ICT Career and Competency Framework

IITPSA Career and Competency Framework Solution

Understanding the Current Processes

In deciding how the framework should work a number of standard Human Resource activities were reviewed.  This was to:
•    Understand the information used in the different HR processes
•    Understand how the framework should fit in with existing HR processes
•    Decide how to structure the framework so that it adds value to existing HR processes.

The processes specifically reviewed were:
•    Job Grading and Evaluation – e.g. Paterson, Hay, Task, etc. – see how they are used in organisations and the purposes for which they are used
•    Skills Audits – review what information used for the skills audit, how it is used, and how reliable the results are likely to be
•    Performance Management – how performance management is conducted in organisations and the information used in the performance appraisal process
•    Learning and Development – how learning and development is implemented in organisations, and the information used to identify the programs to use for learning and development.

Job Grading and Evaluation
The IITPSA Career and Competency Framework provides a basis for not only aligning with Job Grading systems for remuneration purposes, but also for proactively assessing and developing the competencies needed for each level.

The IITPSA Career and Competency Framework includes level descriptors that are aligned with:
•    The international standard used for IT
•    Common Job Evaluation systems
•    Drotter’s Leadership Pipeline.

The criteria defined for each level includes:
•    Autonomy, Responsibility, and Authority
•    Extent of Decision-making
•    Decision Timeframe
•    Scope of Work
•    Influence
•    Complexity of Work
•    Essential Skills
•    Context
•    Skills Development
•    Professional Development
•    Leadership
•    Drotter’s Leadership Pipeline

What makes IITPSA Career and Competency Framework a better solution to support Job Grading is that these Competencies are available in the Competency Framework together with evidence of competence.  This means that staff can be assessed for each level using standard evidence of competence and, if not yet competent in any of the competencies, learning and development can be put in place to ensure that staff are eligible for the grade level.

Skills Audits
Because the IITPSA Career and Competency Framework provides a full, evidence-based Competency Profile for each Job Description, the quality of base data is not only complete, objective and consistent within the organisation, but also, because it is the standard for the industry in South Africa, is complete, objective and consistent across all organisations that align with the framework.

Furthermore, the resulting Skills Gap can be better aligned with Learning and Development as it is associated directly with the requirements of each job.

Performance Management
The IITPSA Career and Competency Framework provides not only a solid foundation of evidence-based competencies but also provides this information in a way that facilitates skills assessment and development that ensures that employees are competent to perform in their job.
If an employee lacks the skills and ability to perform in the job, it is not fair to assess performance.  Before performance can be measured, it is a basic requirement of both management and HR to ensure that the employee has the competencies to function effectively and efficiently in their role.

The IITPSA Career and Competency Framework provides all the information needed on which to build careers in IT and the competencies that need to be developed to function at each level of the career.  These can be objectively measures to ensure that employees have the ability to performance and play their role in the organisation achieving its goals.

Learning and Development
The IITPSA Career and Competency Framework provides both career development information consist with international standards and the industry as a whole, but also the Competency Framework that applies to the career development information.

This means that consistent and relevant Learning and Development programs can be established for each career stream to facilitate individual job and career growth in the organisation.  Based on the industry standard, this information can be applied within an organisation and across all participating organisations resulting in consistency of people development across the industry in South Africa.

The result is not only an improved workforce inside the organisation, but also helps to reduce the overall skills shortages experienced by the IT industry, and helps organisations retain the people and skills that they need to deliver strategy.

Summing Up
Some of the most important “people” processes in organisations today are those that help to understand and build the talent needed by the organisation to sustain its strategy and achieve its goals.

Of those processes the foundation processes are:
•    Job Grading and Evaluation – getting this wrong can be very costly
•    Skills Audits – knowing what skills are available where is vital to decision-making
•    Performance Management – aligning people performance to organisational performance
•    Learning and Development – creating the organisational capabilities needed.

The IITPSA Career and Competency Framework together with the ITJobCompiler system that delivers the framework provides high level and quality information relevant to these processes so that they can be carried out consistently and provide the greatest return on investment to the organisation.

For more information on the IITPSA ICT Career and Competency Framework and the ITJobCompiler, contact ceo@iitpsa.org.za