Planning and Performance Management

• Develops sound business plans to achieve aims and objectives.

• Manages the successful achievement of targets within budgets.

Project Management

• Understands and can apply a range of project management techniques.

• Can plan and manage complex or multiple projects to complete within time, cost and quality targets.

• Can create, develop and manage effective project teams.

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Records Management Human Resources: Standards for the management of Government records. – Kew, Richmond, Surrey : Public Record Office – Available at: http://www.nationalarchives.gov.uk/documents/best_human_resources.pdf

http://www.google.com/search?q=cache:YFrxhxGc8eQJ:www.nationalarchives.gov.uk/documents/best_human_resources.pdf+Records+Information+Management+Core+Competencies&hl=uk&ct=clnk&cd=231&gl=ua

Introduction

The efficient and reliable management of information represents one of the principal challenges faced by government departments and agencies. The introduction of new legislation, such as freedom of information and data protection, makes the task yet more demanding. At the same time the automation of government business has led to a radical re-think of our approach to records management and in particular to devise systems for electronic handling and storage of records.

Records managers, their staff and all who are concerned with the management of information need to develop particular knowledge and skills in order to meet these challenges, to ensure the effective operation of their organisations and businesses, to provide the means for achieving corporate objectives, and to contribute to the Government’s overall policy of achieving a better public service.

This guidance has been formulated over the past year as a result of significant work in the development of records management standards, the application of those standards, and the recognition that records management staff need to be equipped to provide the ever-increasing quality of service expected of them.

The guidance consists of three distinctive but inter-related elements:

A competence framework

Job and person specifications

Training and development

The competence frameworkhas been developed in order to define the ‘people capability’ required in records management organisations. The competencies are set in a framework of four descriptive levels which relate closely to the grading of work in records management units. The competencies themselves, however, may be spread in various ways when applied to departments, depending on a number of factors: functions of the department, the department’s size, information and corporate strategies, and the level of information technology used in the

department.

The job and person specificationssection includes definitions and examples which, in conjunction with the competence framework, will provide the means for describing roles at the different grading levels of records management work. These may range from the head of a large information services organisation to records support staff in a small operational unit.

The guidance also contains information on training and developmentwhich may need to be introduced as a result of a competency assessment arising from the framework and specifications outlined above.

Date: 2015-12-24; view: 670