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Making it Easier to Work With Us: Our Panel Memberships

Article by Alan Ward

Over the last couple of years we have made a concerted effort to attain panel membership on a number of Federal Government Agencies.

Our observation has been that more and more Agencies are moving to panels of preferred providers and took the strategic decision to invest time and effort to securing a place on panels that specifically aimed at providing change management related consulting services to the organisations.

With the objective of giving our readers an understanding of the reach we have now attained within federal agencies we decided it was about time that we provided an overview of the panels through which we are seeking work.

We currently sit on the following Panels:

• Austrade

•  Australian Public Service Commission (4 Sub-Panels)

•  Australian Tax Office

• Department of Defence – Centre for Occupational Health

• Department of Defence – Results Through People

• Department of Defence – Defence Science and Technology Organisation

• Department of Health and Ageing

• Department of Human Services Agency – Australian Hearing Services, Child Support Assessment, Child Support Registration and Collection, Commonwealth Services Delivery (formerly Centrelink) and Medicare

Detailed information regarding the range of services

Although there is a broad similarity as to the services for which we may be contracted, each Panel has a different set of requirements. To give you an insight into the variety of change management support that we may be asked to supply we have provided a synopsis of each of the Panel’s potential requirements.

Austrade for:

• Training in “Specified Content Areas”, which include but are not limited to, Cross Cultural Training, Ethics and Sound Judgement, Time Management, Negotiation-Influencing-Assertiveness, Working in Virtual Teams, Performance Appraisal and Management, Occupational Health and Safety, Security and Risk Management.

• Management and Leadership Development which may include Middle Management Development, Senior Management Development, Mentoring and Coaching for both group and individuals.

The Australian Public Service Commission for:

• Panel A – Leadership, Performance Management, Organisational Development and Management, Governance and Planning, Strategic HR Management, Business and Organisational Planning, Business Reengineering, Facilitation Services, Succession Management and Workforce Planning and Management.

• Panel B – Work and Life Balance, Innovative Thinking and Conflict Dispute and Resolution.

• Panel C – Individual Coaching for APS 1 – 6; EL1 & EL2; APS SES and coaching services to mixed level groups of employees.

• Panel D – Managing in a multi-generational workplace, Managing in a culturally divers workplace, Strategic thinking, Managing across Agency boundaries, Balancing performance and conformance, Public accountability, SES contribution, Managing by influence, Building capability, Setting the vision, Whole-of-government issues, Building relationships, Self management, Managing from an organisational perspective, Building resilience, Managing complexity.

The Australian Tax Office for:

• Business planning and challenges

• Organisational Development

• Team building and relationship management

In this Panel the range of support provided could involve leadership, performance management, organisational change development and management; governance and business and organisational planning; workforce planning and succession management; strategic HR management; diversity and cross-cultural awareness; transition programs; mentoring workshops, capability assessment workshops; delivery of development skilling products may include:

Department of Health and Aging for:

• Organisational Design, including but not limited to:

  • Business Process Analysis and Reengineering Services, including Business Analysis, and Information and Business Architecture

  • Work Practice Analysis and Job Design, including document development and identifying training requirements.

• Change Management, including but not limited to:

  • The development and implementation of a Change Strategy

  • Stakeholder Analysis and  Management

  • Stakeholder Impact Analysis

  • Change management at all levels throughout the Department.

• Facilitation Services,  including but not limited to:

  • Requirement identification, planning and facilitation of meetings, workshops, planning activities, and conferences

  • Providing ongoing advisory, mentor and Quality Assurance role

Department of Defence – Centre for Occupational Health for:

• OHS Project Management

• OHS Change Management

• OHS Quality Management

• OHS Program Management

Department of Defence – Results Through People for:

• Managing for Results

  • Competence and commitment, the role of the manager, what is management, the management process, manager behaviour, management for results – processes and people.

• Emotional Intelligence

  • What is emotional intelligence, emotional intelligence and the organisation, improving emotional intelligence

• Change Management

  • Development and facilitation of organisational and behavioural change activities; evaluation of organisational change activities, changing behaviour, changing knowledge into behaviours

• Leadership

  • Communication skills; Leadership and management styles, listening skills, feedback, and influence

• Teams and teamwork

  • Generating a shared sense of purpose, understanding relationships within Defence and generating real teamwork, rather than group work.

• Values

  • Application of Defence values, the alignment with APS values, the service values and how they fit in.

• Developing and sustaining productive workplace relationships

• Time management

• Process improvement and innovation; Goal setting

Department of Defence – Defence Science & Technology Organisation for:

• Provide advice and support to senior leadership re:

  • People strategies

  • Human resources

  • Culture change

• Deliver programs, workshops, tools, development, intervention and projects to support the culture change, which may include:

  • Leadership development

  • Leading and facilitating change

  • Championing culture change amongst the team

  • Creating and modeling innovation

  • Manager’s coaching for cultural change

  • Creating a safety culture

  • Mentoring awareness and skills

  • Feedback performance management and addressing underperformance

  • Career transition and change

  • Review of people systems and processes to align with desired culture

Department of Human Services for:

• Strategic Planning

• Corporate Governance

• Organisational framework design and organizational change

• Workplace relations including OHS

• Human Resource management

• Insurance and Risk Management

• Change management – general

• General Management Consulting

We hope this has given you some insight into the broad range of capability that is now available through changedrivers and if you have any questions about how you can access our services through the various panels please call either our Sydney or Canberra office and have a chat with one of our Principals.