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Ref. No.:CWA 16234-4:2014 E

CEN

WORKSHOP

AGREEMENT

CWA 16234-4

April 2014

ICS 35.020

English version

European e-Competence Framework Version 3.0 - Part 4: Case studies for the application of the European e-Competence

Framework 3.0

This CEN Workshop Agreement has been drafted and approved by a Workshop of representatives of interested parties, the constitution of which is indicated in the foreword of this Workshop Agreement. The formal process followed by the Workshop in the development of this Workshop Agreement has been endorsed by the National Members of CEN but neither the National Members of CEN nor the CEN-CENELEC Management Centre can be held accountable for the technical content of this CEN Workshop Agreement or possible conflicts with standards or legislation. This CEN Workshop Agreement can in no way be held as being an official standard developed by CEN and its Members. This CEN Workshop Agreement is publicly available as a reference document from the CEN Members National Standard Bodies. CEN members are the national standards bodies of Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, Former Yugoslav Republic of Macedonia, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, Switzerland, Turkey and United Kingdom.

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CWA 16234-4:2014 (E)

Foreword

This CEN Workshop Agreement has been drafted and approved by a Workshop of representatives of interested parties on 10 December 2013, the constitution of which was supported by CEN following the public call for participation made in January 2012.

A list of the individuals and organizations which supported the technical consensus represented by the CEN Workshop Agreement is available to purchasers from the CEN-CENELEC Management Centre. These organizations were drawn from the following economic sectors:

• Associazione Italiana per l'Informatica ed il Calcolo Automatico (AICA) • Association Pasc@line • British Computer Society(BCS) • (ISC)2 • CIGREF- Réseau de Grandes Entreprises • DEKRA Akademie • Forschungszentrum für Informatik (FZI) • Council of European Professional Informatics Societies (CEPIS • ECDL Foundation • European e-Skills Association • EMF eExcellence • European Software Institute-Center eastern Europe(ESI-CEE) • European Skills and Certification Network • EuroCIO • EXIN • HBO-I • Innovation Value institute (IVI) • ISS Hamburg • IT Staffing • international Webmasters’ Association(IWA) • Microsoft • Thames Communication • Université de Bretagne occidentale(UBO)

This CWA document publishes the European e-Competence Framework (e-CF) version 3.0; the result of 8 years continuing effort and commitment by multi-stakeholders from the European ICT sector.

The very first practical steps towards the e-CF were initiated in 2006 by Airbus, BITKOM, CIGREF, e-Skills UK, Fondazione Politecnico di Milano, IG Metall and Michelin, with the encouragement of the European Commission and strongly backed by the CEN ICT Skills Workshop community. From multiple market perspectives, roles and expertise, representatives of many organizations and also individuals have subsequently contributed to the e-CF initiative. They have collectively contributed to the development of the e-CF from their varied perspectives bringing technical expertise, political awareness or constructive feedback. The CEN ICT Skills Workshop wishes to recognize and acknowledge these multiple contributions from the following non-exhaustive list of organizations.

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CWA 16234-4:2014 (E)

(ISC)² A/I/M bv AFPA AICA AIP-ITCS AIRBUS ASIIN e.V. Association Pasc@line Associazione Informatici Professionisti - Italiano computer society ATI Banca d’Italia Bayer Business Services BCS Koolitus AS BIBB - Bundesinstitut für Berufsbildung, Birkbeck University of London BITKOM Breyer Publico British Computer Society Capgemini Capgemini Academy CEDEFOP CEPIS CIGREF CIONET CISCO Cisco Systems Clock IT Skills CompTIA Germany GmbH Cons. for Informatics and Education Hacquebard bv

