Networking People

1
Networking People

• E-government Education Training

Janet Chambers and Andrew McLean
2
E-government education and training

• Why we are involved with this
• What we have learned
• What we are doing

3
Goal 2010 Government Transformation

• to change the design, operation and culture of
  the public sector to better respond to the needs
  of New Zealanders - E-government Strategy
• Agencies will re-design service delivery
• Cross-agency service integration will be the norm
• Back office of government will be widely shared

4
International contextEducation is increasingly
recognised as an e-government priority

• One of the most significant enablers of
  government transformation
• Very wide range of government involvement in
  e-government training and education programmes
• All levels of public sector staff and managers

5
Work undertaken includes

• Research and monitoring international trends
• Work with ANZSOG
• Liaison with NZQA, PSTO, Victoria University,
  other training providers
• Identification of key learning outcomes

6
Progress thus far

• Course development work
• Masters level degree course to be offered by
  Victoria University
• Short course Managing Service Delivery in the
  Context of Technology Driven Change
• ANZSOG course Managing IT in the Public Sector
  
• Development of New Zealand cases

7
Andrew McLean
8
Public Sector Procurement Training Programme A
Case Study

• Background- the rationale for the programme
• The programme components
• Formal Qualifications
• Training Seminars
• Workshops
• Development Process
• Key Issues and Lessons Learnt

9
Background

• Absence of any formal training or education
  programme
• Shortage of procurement professionals
• Greater knowledge and expertise required
• Overseas jurisdictions had identified this issue
  and had put training and education programmes in
  place

10
Programme Components

• Formal Qualifications
• Diploma in Public Sector Procurement
• Certificate in Public Sector Procurement
• Training Seminars
• Structured programme
• Provides knowledge relevant to the formal
  qualifications
• Workshops
• Special interest topics

11
Development Process

• Steering Group (PAG)
• Utilised PSTO expertise
• Research into the programmes in other
  jurisdictions
• Separation of the qualifications and training
• Development of qualification structure
• Unit standard development
• Unit standard registration
• Assessor training
• Promotion
• Management of the assessments

12
Key Issues and Lessons Learnt

• Time frame 3 yrs
• Stakeholder input
• Community need
• Community commitment
• Utilise overseas experience / work
• Utilise PSTO / other ITO expertise
• Consider the current level / knowledge of likely
  candidates
• Level at which you pitch the qualification
• Assessment process evidence /knowledge based

13
Key Issues and Lessons Learnt

• Assessors
• Selection / training / availability
• Management of the assessment process
• Single point of contact
• Record keeping
• Challenge to keep candidates motivated
• Continuity of training
• Establish programme
• Publish well in advance
• Regular reminders
• Dont have long breaks between events
• Time commitment

14
(No Transcript)