This guide includes procurement training resources and learning challenges to help with your ongoing professional development.
This guide reflects the Government Practitioners Competency Framework and self-assessment for procurement practitioners in the New Zealand Public Sector:
This shows the Procurement Practitioners Competency Framework. In the centre is the Plan – Source – Manage procurement process flow. This is supported by Design, and Practice and Assurance competencies. A final circle of supporting competencies surrounds the graphic.
These suggestions can guide you toward gaining the knowledge and skills at each level you aspire to. You can also try looking at the levels above and below your current role. The suggestions differ at each level and build on skills and knowledge gained in previous levels.
Much of the training described may already be offered by your agency, so check for internal resources first.
The guide sometimes describes search suggestions and topics rather than specific courses. After exploring your organisation’s learning options, you may find universities, tertiary institutions, public libraries or private businesses that offer learning and resources on these topics too.
You don’t need to complete all the activities listed to progress to the next level of competency.
By taking the competency assessment and reading this guide, you’re already showing some commitment to learning.
When thinking about developing your skills, it may help to consider whether you have a fixed mindset or a growth mindset. Search these terms to learn more.
Some of the suggested learning may already be available to you through your organisation. Browse your organisation’s learning suite first for programmes or suggestions that relate to the competency you wish to develop.
Lead a discussion or deliver a presentation to your team on a subject that you need to learn about.
Review your competency assessment and identify goals for your learning. Make a plan for achieving them. You could integrate this into your work schedule.
You could create a challenge for yourself that takes you outside your comfort zone, then reflect: what went well, what didn’t go well, and what did you learn?
Discuss your findings with your manager or coach.
If your organisation’s learning management suite or People department doesn’t already supply one, you could start a record of learning and update progress in your performance development plan.
Choose a practical part of your work you’d like to develop. Research the topic to learn more about it. Deliver a presentation on it at your team meeting.
You could set up a peer practice group to review a procurement project. You could record and classify the learning from this for future reference.
Choose which area you'd like to focus on, then you can choose a role level to see specific suggestions.