Consulthink Corporate IT Forum CPI Competenze per l’Innovazione Cyprus Computer Society Dassault Systèmes DEKRA Akademie GmbH Deutsche Telekom AG Diaz Research Limited DND Norwegian computer society Dutch Ministry of Economic Affairs ECABO ECDL Foundation EDF Electricité de France EeSA European e-Skills Association e-Jobs Observatory EMEA empirica GmbH EMSI Grenoble ESI BG e-Skills ILB e-Skills UK Estonian Qualifications Authority Kutsekoda Estonian Association of ICT EURO CIO Eurodisney European Metal-workers’ Federation European Software Institute - CEE

EXIN Fondazione Politecnico di Milano Foundation IT Leader Club Poland Fundación Inlea FZI HBO-I Foundation HEINEKEN International Hominem Challenge IBM UK ICT Human Capital IG Metall Innovation Value Institute Innoware Institut PI Intel Corp. IPA Japan Irish Computer Society IT Akademie Bayern IT Star Italian Computer Society ITcert Solutions itSECURITY* itTRACK* IWA Italy KPN KWB eV LGMA LPI Mapfre Michelin Microsoft MinEZ Ministère de l'éducation et de la recherche FR

Ministry of Economic Affairs, The Netherlands MPSA MS Consulting & Research Ltd. MTA NIOC Norma PME Norwegian computer association ORACLE PIN SME PMI Pôle Emploi PROSA - Association of IT Professionals PSA Peugeot Citroen PvIB (Dutch platform for information security professionals) SAP Skillsnet Syntec Informatique THAMES Communication The Corporate IT Forum/ national body of EuroCIO Trinity College Dublin UK Cabinet Office UNESCO Uni Duisburg UNI Europa UNINFO Université de Bretagne Occidentale Univ. Danube/CEPA Univ. Gent/Fac. EC&BA University La Sapienza

The formal process followed by the Workshop in the development of the CEN Workshop Agreement has been endorsed by the National Members of CEN but neither the National Members of CEN nor the CEN-CENELEC Management Centre can be held accountable for the technical content of the CEN Workshop Agreement or possible conflict with standards or legislation. This CEN Workshop Agreement can in no way be held as being an official standard developed by CEN and its members.

The final review/endorsement round for this CWA was started on 21 August 2013 and was successfully closed on 21 October 2013.

This CEN Workshop Agreement is publicly available as a reference document from the National

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CWA 16234-4:2014 (E)

Members of The following countries: Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, Former Yugoslav Republic of Macedonia, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, Switzerland, Turkey and the United Kingdom.

Comments or suggestions from the users of the CEN Workshop Agreement are welcome and should be addressed to the CEN-CENELEC Management Centre.

Case studies overview

Case study

Title Key perspectives

A

e-CF in large ICT demand organizations

• Job profile creation • Internal ICT staff development • Cross company and cross border common language

B

e-CF in a corporate/ ICT supplier environment

• e-CF for consultants • Identifying training needs • Training development • Competence gap identification

C

e-CF for SME's - competence need analysis and managerial dashboard

• Application in a micro enterprise environment • e-CF as a marketing aid • e-CF as a business development tool • Competence need analysis • Linking business strategy and competence

development • Develop or buy new competences • e-CF for SME consultants

D

SME competence assessment and business card creation based upon the e-CF

• SME competence self-assessment • Business card creation • Business capability • e-CF for SME consultants

E

e-CF to build SME job descriptions

• Job description development • Intercompany communication • Recruitment aid

F

e-CF for qualification providers

• Matching education supply to market needs • The difference between competence development

and traditional learning • Student motivation from a competence approach • EQF and e-CF compliance

G

e-CF in a certification environment

• Matching certification supply to market needs • Increasing transparency in the European e-Skills

landscape

H e-CF for ICT professional self-assessment

• Self-assessment • CV / Self promotion

I

e-CF for linking e-curricula supply and demand

• Competence connected to learning outcomes • e-CF and EQF compliance • Personal career development • Competence based e-curriculum

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CWA 16234-4:2014 (E)

K

e-CF for ICT professional associations

• Assessment • Benchmark criteria • Community building

L e-CF for ICT training

quality improvement • • •

Specialised competences Specialist role development Matching education supply and demand

