About the career pathways
The Queensland Government Cyber Skills Framework outlines potential career pathways in Queensland Government to assist with individual career and agency workforce planning for key roles profiles.
These role profiles were identified as candidates for the career pathways due to the demand in the sector for jobs in these role profiles. They are also the focus of the Queensland Audit Office report on incident management capability and skills and the Queensland Government’s existing cyber skills guidance.
This template can also be used as a guide for developing career pathways for other role profiles.
Each career pathway is broken into three categories of Foundation, Practitioner and Higher to demonstrate career progression. The SFIA levels of responsibility provides a detailed mapping between SFIA levels and the Queensland Public Service streams.
The Career pathways and skills matrix provides a useful matrix to understand the key skills required for each pathway and where common skills are required across multiple roles, identifying potential opportunities for mobility or in the case of gaps capability uplift.
Career pathway elements
Entry points
Each career pathway highlights some potential pathways from both digital and non-digital roles into the career pathway being described.
Who might be attracted to this role?
Example of traits and strengths of individuals who are likely to suit this role.
Proficiency level
The proficiency level is segmented into three levels of foundation, practitioner and higher. This provides context for the remainder of the career pathway. Proficiency levels are mapped to the Queensland public sector administration streams, SFIA levels and the Leadership competencies for Queensland. These may be applied in agencies aligned with their job description requirements.
SFIA behaviours
Key behaviours for each role are identified and are sourced from the SFIA framework’s generic attributes, business skills and behavioural factors. These behaviours are helpful in career planning especially for career changers who want to identify their existing transferable skills that they can bring with them to a cyber role.
SFIA professional skills
Key professional skills from the SFIA framework are identified. There may be some variation on the skills required as an individual progresses within a career pathway. For example, a Foundation Incident Manager will have Customer Service Support CSMG and as they progress to a Practitioner or Higher they will need to be competent in Stakeholder Relationship Management RLMT.
Competencies
Competencies reflect the tasks or functions an individual should be able to demonstrate they can perform at each proficiency level. These correspond with a SFIA skill.
70:20:10
This career pathway adopts the 70:20:10 model which is based on the principle that:
- 70% of learning comes from experience, experiment and reflection
- 20% derives from working with others
- 10% comes from formal interventions and planned learning solutions
70: Suggested experiential learning
Examples of learning by working are provided and should make up the bulk of an individual’s development. This list is not exhaustive.
20: Suggested professional development
Examples of professional development or learning by working with others is provided. This list is not exhaustive.
10: Formal training
Suggested formal training is provided ranging from tertiary, vocational, industry certification and other courses. This list is not exhaustive.
Transition points
Possible next steps for a career outside a particular pathway.