Practical application of

the Statistical Training

Framework

13th September 2018

Content

Development of a Statistical Training Framework

Implementation

GAP Analysis

Conclusions

Creation of a Statistical Training Framework

.

3. Descriptors for each

statistical skill heading with

requirements set out as Basic,

Intermediate and Advanced.

1. Design Statistical

training model in-house

in line with GSBPM

4. Skills Register and Role

Specification mapping –

skills gaps identified,

learning paths can be

formulated from these.

2. Working group setup to

identify 13 Statistical High

Level Headings

5. Training Interventions

Identified – 70:20:10 Model

What will the framework measure?

• Statistical Capability

• Essential Statistical Infrastructure

• Deliver an enhanced statistical skillset

• Ensuring Statisticians have the relevant knowledge, skills and expertise to work effectively

• Assist with Mobility policies

• Identify skills gaps & strenghts in Statistical Organisations

Why the GSBPM model?

• Describes and defines the set of business processes needed to

produce official statistics

• It provides a standard framework

• Harmonised terminology to help statistical organisations to modernise

their processes

• It was selected as a high European standard for processing meta-

data & it’s components

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Example

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Implementation of

the Statistical

Training Framework

GAP Analysis

1. What Statistical Skills staff say they have?

Skills Register

• CSO Skills Register updated based on Framework

• All staff complete Skills Register

• Updating their skills under 13 Statistical Headings

• Levels none, basic(primary), intermediate and advanced

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2. What Statistical Skills staff require for their role?

Role Specification Form

• Created Role Specification Form

• Heads of Department complete form in conjunction with staff

• Consistent with 13 Statistical Skills Headings

• Complete eform for role/job – not individual

• Individual - Create Learning Path

• Organisation - Create a picture of Statistical Skills Gap/Strengths

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Amalgamation

Overlap and Interventions

Interventions – The Irish Example so far……. 70:20:10 Model

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Interventions – The Irish Example so far…….

• Developing internal capability to deliver training

• Coaching and Mentoring Programme

• Learning Circles

• Link to Third Level Institutes and Modular Programme

• Access to ESTP Courses

• Developed Fundamentals in Statistics

• First formal course from framework “Sampling and Estimation” (Certified)

• Data Bites Presentations

• Irish Universities have applied for EMOS - pending

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Fundamentals in Statistics

• Data Summaries & Graphs

• Statistical Models

• Sampling Distributions

• Simple Comparative Experiments

• Counted Data

• Cross-Classified Frequency Data

• Introduction to Regression

• Introduction to ANOVA

What this framework will mean for NSOs

staff?

• Integral part of strengthening NSO’s overall capability

• The framework will ensure all areas within the Statistical process will get the required focus and

emphasis on training spend

• Assist NSO in Workforce Planning

• Assist with decision making on the Mobility of Staff – right people, place and skills

• Learning Paths & Succession Planning for staff

• NSO Employer of Choice, higher retention rates, career paths

• Provide staff with greater understanding of the range of statistical skills, knowledge and expertise linked

to GSBPM

Outcomes

• Assists with workforce planning (metrics)

• Skills required for staff are identified utilising the framework - Create Learning Path in conjunction with Performance Management

• Focused direction and spend on Training – specific areas and costing to products

• Training linked to Strategic direction

• Standardisation of skills in the organisation including the wider Irish Statistical System

• Training interventions to meet skills gaps are easily identified

• Right people, in the right place with the right skills

• Inhouse experts sharing knowledge

• Engagement through learning circles

• High level Steering Group setup to identify strategic direction and direct statistical training programme

• Statistician appointed to work with L&D Unit

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