The Policy, Strategy and Performance (PSP) group supports the Department to maintain its intensive focus on delivery, performance and engagement in order to achieve the Education State reform agenda and the Department's strategic intent. The group aligns policy leadership with strategy, planning, governance and performance to enable evidence-informed decisions that drive current and future system-wide reforms and improve outcomes for all Victorians. The Performance and Evaluation Division (PED) collects, analyses and disseminates high-quality evidence to influence decision making across the Department, government agencies and service providers to improve outcomes for children, young people and adult learners. The Division operates to deliver a set of connected services to provide the right information to the right people at the right time: • Continuously build evidence of what works through generating analytic insights, evaluation and managing data on system performance and departmental outcomes to inform evidence-based decision making • Develop a strategic approach for the capture, analysis, evaluation and dissemination of key information, and knowledge that helps better inform evidence-based decision making • Promote research and evaluation culture that involves working in partnership to investigate important questions and share evidence widely • Monitor the Department's performance against internally and externally set measures and targets including Education State measures and those defined in the Outcomes Framework • Inform high impact actions in schools and local area networks through the development, collection and integration of, accessible place-based information, for high quality system analysis to inform strategy, policy development and investment decisions • Generate and report a more precise and timely analysis and evidence of outcomes for cohorts including on how Victoria's children and young people are faring, with a focus on vulnerable population groups • Maintain the Division's Business Intelligence enterprise system capability to support the analysis and reporting needs of the Department and help inform policy change, program investment and resource management to improve learner outcomes. ROLE PURPOSE The Manager of Data Management and Business Intelligence will lead the department's business intelligence and data warehouse functions. The Manager will lead and inspire a high-performing technical team, foster a culture of continuous improvement, and ensure the alignment of data initiatives with the department's strategic objectives. This role is pivotal in driving data driven decision-making through effective data management and business intelligence. By providing expert advice and thought leadership, this position will shape the department's approach to data collection, data management, artificial intelligence, and business intelligence, ultimately contributing to the improvement of outcomes for children, young people, and adult learners across Victoria. KEY ACCOUNTABILITIES KEY ACTIVITIES Change management • Lead service operations including business methodology and process improvement and maintainance of business processes including methodology for delivery of work • Identify and implement business improvement opportunities • Lead or direct organisational change for staff and contractors • Work in partnership with others to implement and embed new strategic directions to improve data warehouse and business intelligence operations Expert advice and support • Provide expert advice and guidance to project teams to enable effective decision making and achievement of outcomes for improved data collection and survey management • Act as a thought leader on data collections and survey management to collect and generate evidence to support policy deisgn, performance reporting and evaluation • Provide high level expertise in data collections and survey management including improvements to data collections • Provide advice on policy and procedures and planned changes • Provide expert advice and support to deliver improved organisational/IT systems Opportunity identification and scoping • Determine requirements that are the highest priority for outcome success • Scope and define new organisational improvement opportunities • Validate new opportunities and requirements through consultation Direction setting and supervision • Establish and maintain a safe and healthy workplace which conforms to compliance standards, and supports responsible workplace behaviours • Model Victorian Public Sector Values • Provide employees with the leadership, information and guidance required to achieve outcomes and to ensure that these meet compliance requirements • Thinks at the big picture level, entertains wide-ranging possibilities in developing a vision for the future, works across a number of time frames, translates strategic direction into day-to-day activities Recruitment and Staff development • Undertake staff recruitment and selection to meet workforce needs according to HR and merit processes • Identify staff development needs and support and encourage staff to meet their professional goals • Use workforce data to determine workforce requirements to meet business objectives Stakeholder management • Act as a facilitator or coach for problem solving with cross-functional groups • Lead development of new business processes and effective resource management to improve outcomes • Manage relationships with and between program or project stakeholders • Prepare for and attend program and project steering committees • Provide information and communications to program stakeholders • Provides facilitation or coaching services to internal and external stakeholders groups to resolve issues of urgent and immediate importance Thought leadership and expert advice • Influence developments within area of responsibility through innovative analysis and thinking • Provide advice on strategic solutions design and service operations • Provide expert guidance and support to other specialists in the field • Provide strategic thinking and future planning and oversee change management inititatives and integrated approaches to enhance compliance with department-wide policies REQUIRED CAPABILITIES Knowledge & Skills Capability Description Planning and Organising • Establishes systems and procedures to guide work and track progress • Identifies processes, tasks and resources required to achieve a goal • Recognises actual and potential barriers and finds effective ways to deal with them • Sets clearly defined objectives and priorities and operates accordingly, reviewing and adjusting as required Change Management • Provide expert advice on operational impact of change that takes into account people's roles and responsibilites, processes, training needs and operational support • Actively promotes and drives change using broad influencing skills to overcome barriers and gain support • Describes the reasons for the change and the risks of not changing • Draws upon a range of sources for ideas and solutions • Identifies the need to change • Remains calm and optimistic, even when things don't go as planned Leadership • Translates organisational strategy into meaningful long-term plans and objectives for own area of responsibility • Motivates others to deliver against goals • Builds team commitment by demonstrating personal conviction • Leads a specialised team • Actively contributes to the division's leadership team • Provides authoritative advice across the division and beyond as required People Management • Maximises effectiveness by selecting, developing, managing and motivating a high performing team • Aligns team with the organisational values and goals through effective people management and modelling • Ensures staff are effectively deployed through effective workforce planning practices • Clearly defines role expectations, monitors performance, provides timely and constructive feedback and facilitates employee development Stakeholder Management • Identifies and responds to stakeholder's underlying needs • Finds innovative solutions to resolve stakeholder issues • Identifies issues in common for one or more stakeholders and uses to build mutually beneficial partnerships • Uses understanding of the stakeholder's organisational context to ensure outcomes are achieved • Identifies and responds to stakeholder's underlying needs including requirements gathering at project initiation Personal Qualities Capability Description Conceptual and Analytical Ability • Deals with concepts and complexity comfortably • Has creative ideas and can project how these can link to innovations • Uses analytical and conceptual skills to reason through problems Developing Others • Actively seeks to improve others' skills and talents by providing constructive feedback, coaching and training opportunities • Appropriately delegates responsibilities to further the development of others • Empowers others by investing them with the authority and latitude to accomplish tasks Creativity and Innovation • Actively influences events and promotes ideas • Draws on a range of information sources to identify new ways of doing things • Generates new ideas • Reflects on experience and is open to new ways to improve practice • Translates creative ideas into workplace improvements Drive and Commitment • Demonstrates capacity for sustained effort and hard work • Enjoys a vigorous and dynamic work environment • Enthusiastic and committed • Sets high standards of performance for self and others

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