Best Practice IT Professional Development - BCS · Yesterday • Programming ... • Operations •...
Transcript of Best Practice IT Professional Development - BCS · Yesterday • Programming ... • Operations •...
Best Practice IT Best Practice IT Professional DevelopmentProfessional Development
Defining, Managing & Developing Defining, Managing & Developing SkillsSkills
Creating Job Descriptions Creating Job Descriptions
(or (or ““Role ProfilesRole Profiles””) )
using SFIAusing SFIA
Defining the skills we needDefining the skills we need
Yesterday• Programming• Analysis/Design• Operations• Support• Management
Today• Innovation• Transformation• Communication• Leadership….
Managing the IT resources in Managing the IT resources in different environmentsdifferent environments
• What skills have we got?• What level of skill? Basic? Expert? • How many?• How can we evaluate?• What do we need?
Create Skills DirectoryCreate Skills Directory
• Determine the key Skills• Establish a measurement framework• Create a skills matrix• Re-invent the wheel?
Skills FrameworkSkills Framework“SFIA describes what
people do, not necessarily what their jobs are called”
introduction to SFIA
Skill CategoriesSkill Categories
• Strategy and planning• Development• Business change• Service provision• Procurement and management support• “Ancillary”
Level definitions (Level definitions (pages 7pages 7--88))
• Autonomy• Influence• Complexity• Business Skills
Examples Examples
• System design– P 16
• Network Control & Operation– P 28
• Project Management – P 22
• Innovation– P 12
Workshop 1Workshop 1
Select a VolunteerCreate a “Job Description” or “Profile”• Find your Level• Find one or more Skills (typically no more
than 4-5)• May be at different Levels
The ProcessThe Process
Assess Individual Skill NeedsAssess Individual Skill Needs• Where am I now?
– Skills Framework (SFIA)• Where do I want/need to be?
– Skills Matrix (organisation’s needs)• How can I get there
– Development process ->
The ProcessThe Process
Development CycleDevelopment CycleCreate Cycle
Record Progress
Pursue Actions
Development Objectives, based on Skill needs, and Actions to achieve them
ReviewProgress
Verify Record & Sign off Cycle
Practitioner & Manager
Practitioner & Manager
Practitioner
Practitioner
Manager
Create Journals, linked to planned Actions
Agree new Actions as appropriate
Add comments to close cycle
Integrate the Personal Development Integrate the Personal Development Process with Performance Process with Performance
Management Management
• Formalise the Development Process• Agree parameters for measuring the
effectiveness of the process– Eg time frames, quality criteria, filling skills
gaps• Set performance targets, using these
parameters
Refining the processRefining the process
• SFIAplus• Work Activities• Knowledge and Skill• Depth of Skill
Depth of SkillDepth of Skill
• Aware – needs training• Familiar – trained, and actively gaining
experience• Proficient – doesn’t need any more
training• Expert – both highly trained and highly
experienced
Corporate relationships with Corporate relationships with The BCSThe BCS
• Group membership• Accredited professional development
programmes– Individual development planned, monitored
and reviewed– Well tested Success Factors and
Performance Indicators– Annual audit by BCS