Director Change Management

1 Candidate Information Pack EL2 Director, Change Management Job Reference Number 250_10/24 Position Title Director Change Management Classification EL2 Status Non-Ongoing, Ongoing Salary Range $136,609 – $161,064 + 15.4% Superannuation Contact Person Sinead Walsh Contact Number 0461 344 486 Date Applications Open 15/10/2024 Number of Vacancies 1 Division e PMO Branch Planning, Performance and Delivery Section Planning, Performance and Delivery Location Any NDIS QSC office nationwide Contact Email Date Applications Close 28/10/2024 A new role awaits Do you have an eye for detail, and the desire to improve the quality and safety of NDIS services and supports.
The NDIS Quality and Safeguards Commission is seeking an EL2 Director Change Management, e PMO to join the Planning, Performance and Delivery Branch.
2 About the Planning, Performance and Delivery Branch The Planning, Performance and Delivery (PPD) Branch is responsible for supporting the strategic agenda of the Commission Executive, including through the delivery of planning, performance reporting and project delivery.
The Branch collaborates with other areas of the Commission on whole-of-Commission initiatives and works to establish coherent and consistent approaches to the development, co-ordination, delivery, reporting and evaluation of activities.
The Branch comprises four teams: The Delivery Office – (transitioning to e PMO) – this team is a key enabling area, responsible for whole-of-Commission project oversight, reporting, change management and reform activities.
The team monitors progress against initiatives, including the development of internal and external reporting and alignment with the Commission's five-year strategic outlook.
The e PMO supports continuous improvement and provides the frameworks and structures to deliver innovative and effective projects that support the delivery of regulatory excellence and a one-commission approach.
Planning, Performance and Governance – responsible for leading the Commission's annual performance cycle that includes corporate and operational planning and reporting processes.
This includes leading the contribution and coordination activities for the Annual Report and Corporate Plan, ensuring compliance with Public Governance, Performance and Accountability Act 2013 and alignment with the Commission's five-year strategic outlook.
Parliamentary Services -the NDIS Quality and Safeguards Commission's (NDIS Commission) central coordination point for ministerial and parliamentary activity, including ministerial correspondence, ministerial submissions and briefs, coordination activities such as Question Time Briefs (QTBs), Senate Estimates and parliamentary committee hearings.
Commissioner Executive Support Team - the face of the Office of the Commissioner with a strong focus on stakeholder engagement and customer service, liaising with departmental staff, senior staff in the NDIS Commission, and counterparts in other Commonwealth agencies and state and territory governments.
The Commissioner Executive Support Team provides high-level executive support to the NDIS Quality and Safeguards Commissioner.
They work together within their dynamic roles to identify linkages, anticipate needs and develop solutions where required, and provide advice and support the Commissioner on a day-to-day basis to ensure they are able to operate efficiently and effectively.
3 Where you can add value Reporting to the e PMO lead, Planning Performance & Delivery, the EL2 Director Change Management will support a range of activities across the Commission, including the following key duties: 1.
Develop and implement change management activities to support the rollout of Project Management, Change and Reporting Frameworks across the Commission.
2.
Assess organisational culture and readiness for change to ensure that change initiatives are designed with the NDIS Commission's values and behaviours in mind.
3.
Proactively identify and address resistance to change by understanding the root causes and implementing mitigation strategies.
4.
Support Project Leaders and team members on the development of detailed project change impact assessments, change plans and Communications.
5.
Oversee the implementation of change initiatives, coordinate efforts across teams, and ensure that changes are executed according to plan.
6.
Track the progress of change initiatives, monitoring their impact, and reporting on their success to stakeholders and senior management.
7.
Facilitate workshops and develop and deliver training materials as required.
8.
Collaborate and identify organisational preparation risks and ensure escalation to the appropriate level, including the development of risk mitigation strategies and the development of plans within organisational preparation planning and relevant actions.
9.
Support Project Leaders to prepare project change management strategies to maximise efficiency and ensure that organisational preparation tasks are reflected in project planning and scheduling.
10. Contribute to the development of divisional business build and transition plans, and track user adoption rates.
11. Collaborate with operational managers to successfully embed and sustain changes within the business and identify the necessary changes in process, procedures and practices required to achieve the desired result and deliver the planned benefits.
12. Acts as a champion and change agent in leading and implementing changes required to achieve e PMO goals and objectives across the work area and contribute to the development of the enterprise view of change.
13. Provide thought leadership and design input to the continuous improvement of the e PMO change tools and templates.
4 Capability of our ideal candidate Our ideal candidate will have a positive contemporary attitude to people with disability and have the following capabilities: 1.
