Learning pathways for the Government Statistician Group (GSG)

What is a learning pathway?

A learning pathway aims to help you discover the training opportunities on offer that are best matched to your areas for development.

Analytical learning pathway

The analytical learning pathway matches relevant analytical training to the specialist competencies within the Government Statistician Group (GSG) competency framework.

Non-analytical learning pathway

The non-analytical learning pathway matches relevant training offered on the Civil Service Learning website to the five perspectives of the Better Statistics, Better Decisions strategy for UK statistics (Helpful, Innovative, Capable, Efficient and Professional).

Leadership and management training

This page lists leadership and management training available on the Civil Service Learning website.

Assessment tools from Civil Service Learning

Civil Service Learning have produced a series of tools to help staff to discover their strengths and areas for development.

Background information

These pathways supports the Government Statistical Service (GSS) Strategy, ‘Better Statistics, Better Decisions’. They are aligned with both the GSG competency framework and the professional career framework for GSG members.

Identifying learning and development needs

A learning priorities audit was conducted between December 2017 and March 2018, with a view to identify current and future performance gaps and capability deficits at organisational level. Data was collected directly from statistical Heads of Profession and reviewed against the existing learning and development offer.

While it is intended that a more thorough audit needs to take place, this initial audit has been used to shape this pathway.

Future audits will be used to update the pathways as part of the ongoing review process.

These pathways reflect the findings of the audit, while considering the key objectives set out in the GSS Strategy.

Underlying principles

Learning and development will:

  • be based on identified needs following a needs analysis
  • be fully integrated with the personal development process
  • take account of the GSS strategic objectives
  • have measures that will be in place informally in the workplace through on-the-job training, coaching and self-managed learning
  • be delivered on a value for money basis
  • maximise the use of shared resources such as human, financial, software and physical resources
  • be delivered on a ‘just-in-time’ basis
  • be evaluated using a selective, focused and practical approach to assess the impact of learning