop job descriptions. Driving consistency in recruitment practices.
- Support the overall capability and capacity of ODP.
- Develop the skills of ODP with a view to the future.
- Provide an understanding to ODP colleagues in their command and be single point of contact (SPOC).
- Provide resources to ODP colleagues and signpost to the ODP website and learning resources.
- Upskill ODP colleagues to use framework amongst their teams.
- Support the overall capability and capacity of ODP.
- Develop the skills of ODP with a view to the future.
- Provide an understanding to ODP colleagues in their Profession.
- Provide resources to Learning and/or Capability Leads to enable them to upskill others and become their SPOC.
Links to other frameworks
The framework outlines core roles across ODP.
There are many other roles that support operational delivery. These roles feature on other frameworks including: Analysis, Communications, Government Digital and Data Profession, Finance, Policy, HR, Knowledge and Information Management, Project Delivery and Tax.
The framework should be considered alongside the Line Management standards and skills taxonomy.