An understanding of the NDIS Quality and Safeguarding Framework and the NDIS Act or the ability to quickly acquire that understanding.
2.
Change management implementation and delivery experience, with demonstrated experience in applying structured change management methodologies and activities to drive and embed change.
3.
Excellent organisational skills.
4.
Demonstrated experience in developing, implementing, and evaluating change and communication strategies.
5.
Demonstrated experience delivering high quality verbal and written advice to diverse audiences on complex and sensitive issues.
6.
Strong stakeholder engagement skills, including the ability to communicate effectively, negotiate and influence outcomes, and build strong professional relationships.
7.
Adherence to the APS Values and Code of Conduct, behaving ethically and professionally.
Mandatory requirements 1.
Relevant professional qualifications/certifications in Change Management with at least 5 years' experience leading and implementing change initiatives in complex environments and/or extensive relevant experience gained through any other combination of education, training and/or experience.
2.
Experience in Change Management Project Delivery within the Government and/or regulatory environment.
3.
Strong leadership skills to drive change initiatives, with the ability to influence and gain buy-in from stakeholders at all levels.
4.
Demonstrated ability to develop and implement a change management strategy that aligns with the e PMO's objectives and facilitates effective change.
5.
Awareness of organisational culture and dynamics, with the ability to navigate and manage change in a way that respects and leverages the existing culture.
6.
Ability to lead and manage a team.
5 Employment suitability requirements All NDIS Commission personnel are required to meet employment suitability requirements prior to, and throughout, their employment.
Pre-employment To be considered in this role, candidates will need to: be an Australian Citizen, and have a favourable National Police Check, and have or be willing to obtain and maintain a Baseline Vetting security clearance.
Should business need arise, be willing to obtain and maintain a Negative Vetting Level 1 or Negative Vetting Level 2 security clearance.
See AGSVA website for more details Security | Sectors | Defence, and complete a NDIS Commission external influences and associations declaration form.
Ongoing suitability NDIS Commission employees are required to comply with the APS Code of Conduct, including to at all times behave in a way that upholds the APS Values and Employment Principles, and the integrity and good reputation of the NDIS Commission and the APS.
The NDIS Commission completes regular internal screening, monitoring and assessments to ensure all employees meet employment suitability requirements.
How to apply The merit assessment process is chosen to suit the circumstances of the vacancy, the business environment in which it operates and generally includes the following stages.
Stage Description Apply Applications are to be submitted online via the NDIS Commission current vacancies page.
Submit a statement of claims describing how your skills, knowledge, experience would make you the ideal person for the role.
Please ensure you address the Key Duties and Desirable Qualifications/ Experience in your statement.
This statement should be a maximum of 1000 words Shortlist Applicants for this process will be assessed on their written application using the APS Work level standards and Integrated Leadership System (ILS).
Shortlisting is undertaken to identify the applicants with the strongest claims.
Interview Shortlisted applicants will be invited to attend an interview.
Interviews may be held in person, by phone or video (Microsoft Teams) Referees Attach an up-to-date Curriculum Vitae (CV) and the contact details for two referees, one of whom must be your current (or most recent) supervisor.
Process Complete After the delegate has approved the assessment outcomes all applicants will be notified.
6 Further assessment The selection panel (usually 2-3 people) acquires as much information as they consider necessary.
This may include contacting referees, undertaking an interview, a work sample test and/or psychometric testing may also be included in the assessment.
The contact person for the vacancy is available to provide further information about which assessment techniques will be used.
Recruit Ability We participate in the Australian Public Service Recruit Ability Scheme to attract applicants with disability by removing some of the barriers in recruitment and employment processes.
The scheme provides an opportunity for applicants with disability to progress to the next stage in the selection process if they are assessed as meeting the minimum requirements of the job.
Disability is defined as 'current limitation, restrictions or impairment, which has lasted, or is likely to last, for at least six months and restricts everyday activities.
More information about Recruit Ability can be found at: More information can be found at Recruit Ability scheme: A guide for applicants.
Aboriginal and Torres Strait Islander peoples We recognise the richness of Aboriginal and Torres Strait Islander cultures, and the unique knowledge Aboriginal and Torres Strait Islander employees bring to our workplace, policy development and service delivery.
We welcome and encourage applications from Aboriginal and Torres Strait Islander peoples.
Merit Pool A merit pool may be created and utilised within 18 months from the date this vacancy was advertised on APSJobs.
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