The PAM Competence Framework was commissioned by the PAM Profession Steering Group and provides a basis for improving the capability for all practitioners working in the Property Asset Management sector across central civil government. It provides a useful foundation on which to build the skills required to manage property assets at both operational and strategic level.
The principal competencies are derived from the four process areas of the Property Asset Management Capability Assessment Model. These four process areas represent the life-cycle of property asset management:
Strategy & Business links property assets to the high level business plan;
Planning to Deliver covers the organisational skills required to embark on projects and programmes;
Deliver Change encompasses wider skills such as stakeholder management, people skills and leadership;
Operate & Maintain is about ensuring the continuity of business, assets in use, and meeting and maintaining corporate objectives through appropriate resourcing.
The Property Asset Management community is a diverse one. The life-cycle of a property asset requires the involvement of a wide range of skills and many professional bodies have developed over time to represent the expertise required at these various stages. The following professional bodies have given their support to the central civil government PAM Competence Framework and offer their own training, education and specialist qualifications to improve capability in this area:
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The New Civil Service Competency Framework
The new Civil Service Competency Framework (CSCF) became operational for all government departments from 1st April 2013. It will be used for recuitment and selection, performance management, personal development plans, and career development.
The number of competencies to be used will be determined by business priorities and local consultation. For the professions, there will be a blend of competencies/skills drawn from both the CSCF and professional frameworks. It has been recommended that no more than 6 competencies in total should be cited. As there are 4 principal PAM competencies (Strategy & Business, Planning to Deliver, Deliver Change and Operate & Maintain) and 10 CSCF competencies, there should be a blend dependent on the role and the organisation. For senior PAM role vacancies, the Head of Profession should be consulted when drawing up the job specification.
Each profession has been asked to align its own competence frameworks with the new CSCF. Where PAM practitioners wish to demonstrate their professional skills within the new CSCF the links below may be of assistance. These set out typical PAM underpinning skills and responsibilities and where these could be demonstrated in the new CSCF at Level 5 (Deputy Directors), Level 4 (Grades 7 & 6) and Levels 3 & 2 (HEO, SEO, EO). Alternatively, PAM practitioners could draw upon a mix of competencies from both frameworks as suggested above.
Those who work within a PAM context, but have a professional anchor elsewhere, such as Finance, Policy, Legal, Procurement, ICT etc, will apply their own profession’s competencies to the mix unless a PAM competency is particularly relevant.
For more detailed information on how to use the Civil Service Competence Framework colleagues should log into their Civil Service Learning account and follow the appropriate links. Guidance on the use of the frameworks for Recruitment and Selection purposes has been provided by Civil Service Resourcing and can be accessed here.
For more information on Civil Service Reform click here.