Te Tōtara workforce capability framework is a resource for planners to understand the capabilities needed for people working in libraries and information services.
Te Tōtara is based on kaupapa Māori principles, library and information sector ethics and best practices. It considers evolving competencies such as digital information storage and sharing.
The framework is a tool for
kaimahi throughout their career journey to self-assess their level of skills and knowledge and to identify areas for growth
teams to use to assess strengths and gaps and to strengthen the learning and development culture
people planners to support analysis, inform recruitment, succession planning, capability building, and strengthen diversity to meet needs now and in the future.
Considerations
What are the strategic priorities for the organisation?
In what areas does the team/service demonstrate alignment well?
Where does it need support?
Where are the capability gaps that require extra thought and planning?
Where are the capability gaps that require extra resources?
What are the capabilities needed for the future?
Use the Te Tōtara Capability Planner to prioritise future capabilities. This interactive two-pager creates a visual map of your development priorities and a template to plan next steps.
The capability planner can be used in discussions with recruiters, library managers, planners and funders, providing job-specific and team-specific information for strategic planning.
How to use this planning tool
If the team has completed a Te Tōtara Team Map, first refer to this for their analysis and action plan.
Use the Capability Planner to assess capability needs using the Urgency/Importance scale. Assign a priority level to each capability areas on the Te Tōtara map, then use the capability planner template to record your rationale, describe the alignment with existing policy frameworks and processes, and to plan your next steps.
Te Tōtara workforce capability framework is a resource for planners to understand the capabilities needed for people working in libraries and information services.
Te Tōtara is based on kaupapa Māori principles, library and information sector ethics and best practices. It considers evolving competencies such as digital information storage and sharing.
The framework is a tool for:
kaimahi throughout their career journey to self-assess their level of skills and knowledge and to identify areas for growth
teams to use to assess strengths and gaps and to strengthen the learning and development culture
people planners to support analysis, inform recruitment, succession planning, capability building, and strengthen diversity to meet needs now and in the future.
Considerations:
What are the strategic priorities for the organisation?
In what areas does the team/service demonstrate alignment well?
Where does it need support?
Where are the capability gaps that require extra thought and planning?
Where are the capability gaps that require extra resources?
What are the capabilities needed for the future?
STEP ONE - Use Te Tōtara to assess the current and target capabilities.
STEP TWO - Create a strategy to support capability deficits, including targeted recruitment, succession planning, and mentoring. This can be within or from outside of the team.
STEP THREE - Create more targeted job advertisements and descriptions by adding capability descriptors at the level you are seeking – either the foundational or kōrero level, or one of the three levels for each capability in the framework.
STEP FOUR - Keep a dashboard of your recruitment metrics for your selected priority areas. For example, suitable candidate’s vs applications, diversity metrics, targeted recruitment drives, team demographics, specialisms, and turnover.
STEP ONE - Support the manager or team lead to do an alignment exercise between the values in Te Tōtara and the values of the organisation. Celebrate where the team is well aligned, and services contribute to the organisation's mission and strategy. Communicate these to the library team.
STEP TWO - Support the library and information team manager and team leads to use Te Tōtara to undertake a gap analysis in current and future team capabilities. Work with them to identify and overcome barriers to development.
STEP THREE - Create a plan to reduce capability deficits, one that includes targeted recruitment, succession planning, and mentoring. Either from within or from outside of the team.
STEP FOUR - Engage with the manager or team leader in a planning cycle, informed by the gap analysis. Discuss what area(s) to prioritise in a people plan.
