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Regulatory Maturity Assessment

This online assessment is to determine the baseline maturity level for each of the 12 attributes in the MRIT.

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1.  

Which directorate do you belong to?

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2.  

Please provide your view on the following statements relating to the culture and leadership focus attribute.


Culture
This attribute describes the regulator's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with its employees, regulated community and stakeholders.  It is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid.

Leadership
This attribute describes the regulator's ability to establish a clear vision. share that vision with others so that they follow it willingly, provide the information, knowledge and methods to realise that vision and coordinate and balance the conflicting interests of all members and stakeholders.

01-1-Organisational culture and values are not discussed or actively demonstrated.
01-1-Leaders are unable to clearly articulate the organisation's vision.
01-2-Vision and values are undocumented and applied inconsistency across the organisation.
01-3-The need to establish and articulate a clear vision and values has been identified but not yet implemented.
01-3-Values and behaviours are discussed by some but not all staff in the organisation.
01-4-Employee understanding of vision and strategy is measured by surveys and focus groups.
01-4-Vision and values are articulated in one/some but not all elements of planning.
01-4-Leaders communicate their vision to the whole organisation through speeches, newsletters and other media.
01-5-The regulator's vision and values are understood and clearly articulated and this is measured through staff surveys or focus groups.
01-5-Leadership development is valued, prioritised and resourced and the regulator invests in developing leadership capabilities.
01-5-A mechanism or process exists to ensure decision making and decisions are open and transparent.
01-5-A mechanism or process exists to allow staff to give feedback on performance and discuss career progression.
01-6-Leaders create an environment in which employees embrace and believe in the vision. want to achieve it. live the culture and seek to achieve ambitious targets.
01-6-Leaders behave strategically by analysing data. anticipating change, leveraging resources, driving policy debate, solving complex problems and implementing robust plans.
01-6-Decisions are made collaboratively and, where appropriate, are challenged and reviewed.
3.  

What is your view on the maturity level for the culture and leadership focus attribute?

Current maturity level
Target maturity level
Government of South Australia