Public Sector Learning
and Development Portal

CORE
COMPETENCIES
PROFESSIONAL PATHWAYS / TECHNICAL COMPETENCIES
CORE VALUES
GOJ
Competency
Model
Learning and Development
Designing and delivering training and career development programs to build organizational capability and leadership pipelines. This includes assessing training needs, evaluating ROI, and aligning initiatives with strategic priorities.

Sub-competencies

Behavioural Competencies

Return to Clusters
external-Human-Resource-office-beshi-color-kerismaker
Technical Competency: Learning and Development
Professional Descriptors for Learning and Development
Foundational

Responsibilities and Expertise

Provide crucial administrative support by scheduling training sessions, maintaining records, and assisting with basic training needs assessments to ensure smooth learning and development operations.

Sample Job Roles

Administrator HR Business Partnerships; HR Administrator.

Qualifications and/or Certification

  • Associate degree in HRM, Business Administration or a related field
  • 0-1 year of experience
  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field

Responsibilities and Expertise

Design and deliver training, conduct needs assessments and develop programme content. Work closely with managers to align learning initiatives with organisational goals and drive employee skill development.

Sample Job Roles

Talent Development and Performance Analytics Officer; Training Centre Manager.

Qualifications and/or Certification

  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field
  • 1-2 years or more of relevant work experience
  • Postgraduate Certificate/Diploma

Responsibilities and Expertise

Lead the design, evaluation, and alignment of complex training initiatives with organisational and national priorities. Drive leadership pipeline development and measure the ROI of learning interventions.

Sample Job Roles

Talent Development and Performance Analytics Manager; Director Human Resource Development.

Qualifications and/or Certification

  • Bachelor’s degree in management studies, HRM&D, Public Sector Management, Public/Business Administration, or a related discipline.
  • 3 years of relevant work experience
  • Master’s Degree
  • Certification in HRM&D, Industrial Relations or related discipline

Responsibilities and Expertise

Drive learning and development strategy, advise senior leadership, and champion innovation across the public sector. Ensure L&D is fully aligned with national goals, building capability for future challenges.

Sample Job Roles

Senior Director Human Resource Management and Development;

Qualifications and/or Certification

  • Master’s Degree in HRM&D, Organizational Development, Organizational Design, Public Administration/Policy
  • 5 years of managerial work experience in a related field
  • Advanced Certification in HRM&D, Talent Development, Learning and Development or related discipline
Performance Indicator for Learning and Development
Foundational
  • Accurate and timely scheduling and coordination of training sessions.
  • Meticulous maintenance of training records and learning materials.
  • Effective support during the training-needs assessment process.
  • Prompt and professional communication with training participants and facilitators.
  • Successful design and execution of training programmes that meet identified needs.
  • Positive feedback from participants and managers on the quality and relevance of training delivered.
  • Demonstrable improvement in employee skills and performance post-training.
  • Thorough and accurate identification of skill gaps through needs assessments.
  • Effective collaboration with stakeholders to align training with departmental goals.
  • Development and implementation of impactful training programmes that are explicitly linked to strategic goals.
  • Successful implementation of leadership development initiatives with measurable outcomes and improved succession readiness.
  • Systematic measurement and reporting of training ROI and impact on organisational performance.
  • Evidence-based recommendations for improving training effectiveness are consistently adopted.
  • Clear alignment of L&D initiatives with organisational strategic objectives and Vision 2030 Jamaica.
  • Recognition as a thought leader in learning and development within the public sector.
  • Demonstrated, significant impact on organisational capability, leadership readiness, and performance culture.
  • Successful development and execution of a long-term L&D strategy aligned with national priorities like Vision 2030 Jamaica.
  • Influence on public service-wide policy and practice in talent and leadership development.
  • Cultivation of a pervasive culture of continuous learning and innovation throughout the organisation.

Learning Pathways Operating Models

HR Business Partners
HR Shared Services Centre
Centres of Expertise