Queensland public sector workforce futures– the evidence

• mobile• ageing / multi-gen• connected

• Focus on• flexibility• experiences• passive talent• strategic mobility• engagement• employment brand• wellbeing• multi-gen / diversity

Themes

Themes• crowdsourced• transitions• co-designed and • co-produced

• Focus on• repurposing• performance• contingent workforce• new skills• decentralised authority• rewards and recognition

Themes• cloud workforce• flatter structure• project based• digital disruption• simplify and speed up

• Focus on• predictive analytics• organisation design• governance• citizenship engagement• culture• innovation• transparency

Wor

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Digital impact

In the digital world there is no place for laggards

Everything is connected to everything

By 2020 ~1 trillion devices will be connected

Distributed and networked

systems

24/7anywhere anytime

mobile

home

flexible hours

virtualplasticity

Big data gets bigger every minute5.5M new things connected every day

Moore’s law:data rich

Internet of Things

ODIKnowledge for everyone

From linear to

kaleidoscopic relationships

Potential!

< 0.5%of all data is ever analysed or used

• Smart buildings • Smart projects • Smart mobility

• Smart grids• Smart logistics

4th industrial revolution

Wor

ker (

data

)W

ork

(cap

abili

ty)

Tomorrow’s jobs

complexity

• 47% at risk of automation • 60% of new jobs require skills of 20% of current workforce• 75% of fastest growing occupations require STEM

manager

transactional / administration

Top 3 growth industries in Qld

1. Health care and social assistance (+57k)2. Professional, scientific and technical (+37k)3. Education and training (+25k)

Gen Z: 1 in 2 with a degree

Gen Y: 1 in 3 with a degree

• Solutions architect• Business analyst

• Data scientists• User experience design• Change manager

• Behavioural economics

• Aged care• Nursing

• Teachers• Community and

personal service workers

Mind the skills gap

• Adaptive thinking• Digital literacy

• Collaboration• Cross cultural capability• UI/UX (design thinking)

• Information security

Jobs of today

Largest employer in Qld

We work in nearly 4000

geo-locations across Qld

4 > 5 > 6 generations @ work

Top 3 regional centres outside of SEQ

CairnsTownsvilleRockhampton

~20% = 55+

getting older + working longer

Average age 44

• Work life balance• Challenging purposeful work• Employability• Flexibility and choice• A culture that fits

What talent wants

An

experience

29% p/t 5% in last 10 years

Average iGen tenure < 3 years

Mobile 1.8 more LinkedIn members moved from public to private sector than the other way QFES

Police NPRSR

DET DCCSDS Health

Top 335% 65%

70% <34 use digital

platforms to find work+ Longevity100 year life

Public value

Public sector

workforce

Volunteer AcademicPrivate NGO

Contractors

Contingentworkforce

f/tp/t project based

Public Service Commission

In the face of escalating workforce disruptions,

the Queensland public service is ill prepared

to deliver sustainable outcomes.

What game changing strategies

are crucial to address these

workforce disruptions?

Envi

ro

nment

Cust

omer

People

An unprecedented pace and scale of change, combined with changes to fiscal and global labour market, impacts our ability to respond to changing

customer expectations.

Customers expect increased levels of choice and control over the way they engage

with government.

New thinking is required to enable and transition a workforce that will see 40% of jobs at risk of automation, one-third of the workforce exiting and the most technologically literate

new generation entering.

Queensland public sector workforce futures– the problem

Public Service Commission