Skip to main content

Log in with RealMe

To access the Procurement online service, you need a RealMe login. If you've used a RealMe login somewhere else, you can use it here too. If you don't already have a username and password, just select "Log in" and choose to create one.

What's RealMe?

To log in to this service you need a RealMe login.

This service uses RealMe login to secure and protect your personal information.

RealMe login is a service from the New Zealand government that includes a single login, letting you use one username and password to access a wide range of services online.

Find out more at www.realme.govt.nz.

Develop your procurement skills

This competency framework helps build your understanding and outlines the skills to succeed in government procurement.

There are two frameworks you can use:

  • the Government procurement practitioner’s framework on this page, for anyone working in procurement
  • the Social services procurement competency framework, for those working in social services procurement specifically.

Social services procurement

Both have an assessment tool and learning guide, so that you can determine your current level and then work toward the next.

These tools will help all practitioners clarify the skills and knowledge needed to be confident and competent in their roles. The tools help procurement teams to:

  • take a more structured and purposeful approach to professional development
  • build a culture of excellence where learning is supported and encouraged
  • set consistent expectations for performance in procurement practice.

These resources were developed in collaboration with a working group of New Zealand Government procurement and capability experts. 

How to use these resources

  1. Start by determining the right tools for you.

    Anyone working in New Zealand Government procurement can use the ‘Government procurement practitioners competency framework’ on this page.

    People who work specifically in social services government procurement can use the Social services procurement competency framework.

  2. Complete the competency assessment tool to identify your learning priorities, then record these in your performance and development plan.
  3. Use the suggestions in the learning pathways guide to plan how you will learn, apply, integrate, and practice.

Understanding where you’re at in your professional development journey helps to:

  • guide you into self-directed study, which can more effectively target your areas of interest
  • improve your skills, which may allow you to seek distinct roles and responsibilities in your team
  • maintain a broad base of skills, to stay flexible in responding to the changing demands of the public service.

As you become more skilled, revisiting these tools can also help you understand what competencies you need to progress to more advanced roles.

The assessment will show you where you’re currently at. The pathways guide has resources to upskill in the right ways to help you progress your career and establish a continuous cycle of learning.

If you're a people leader in government procurement

Use the competency assessment tool to effectively support and manage the capability development of your team.

Start with your team member completing the assessment to identify their learning priorities. They’ll record these in their performance and development plan and discuss it with you.

Understanding and supporting your team’s professional development journey helps to:

  • effectively support and manage the capability development of your people.
  • identify competency requirements when recruiting people and planning for future capability needs.
  • maintain a broad base of skills within your team, which helps you and your team stay flexible in responding to the changing demands of government procurement.

Step by step

  1. Read the parts of the competency framework relevant to your team, and familiarise yourself with the indicators that describe behaviour. This will help you discuss with your team member and answer any of their questions.
  2. Set a timeframe for your team member to complete the competency assessment, or complete it alongside them.
  3. Schedule a review of the completed assessment with your team member. As you both discuss areas to be developed, you could also look at the indicators for the role level your team member aspires to reach in future. Use this discussion to agree on your team member’s areas of development.
  4. Plan how your team member will achieve their development goals. Use the learning pathways guide, which recommends activities, resources, and training that will help your team member progress.

More advice for people leaders

  • Encourage your team to record SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) for the coming year in their performance and development plans.
  • Check in with your team regularly about how their development is going and what further support they need.
  • Remember that team members don’t need to complete all the activities listed in the learning pathways guide to progress to the next level.
  • When ready, encourage them to revisit the competency assessment to help track changes in their ability and confidence, or identify new areas of development.

Access the competency framework tools

Complete the assessment to figure out which skills you’d like to develop for your level.

The PDF provides a full list of competencies for your reference.

Follow the learning pathways guide

This interactive tool provides suggestions for how you can improve the competencies listed in the framework.

Learning pathways guide for procurement practitioners

Top