No.
The Leadership Competency Framework is not a performance appraisal or rating tool. 

The framework is designed to support reflection, professional growth, and shared understanding of leadership behaviours. It may be used, where helpful, to support reflective conversations about setting expectations, goal setting or growth or development, but it does not determine ratings or outcomes and does not replace existing review processes.

No.
The Leadership Competency Framework is intended to be embedded into existing practice, not added on as another task.

It works best when used to support conversations, reflection, or professional learning that is already happening, rather than creating new processes or requirements.

Yes.
Leadership at DOBCEL is not defined by role or title. The framework applies to everyone, recognising that leadership is expressed through everyday behaviours in how we work with others in all professional settings.

Professional standards describe what effective practice looks like.
The Leadership Competency Framework describes how that practice is enacted through observable leadership behaviours.

The framework complements professional standards by helping translate them into everyday leadership practice.

The framework is not used to assess or evaluate performance.

It may be used, where helpful, to support reflective conversations about setting expectations, goal setting or growth or development, but it does not determine ratings or outcomes and does not replace existing review processes.

Leaders may use the framework to:

• Support coaching and mentoring conversations
• Strengthen shared understanding of leadership behaviours
• Guide leadership development and succession planning
• Embed leadership growth into existing professional learning

The framework is intended to support leadership practice, not create additional compliance.

No.
The framework is not designed to be used all at once.

You may choose to focus on one competency, one domain, or one behaviour that is most meaningful for you at a particular time.

Start small and keep it simple.

You don’t need to work through the whole framework. Many people begin by:

• Reading through the core competencies to get a sense of the shared language
• Choosing one behaviour that feels most relevant to your current role or context
• Reflecting on where that behaviour is already part of your practice, and where you might strengthen it
• Looking at the resource page

You might use the framework to:

• Support personal reflection
• Prepare for a professional conversation
• Identify an area for professional learning or development

The framework is designed to be flexible and supportive, not something to complete or “get through.”
If it helps you think more clearly about your practice or have a more meaningful conversation, you’ve started in exactly the right place.

Resources are available on this page and include:

• The full Leadership Competency Framework document
• Self-reflection and development tools
• Short explainer resources
• Leadership development programs aligned to the framework

Resources will continue to grow over time.

The framework exists to support growth, clarity, and consistency in leadership practice across DOBCEL.

If it helps make leadership conversations more meaningful, reflective, or shared, it is being used exactly as intended.