M e-CF for assessment and career tools

• •

Assessing an ICT professional's capability Recognition of formal and informal learning

N

e-CF for National and EU policy makers

• Ensuring qualified ICT workforce in a long-term •

•

Communication between policy makers and ICT business e-Curricula building

• Cross-European common language

O

e-CF to relate or integrate to other frameworks

• • •

e-CF use in an established structure Relating the e-CF to other frameworks Relating workplace and qualification perspective by EQF and e-CF

P

e-CF for European ICT professional Profiles creation

• •

•

Including competence into a job Profile Communication between HR, management and ICT professionals Building and linking local profiles to a recognised European structure

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Illustrative Case Study (A)

European e-Competence Framework (e-CF)

in large ICT demand organizations

ABOUT THE e-CF. The European e-Competence Framework (e-CF) provides a reference of 36 competences as required and applied at the Information and Communication Technology (ICT) workplace, using a common language for competences, skills and capability levels that can be understood across Europe. As the first sector-specific implementation of the European Qualifications Framework (EQF), the e-CF was designed and developed for application by ICT service, user and supply companies, for managers and human resource (HR) departments, and for education institutions and training bodies, and other organizations in public and private sectors.

The framework was developed under the umbrella of the CEN ICT Skills Workshop through a process of close cooperation between ICT business and human resource (HR) experts, stakeholders and policy institutions from many different countries and at the EU level. Published by CEN for the first time in 2008 and followed by a further enhanced version 2.0 in 2010, the framework brings benefits to a growing community of users throughout Europe and overseas.

To support e-CF application within multiple environments, a series of illustrative case studies provide examples, benefits and hints of how to make best use of the e-CF.

The following case study illuminates the e-CF application from the perspective of Enterprise ICT demand organizations.

Key perspectives

• Job Profile creation • Internal ICT staff development • Cross company common language • Training portfolio development

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Summary

Approximately half of the ICT professional workforce across Europe is employed by ICT demand organizations spread across multiple industry sectors. The following four companies provide examples of how the ICT professional community can benefit from deployment of the e-CF.

MAPFRE is a leading insurance company in Spain and the first Non Life Insurance Company in Latin America, it has a presence in more than 45 countries and employs 35,586 people. In order to assess and enhance current job descriptions and streamline investment in training and education of ICT staff, MAPFRE adopted the e-CF.

EDF the multinational energy supplier, responded to constraints imposed by European energy market directives by restructuring and forming several new divisions and two new company subsidiaries, RTE and ERDF.

In 2010 Euro Disney instigated an extensive program for competence predictive management as a key component of its future corporate strategy.

Pôle Emploi, a French public national institution addressing employment was formed from the merger of ANPE, responsible for job placement and Unedic, responsible for job seekers compensation.

Each of these four organizations had compelling reasons for change. MAPFRE’s goal was to focus on establishing a solid model that could expand to the company’s worldwide workforce. EDF needed to rationalize the roles of ICT professionals working on two different customer support systems and an overarching information system integrating functions such as accounting, finance and marketing for the entire group. To realize their vision of predictive competence management, Euro Disney needed to create a comprehensive set of revised job profiles. For different reasons Pôle Emploi were also motivated to establish a revised set of profiles to meet the needs of its newly merged predecessor companies and to provide an operational and strategic vision.

In each scenario the need was to employ a tool that enabled multiple internal functions and players to share a common understanding of the competences required and endemic within the professional ICT workforce. Independently, the three CIGREF members, EDF, Euro Disney and Pôle Emploi (CIGREF is a French association of large ICT user companies) elected to deploy the e-CF as the common ICT reference for the development of job profiles. MAPFRE directed its focus towards rationalization of worldwide training portfolios.

e-CF Value

A tangible added value from e-CF deployment is its accessibility and ability to enable common understanding across different populations. Importantly, the e-CF is supported by an active maintenance regime that ensures its continuing relevance.

