DCP ICT & Information Management Directorate

Proposed Structure for Consultation

July 2017

“We would like to acknowledge the land that we meet on today is the traditional lands for the Kaurna people and we respect their spiritual relationship with their country. We also acknowledge the Kaurna people as the custodians of the greater Adelaide region and that their cultural and heritage beliefs are still as important to the living Kaurna people today.”

Acknowledgment

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Outline

1. Background and rationale for the proposed structure

2. Guiding Principles informing the structure

3. Proposed structure and key features

4. HR Principles

5. Consultation process and how you can have your say

6. Employee support available

7. Next steps

8. Questions

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Background

• DCP created from November 2016, stand alone from 1 July 2017

• Under-investment has meant ICT is unprepared for the new ways of working expected by our staff.

• ICT structure required to support a stand alone agency that complies with legislative and operational requirements

• Significant “Technical Debt” in C3MS platform that requires new ways of thinking to solve

• The proposed structure will enable DCP to deliver on Nyland recommendations and transition to a more nimble operating model

• New skills are critical to our success – including cloud computing (e.g. Office 365, Azure, AWS), Information Security, and strategic planning

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CIO (SAES)EA to CIO (AS04)

Manager, IMS (AS08)

Applications Development

Manager (AS07)

Business Coordinator

(AS04)

CIS Coordinator (AS06)

Manager, Infrastructure and Support

(AS06)

Senior Online Systems Officer

(AS06)

Sharepoint Administrator

(AS06)

Current Structure

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Current Structure – Infrastructure & Support

Manager, Infrastructure and Support

(AS06)

3 x Technical Support Officers

(AS05)

Asset Custodian (AS03)

IT Project Officer (AS05)

PC Support Officer (AS03)

Team Leader User Support

(AS04)

0.5 User Support Officer (AS03)

4 x User Support Officers (AS03)

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Current Structure – Applications Development

Manager, Applications

Development (AS07)

2 x Applications Development

Team Leader (12 months)

2 x Applications Development Team Leader

(AS06)

6 x Senior Analyst

Programmer (AS05)

Analyst Programmer

(AS04)

Applications Architecture Team Leader

(AS06)

PeopleSoft CRM Solutions

Architect (AS06)

Production Support

Coordinator (AS06)

Senior Analyst Programmer

(AS05)

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Current Structure – Records & Information Management

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Current Structure – C3MS Management Team

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Supervisor, C3MS

Management Team AS07

2 x Business Analyst (AS06)

2 x Support & Development Officer (AS05)

Project Officer (AS05)

Guiding Principles

• FTE requirements are based on current maturity of the organisation and strategic work plan required to be implemented

• The new structure will need to be able to operationalise the government’s response to the Nyland Royal Commission recommendations, where they relate to ICT.

• New structure needs to adapt to changing technology and needs of business, as well as handle “business as usual”

• Focus on service delivery and implementation, including a broader focus on other non-C3MS projects

• A flat leadership structure is favoured over too many layers, given our size and maturity

• General recognition from staff that the current structure and processes need to evolve

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Proposed Structure

CIO (SAES)EA to CIO (AS04)

Manager, Applications and

Development (AS08)

Manager, Businesss Analysis

& Change Management

(AS08)

Manager, Information Governance

(AS08)

Manager, Infrastructure and Support

(MAS3)

Manager, Strategy (AS08)

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Proposed Structure – Infrastructure & Support

Manager, Infrastructure and Support

(MAS3)

Business Coordinator

(AS04)

Infrastructure Team Leader

(AS06)

3 x Technical Support Officer

(AS04)

4 x Senior Technical

Support Officer (AS05)

Principle Security Advisor

(AS06)

Service Desk Team Leader

(AS05)

2 x Senior Service Desk

Officer (AS04)

4 x Service Desk Officer (AS03)

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Proposed Structure – Business Analysis & Change Mgmt

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Manager, Businesss Analysis

& Change Management

(AS08)

2 x Support and Development Officer - AS05

4 x Business Analyst (AS06)

Lead Trainer (AS06)

Project Officer (AS05)

Proposed Structure – Applications & Development

Manager,

Applications and Development

(AS08)

