Introduction

What is the capability framework?

The capability framework describes the knowledge and skills workers need to respond to family violence in a way that is safe and effective. It is for all workers whose roles intersect with family violence. It supports workers to deliver services that are:

• effective
• safe
• culturally responsive.

This framework is for those who work in specialist family violence services, as well as the broader health, justice and social services. By following this framework, organisations contribute to a workforce that is:

• informed
• capable
• culturally responsive.

The framework defines the skills and capabilities that these workforces need to:

• meet the challenges of family violence work
• improve the safety and wellbeing of victim survivors and their families.

The capability framework and MARAM

MARAM is the foundational policy, embedded in Part 11 of the Family Violence Protection Act that outlines how Victorian services and systems respond to family violence. MARAM sets out a shared understanding of family violence. It also includes the responsibilities of services, professionals and systems to work together to identify, assess and manage family violence risk.

MARAM guidance and resources define the practice requirements in line with these responsibilities. Read this capability framework alongside:

• the MARAM Foundation knowledge guide
• the relevant practice guides and resources.

This framework outlines the breadth of capabilities professionals need across the service system to respond to family violence and meet their responsibilities under MARAM. These capabilities include those needed to:

• identify and assess family violence risk
• manage risk and put in place strategies that prioritise victim survivors’ safety and needs
• seek or provide secondary consultation and referrals in line with information sharing laws and regulations
• work with other services to achieve integrated and consistent responses.

MARAM provides the core knowledge, practice guidance and tools for responding to family violence. It does this according to defined responsibilities of different workforces. This framework emphasises workforce capability by outlining the skills needed to carry out family violence practice. To be consistent with MARAM requirements, it supports organisations to:

• identify skills gaps
• develop roles and positions
• design targeted training
• develop career pathways.

Organisations should define and build workforce capabilities in a way that aligns with the MARAM framework in order to support a more consistent system-wide response to family violence.

Why have a capability framework?

A capability framework identifies what workers need to perform their role in a given field. It offers a structured approach to identifying the skills that people need. It can guide workforce development by individuals or organisations.

Capability building

Capability frameworks outline the skills and knowledge needed at varying levels of practice. This can be from entry-level to specialist roles. Capability frameworks enable:

• targeted training
• professional development
• role-specific development.

Organisational planning

Capability frameworks offer a consistent language and structure to inform workforce strategies. This includes for:

• recruitment
• performance management
• succession planning.

Performance and development

Capability frameworks provide a structured way to assess performance. This helps staff understand their roles and the value they contribute.

A system that works together

Capability frameworks improve cross-sector collaboration. This framework helps align workforce capabilities with critical system features such as the MARAM framework. This can help coordinate responses to family violence.

Capability frameworks and workforce development

A capability framework is often used alongside other workforce development documents. Each have a different purpose.

Capability framework

This outlines the skills, knowledge and behaviours expected across the organisation/sector. It offers a foundation for role-specific requirements and development.

Practice guidance

These detail guidelines, best practice or procedures for specific professional activities and in organisations.

Job descriptions

These outline tasks, responsibilities and skills needed for a role. They help workers understand what is expected of them and how they can grow in their role.

Who is this capability framework for?

This capability framework is for:

• organisations
• government departments
• sector peaks
• professional groups
• education and training providers
• workers – both new and existing.

It helps everyone understand, plan and develop the skills needed to respond to family violence. Listed below are examples of how different roles might use the framework.

How different roles can use this framework

Workers

• Identify current capabilities.
• Assess any skills gaps for professional development.
• Organise professional development and training plans.
• Guide professional development conversations.
• Develop goals to support career pathway planning and development.

Managers

• Guide skills and gaps analysis to inform:
  • team training plans
  • professional development opportunities.
• Use as a foundation for performance reviews.
• Support reflective supervision conversations.
• Help provide clear feedback and guidance.

Organisations

• Guide recruitment processes such as writing position descriptions and assessing candidates’ competencies.
• Inform strategic workforce planning including:
  • succession planning
  • resource allocation
  • training investment.
• Build organisational capacity by integrating the skills into:
  • staff induction programs
  • ongoing professional development.

Human resources staff

• Based on the capabilities, develop:
  • position descriptions
  • job advertisements
  • interview questions.
• Design professional development pathways and learning opportunities aligned with the framework. This will help in meeting organisational and sector goals.
• Assess and enhance performance management systems. This helps ensure they reflect the framework’s capabilities.

Trainers and training providers

• Design education and training programs that align with the framework.
• Design education and training programs around the capabilities outlined in the framework. This helps ensure targeted skill development.
• Identify any gaps in existing training content. Develop new content to address them.
• Integrate capabilities into qualification pathways. Align training with professional expectations and needs.

Language and terminology

Language around identities is always evolving. This is especially the case for diverse groups of people. The terms used in this framework reflect the accepted language at the time of writing. But we understand that one term or description may not capture the full breadth of individual identity. It may not be the language that individuals or groups identify with.

Language is a social construct. Our intent is to be inclusive and respectful of everyone. We commit to evolve our language as it changes to create inclusive practice.

‘Language is empowering and having a strengths-based approach to language [means that] workers fully advocate for people experiencing family violence when [they are] not in the room.’

A coordinated approach to capability building

This framework is part of Victoria’s Building from strength: 10-year industry plan for family violence prevention and response. It is 1 of 3 interconnected capability frameworks. It supports workforce capability for all professionals who intersect with family violence. The 2 other frameworks are:

• Preventing family violence and gender-based violence capability framework. This will set out the skills and knowledge needed to address the social norms, structures, systems and behaviours that drive family violence and gender inequality. It aims to support those working to prevent family violence and gender-based violence across a range of:
  • roles
  • organisations
  • sectors
  • settings
  • communities.
• Responding to sexual violence and harmful sexual behaviours capability framework. This framework aims to support capability for workers who respond to sexual assault and harmful sexual behaviours. It will outline the knowledge and skills needed to support recovery and healing. It will also describe the knowledge and skills needed to identify and respond to experiences of:
  • sexual assault
  • sexual violence
  • harmful sexual behaviours.

Together, these frameworks will support workforce planning and development across the family violence and sexual assault sectors. They will spell out the unique skills needed in these areas. They will also reinforce the shared skills needed across different sectors. This will help workforces to collaborate better.