Mike Chad Implementing Career Developer Workshop
Mike Chad’s Workshop
Overview of the SFIA Update project
1. Reflect best practice
2. Map to meta-framework
3. interface to other frameworks
4. Adoptability (easy to use)
5. Don’t make more complicated
6. Role and other terminology
7. define terms up front
8. Framework – not a standard, but should reference other standards
9. User skills should be considered
10. Right Name?
11. Coverage – broaden? MIS, safety, security
12. Creative usage of IT, strategic use of IT
Website for SFIA update: – http://sfia.textmatters.com
Issues relating to Career Developer:
1. Terminology eg definition of “skills”, This is largely a function of SFIA, BCS cannot do much about this problem however users can make representation to the SFIA update project.
2. Lack of pre-defined templates for JDs. Eg from an “ITIL” grouping. Suggest this feedback needs to be made in writing for BCS to consider action
3. Transferring from PDS to Career Developer.
4. Relationship to other eg European frameworks. Complex, beyond the scope of this discussion
5. How does the non IT Project Manager map to SFIAplus, relatively straightforward. May require some specialisms for certain types of SFIA plus role eg background to avoid the IT specific element.
6. What support is available from BCS, SLAs, etc. Send contact details to users >??? Jane Dunn raised. Contact information is provided on the login screen in all products
7. Use of CD, how does this help members to get CITP etc. No direct linkage but Career Developer holds evidence of CPD which will be considered on application for membership upgrade
8. Process flow through the tool – how to manage. Training issue or consulting opportunity?
9. How do we get buy-in from managers Sell the benefits of using career development –greater efficiency, reduced costs (eg of hiring consultants or contractors)
10. CRM – how do we manage updates – give clients advance notice of sw updates. The BCS needs to ensure hosted customers will receive adequate advance notice of these.
11. Is there any limit to the number of ways these tools can be used?
12. Can we have a virtual forum to capture and share this type of product experience? Eg listserver, who is using, lessons learnt, FAQs, feedback or enhancement requests for the tool and framework. This is being actively pursued.
13. Time to implement Career Developer? This is heavily dependent on the starting point for the organisation and will typically range from a few weeks to over a year in some cases. Three months might be considered a typical project roll-out duration.
14. When will best practice / white paper docs become available? DIAZ research document on implementing BCS frameworks. This needs to be updated. Noted – this will be considered.
15. What is the overhead to manage an implementation once set up? Depends on the individual, but strong manager and supervisor guidance is required. Also a scheme coordinator and possibly a separate administrator is required too.
16. Usage / reporting tools and facilities please eg ability to extract or export Gap Analysis. Typically we recommend that data is maintained and managed within the CD / SM tool. However requests for export tools will be considered and responded to.
17. Ability to tailor to corporate standards or processes. Specialisms and corporate components are provided for this purpose.
18. Have we considered an IT Applications framework? We have avoided this to date in order to keep the framework vendor and technology agnostic and this is the principle SFIA has adhered to. However if the SFIA update indicates a move in this direction we will follow with SFIAplus.
19. Is SFIAplus available as a stand alone product? Currently it is only available to corporates as a hosted product wrapped in the Skills Manager or Career Developer tool. For individual BCS members SFIAplus is available in browse-only form.
20. How much time does it take to set up a scheme? That depends. In an organisation with a well established career development scheme it could take as little as three months, but starting from scratch it could take up to a year. There is no hard and fast rule. To assess the size of the task please contact BCS and arrange for a consulting visit.
21. How much does it cost? Please call the BCS PD Department for a quotation.
22. What kind of overhead do you have once the scheme is in place? One scheme coordinator can easily manage dozens of participants across multiple job descriptions once the scheme is estanblished and running. The effort saved using these tools more than outweighs any marginal increase in costs. – See questions on the BAA case study for details.
23. What scope is there to tailor a scheme to your organisation? There is great scope to use the scheme and the tools in the way most appropriate to your organisation. BCS consultants can advise on this.
John Gwynne
February 28th 2005
John Gwynne 2/2 04/03/2005