Architecture

4 x Solutions

Architect (AS06)

Development

Applications

Development Team Leader

(AS06)

2 x Senior Analyst

Programmer (AS05)

UX Developer

(AS06)

2 x Lead

Programmer (AS06)

Applications

Development Team Leader

(AS06)

3 x Senior Analyst

Programmer (AS05)

Applications

Development Team Leader

(AS06)

2 x Senior Analyst

Programmer (AS05)

Analyst

Programmer (AS04)

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ICT Strategy

• ICT Strategic Plan

• Project Roadmap

• KPI measurement and reporting

• Industry benchmarking

• Process and IT operating model

• Models for prioritisation and tender/procurement selection

• Adhoc analysis and modelling

• Governance and reporting strategy

• Project Portfolio Management

Records & Information Governance

• Records management

• Information governance & framework

• EDRMS project and implementation

• IPPI, Privacy Principles, Data sharing advice

• State Records compliance

• Information lifecycle

Infrastructure and Support

• User support

• Infrastructure

• Disaster Recovery

• Strategic procurement

• Security (policies, ISMF/S, awareness, audit)

• End User Computing (until DXC)

• Cloud computing adoption

• Office 365 and related

• Identity Management

Applications Development

• C3MS development (including YJ)

• Architecture

• Advice and estimation of changes

• Analysis and design of CRM solutions

• Integration with other agencies

• QA

• Other software – e.g. AFIS PRO

• CIS maintenance (mainframe)

• Audit Requests

• Ad-hoc Data Extract Requests

• Production Support

• Data fixes

Analysis & Change Management

• Broad ICT Business Analysis

• Requirements gathering

• Solution identification

• Change management

• Project governance

• Training

• QA/Testing

• Advanced system advice/support

Functions

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Proposed Structure – Features/Highlights

• Creation of new ICT leadership team

• Expanded infrastructure and support team

• Expanded applications team, focusing on UX and Solutions Architecture

• Inclusion of Records & Information Management and C3MS Management Team inside ICT directorate

• Increased capacity in expanded Business Analysis & Change Management team (formerly C3MS Management Team)

• Dedicated Strategy and Security roles

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• Discuss any concerns with your direct line Manager first

• All information can be found in the briefing kit, including FAQs

• EAP services always available on 1300 687 327

• All feedback will be confidential

Employee and Line Manager Support

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HR Principles

• Refer to ‘General Principles’ in the Briefing Kit.

• Directly affected ongoing PS Act employees who have yet to be placed, will be given priority consideration against roles in the new structure, at their substantive classification level.

• Temporary employees can only apply for roles affected by the restructure if they are advertised in Jobs SA and/or the external press.

• Where an ongoing existing employee who is impacted by the changes is temporarily engaged to another role, whether within or external to the business unit, they will be considered for roles within the organisational structure at their substantive classification level.

• Individuals currently providing a service via an external employment agency can only apply for roles in the restructure if advertised in the external press.

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Consultation Process – Have Your Say

Consultation Period - 10 July to 21 July (2 weeks)

Feedback can be sent to: Kylie Daly

A document summarising new roles will be sent to staff shortly.

All feedback will be confidential.

Discuss any concerns with your line manager or Hamish Cameron

Consultation with the Public Service Association has commenced and meetings will continue to occur with staff and unions as required.

Line managers will ensure that those employees out of office or on leave will be briefed and provided with the presentation and any other material to allow them to partake in consultation.

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Timelines

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Time period Activity

10 JulyProposed structures communicated by Leaders, 1:1 and/or in

teams

10 July to 21 July Consultation period and feedback captured

24 July to 11 August Further consideration from feedback sourced

15 August Confirmed structures communicated

16 August Transition and selection processes commence

Employee and Line Manager Support

• Discuss any concerns with your direct line Manager first

• Contact Human Resources – Suzie Vari, Senior HR Business Partner, ph 8204 2469 or email suzie.vari@sa.gov.au

• All information can be found in the briefing kit, including FAQs

• EAP services always available on 1300 687 327

• All feedback will be confidential

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Questions

Page 30

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Direct any enquiries to your line manager, Hamish Cameron or Suzie Vari

Feedback via email to Kylie Daly

Contacts

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