ICT staff has a variety of focused specialist skills and staff turnover creates the need for targeted recruitment. The e-CF is a valuable asset in articulating the role and competence needs of IT departments.

The Europe-wide shared vocabulary used by the e-CF can be recognized internally and outside of the company, independently from country borders and also across continents. This common language facilitates management of resource acquisition according to the IT market availability. It also allows clear differentiation between job profiles and focuses on the essential issue; the required competences.

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e-CF IN LARGE ICT DEMAND ORGANIZATIONS PAGE 3 / 4

e-CF CASE STUDY – A CEN ICT SKILLS WORKSHOP www.ecompetences.eu www.cen.eu

Furthermore, scalable models can be easily built which allow the incorporation of new roles and/or positions, or evolvement of existing ones. New competences can also be incorporated into such models and aligned to market trends.

Challenges encountered

For many the e-CF is a new concept taking time to fully understand and the challenge is to convince internal management that the e-CF is a valid option and worthy of the investment of time and resources necessary for company wide implementation.

When implementing the e-CF, identifying the competencies required for each job and the associated level of competences for each seniority role requires a structured and considered approach.

In one of the sample companies the e-CF was seen as a contributor to annual performance reviews. For this to be successful it is necessary to identify and evaluate the major competences associated with an employee, to be able to offer constructive career advice.

Training plans and portfolios may require adaption to meet the bidirectional relationship required between professional development models and career strategy.

Benefits highlighted

The provision of the e-CF maintains a consistent perspective across all personnel, for instance, across employees to managers and the human resources department. It facilitates exchange of views, and promotes consensus. This enables rationalization of job descriptions that tend to proliferate over time, adding confusion rather than clarity.

The International dimension of the e-CF and its consistency with other frameworks such as CIGREF nomenclature also strengthen its value.

The foundation for a competence based human capital management model can be established. Furthermore, training portfolios can be consolidated and rationalised based upon optimisation of a company’s training needs bringing greater added value from the education and training budget.

The method adopted

Each of the four exemplar companies adopted a different implementation strategy. For EDF it was to build upon previous work and up date the existing structured job roles.

Pôle Emploi conducted analysis of jobs and of the structure of the e-CF. A particular requirement was to integrate more detailed, cross organizational soft skills and the company HR group were consulted and engaged to support this need. A set of working groups was established to create the new job profiles. In parallel an internal communication strategy was prepared. Implementation included adding a behavior dimension, this included connections to an internally created soft skills framework.

Euro Disney started by analyzing their existing job profiles and made decisions on which to retain, delete or renew. The resultant new set of profiles was created with special attention to competences that were extracted from the e-CF.

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MAPFRE focused upon distilling competences from existing job descriptions and identifying competences not currently addressed. The approach is described in the following schematic.

Expansion to other examples

The creation of job roles using competence, as a significant component, is a common application of the e-CF. Further examples of this can be found as follows:

• Illustrative Case study E

• A family of 23 Typical European ICT Professional Profiles has been established and details are available on the e-CF website, follow this link, http://www.ecompetences.eu/2165,ICT+Professional+Profiles.html

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Illustrative Case Study (B)

European e-Competence Framework (e-CF)

in a Corporate / ICT supplier environment

ABOUT THE e-CF. The European e-Competence Framework (e-CF) provides a reference of 36 competences as required and applied at the Information and Communication Technology (ICT) workplace, using a common language for competences, skills and capability levels that can be understood across Europe. As the first sector-specific implementation of the European Qualifications Framework (EQF), the e-CF was designed and developed for application by ICT service, user and supply companies, for managers and human resource (HR) departments, and for education institutions and training bodies, and other organizations in public and private sectors.

