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Description

A network analyst ensures that the hardware and software that are needed for the network to function are working to enable users to provide customer service. The network analyst is responsible for the analysis of computer networks. They will also monitor and analyse the performance and speed of the network to ensure that it is meeting the needs of the users.

The network analyst will also assist with research and recommend policies and strategies for the organisation’s network infrastructure. The network analyst will be involved in developing and distributing networking best practice recommendations across the organisation.

The role will, at times, include some operational tasks such as, software and hardware upgrades. The network analyst may also be required to implement test plans and test scripts to check load generation and stress across the network.

A network analyst exhibits a combination of capabilities from Skills Framework for the Information Age (SFIA)[1] and the Queensland Public Service Leadership competencies for Queensland Framework[2].

SFIA profile

Within the SFIA profile, the network analyst has level 4 and 5 capabilities, i.e. enables, ensures and advises on the skills outlined below.

Refer to the framework for descriptions of the seven levels of responsibility and accountability.

SFIA skill

SFIA skill code

SFIA skill level of responsibility

SFIA skills level descriptor

Consultancy

CNSL

5

Takes responsibility for understanding client requirements, collecting data, delivering analysis and problem resolution. Identifies, evaluates and recommends options, implementing if required. Collaborates with, and facilitates stakeholder groups, as part of formal or informal consultancy agreements. Seeks to fully address client needs, enhancing the capabilities and effectiveness of client personnel, by ensuring that proposed solutions are properly understood and appropriately exploited.

Emerging technology monitoring

EMRG

5

Monitors the external environment to gather intelligence on emerging technologies. Assesses and documents the impacts, threats and opportunities to the organisation. Creates reports and technology roadmaps and shares knowledge and insights with others.

Change management

CHMG

4

Assesses, analyses, develops, documents and implements changes based on requests for change.

IT infrastructure

ITOP

4

Provides technical expertise to enable the correct application of operational procedures. Uses infrastructure management tools to determine load and performance statistics. Contributes to the planning and implementation of maintenance and installation work, including building and configuration of infrastructure components in virtualised environments. Implements agreed infrastructure changes and maintenance routines. Configures tools to automate the provisioning, testing and deployment of new and changed infrastructure. Identifies operational problems and contributes to their resolution, checking that they are managed in accordance with agreed standards and procedures. Provides reports and proposals for improvement, to specialists, users and managers.

Leadership skills

Queensland Government roles align with the Leadership competencies for Queensland.

Leadership competencies for Queensland describes what highly effective, everyday leadership looks like in the sector. In simple, action-oriented language, it provides a common understanding of the foundations for success across all roles. The profile describes three performance dimensions (vision, results and accountability) and 11 leadership competencies required against five leadership streams.

Leadership streams are not connected to a level or classification, but rather reflect the balance between leadership and technical skills required of an individual. Individuals can consider the ‘value proposition’ of roles rather than the traditional lens of hierarchical structures or classification levels. The five leadership streams are:

  • Individual contributor (Leads self and does not supervise others)
  • Team leader (leads a team and typically reports to a program leader)
  • Program leader (leads team leaders and/or multiple areas of work)
  • Executive (leads program leaders or other executives)
  • Chief executive (leads the organisation).

When developing a role description, identify the role type and then focus on the most important attributes and create a balance between SFIA skills and leadership skills.

Entry points

A degree level qualification in areas such as information technology or computer science is generally required to work as an ICT network analyst. A diploma or certificate from TAFE will generally be adequate to assist in the daily tasks of an ICT network analyst. Possession of a diploma or certificate in information technology (networking) will be of assistance to gain entry to a degree level program.

An ICT network analyst is required to have strong problem-solving skills, strategic thinking, an analytical approach, highly developed client interaction skills and a broad knowledge of the ICT Industry.

Learning and development

To improve and develop ICT network analyst skills can be done through participation in a number of courses that increase general knowledge and skills in the area. Possession of a degree level qualification will ensure that applicants have the basic skills required for the position.


[1] The Skills Framework for the Information Age (SFIA) provides a common language that integrates with an organisation’s way of working, to improve capability and resource planning, resource deployment and performance management. This role profile quotes extensively from the SFIA, under licence from the SFIA Foundation. Information about the SFIA can be found at http://www.sfia-online.org/en

[2] The Leadership competencies for Queensland framework plays a key role in translating the government’s ‘talent management requirements’ into clear behavioural terms. The competencies can be utilised in talent management strategies, including workforce planning, talent acquisition, leadership development, capability development, performance management, career management and succession planning. The competences can be accessed here Leadership competencies for Queensland


Last Reviewed: 22 July 2019

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