Leadership at the Department of Education (DoE) is about successfully delivering educational outcomes in collaboration with others.
Leadership strategy 2020–2022 is for every individual in the department. It recognises that all of our people can make a significant contribution to the lives of students by taking responsibility for the impact they have on others in their role and across their work.
The purpose of the Leadership strategy is to create a culture where leadership is empowered and nurtured to improve the quality, quantity and diversity of leaders in all roles and for all contexts.
Leading the performance and development process
The performance and decelopment processes and great leadership practice are connected. They share a focus on relationships, understanding your people, teams and the workplace.
positive performance management (PPM) (Directive 15/20) is a framework that allows managers/leaders to work with their people to develop and recognise performance, achievements and opportunities. Leaders and managers incorporate PPM into management and leadership practice by working with their people to:
- set clear expectations
- provide regular and constructive feedback
- communicate and document any gaps
- identify relevant development opportunities.
employee performance, professional development and recognition policy (PDF, 366KB) applies to all our people in the department and outlines the manager and leader requirements for leading performance and development.
You will find many of the capabilities required for leading performance and development conversations may also apply to other leadership situations.
At DoE everyone is provided with opportunities to build their leadership capability.
There are 2 relevant leadership frameworks that set out expectations of leadership capability at the department.
Leadership competencies for Queensland describes what highly effective, everyday leadership looks like in the Queensland public sector. The
Australian Professional Standards for Principals sets out what principals are expected to know, understand and do to achieve in their work.
We believe that leadership starts with self, which begins with gaining insights into your strengths and opportunities for growth as a leader. Our people are offered resources and tools to aid reflection.
Once people have identified their development needs, a range of leadership capability development offerings are available. We recognise that the majority of learning occurs on the job through having a variety of experiences and being increasingly challenged. We heard through consultation with our people that they value a range of ‘blended’ learning options, and in response offer resources, programs, on-line tools, workshops, and opportunities to learn through others.