The framework was developed under the umbrella of the CEN ICT Skills Workshop through a process of close cooperation between ICT business and human resource (HR) experts, stakeholders and policy institutions from many different countries and at the EU level. Published by CEN for the first time in 2008 and followed by a further enhanced version 2.0 in 2010, the framework brings benefits to a growing community of users throughout Europe and overseas.

To support e-CF application within multiple environments, a series of illustrative case studies provide examples, benefits and hints of how to make best use of the e-CF.

The following case study illuminates the e-CF application from the perspective of an ICT supplier.

Key perspectives

• e-CF for consultants • Identifying training needs • Training development • Competence gap identification

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Summary

To develop technological solutions and support clients, it is imperative that ICT supply companies attract, retain and develop high caliber staff. Innovation and product quality are inextricably linked to the capabilities of the managers and professionals employed by ICT supply companies. Given this need KPN, a Dutch telecommunications supplier, decided to enhance the education and training of its workforce by engaging Capgemini to advise and implement a program to enable structured access to relevant education and training opportunities.

KPN had a well-developed human resources management system that provided the basis for job evaluation, pay scales and performance management, but this did not include linkage to education and training opportunities. Some education programs were developed and delivered In-house and others sourced from external training providers. Capgemini were engaged to recommend a structured education and training solution that would enable staff access to approved and relevant training opportunities from internal or external sources.

Capgemini recommended that education and training should be based upon competence requirements and proposed the development of an online tool to manage the process of education and training identification and booking. The structure selected to underpin this online facility was the e-CF. The e-CF provided a methodological approach to the identification of competence, knowledge and skills required by ICT professionals and managers within the organization. By deploying the e-CF, a consistent benchmark of competences was available to reference education and training programs addressing individual or organizational, competence development requirements.

e-CF Value

The e-CF enabled Capgemini, and their client KPN, to better understand the competence development requirements of the organization and of individual employees within the organization. By focusing upon these competence needs, as clearly articulated within the competence descriptors of the e-CF, the relevance and capability of relevant training opportunities became much clearer.

Challenges encountered

Relating existing training and education programs to the e-CF is not a perfect science. It is rare that existing training materials provide an exact match to competences articulated within the e-CF, in consequence some flexibility has to be deployed in the process of mapping education to competence. Overlaps and under laps of training program matches to the e-CF are inevitable and these must be catered for and evaluated by knowledgeable mapping staff. However this exercise brings clarity to the opportunities and possible deficiencies of existing training options and can lead to a more targeted approach for future course developments.

Benefits highlighted

By deploying the e-CF, a better common understanding of training options and opportunities has been highlighted for KPN. An online training reference manual and booking facility has been developed based upon the metrics of the e-CF. The e-CF cell and level structure readily lends itself to being systemized and provides a consistent matrix for deployment within online tools.

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e-CF IN A CORPORATE / ICT SUPPLIER ENVIRONMENT PAGE 3 / 3

e-CF CASE STUDY – B CEN ICT SKILLS WORKSHOP www.ecompetences.eu www.cen.eu

Furthermore, future training programs are being developed to meet the identified competence requirements of the workforce. These new programs will closely follow the competences articulated by the e-CF and provide targeted training opportunities.

The method adopted

KPN initially adopted a focused approach by concentrating upon four categories of job roles:

Business Architects

Project Management

Configuration Management

Test Professionals

An online competence assessment tool was developed to address these ICT professional specialisms that was directly linked to a training catalogue containing related training options.

The underlying principle adopted within this case sample, is the identification of competence gaps. Using the e-CF, ICT professionals are able to identify their competence needs and compare them to a directory of education and training programs also expressed in competence terminology. In this way differences between competence needs and competence attainment can be closed.

Expansion to other examples

Identifying competence gaps for future requirements is a significant application of the e-CF; the following are further examples of how this capability is used in practice.

• Individuals can compare their competence profile with potential new roles to support future career progression – they may also use typical European ICT Professional Profiles, found at http://www.ecompetences.eu/2165,ICT+Professional+Profiles.html

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