ict professional profiles - ip australia · web viewthis document describes the approach taken in...

ICT Professional Profiles

ContentsIntroduction......................................................................................................................................................1

Definitions........................................................................................................................................................2

Role Profiles......................................................................................................................................................3

Role Example....................................................................................................................................................4

Role Profiles Example.......................................................................................................................................5

Positions...........................................................................................................................................................6

Position Example..............................................................................................................................................7

APS v’s Contractor Engagement.......................................................................................................................8

Appendix A – Standard Roles (as at April 2017*)..............................................................................................9

Revision history

Date Amendments

29/03/2017 Transfer document into controlled template

11/04/2017 Amend and finalise document

16/05/2017 Template sent for review Version 0.2

20/06/2018 Document reviewed; references to BIMSG replaced with ITG

16 July 2018 Document approved for publication

Introduction PurposeThis document describes the approach taken in IP Australia to define the capabilities sought and expected of people who are performing ICT professional roles. This covers all roles that are involved in the development, maintenance, support and ongoing management of IP Australia’s ICT systems and environment.

The reason for this approach is to standardise the roles to avoid duplication and confusion over custom designed and uniquely named roles across both APS and contractor engagements. This approach is based on recognising the difference between skills, knowledge, qualifications and other attributes which people may bring to the performance of their duties and drawing the common aspects into a standard framework.

This template is controlled. Its accuracy can only be guaranteed when viewed electronically.Effective Date: 16 July 2018 Page 1 of 11

Definitions CapabilitiesICT Capabilities are technical skills that enable a person to perform required actions in an ICT environment. These are distinguished from behavioural skills which cover non-technical aspects of a person’s work performance such as their interactions with colleagues and management, their foresight and creativity and their adaptability to change.

Capabilities are defined according to the SFIA framework.

Capability LevelsFor any one capability, it is likely there will be a range of responsibility levels at which the required actions would be performed, and these are defined by the SFIA Capability Levels (1 to 7). The levels relate to aspects of responsibility such as autonomy, influence, complexity and business skill. These capability levels have many aspects that overlap with behavioural skills identified in the Integrated Leadership System and a general alignment between the two exists.

RoleA role is the minimum grouping of capabilities required for a person to perform recognised functions in a particular ICT technical domain. Individuals often have many more capabilities than are required in a particular role, and there are often small aspects of a number of capabilities that might be applicable to a particular role, but in general only the highly relevant capabilities should be included when defining a role.

There may be multiple roles with the same or similar combination of capabilities, but which are to be exercised at different levels of responsibility. These related roles are grouped together in a role profile.

There should never be two roles with exactly the same combination of capabilities and levels of responsibility. These are in reality the same role, though they may be performed in wildly different environments or circumstances and may have local job/position titles to reflect this.

PositionA position is an applied instance of a role, or in other words an actual job where a person is responsible for performing specific functions. In a position, an individual will exercise the capabilities of the role and draw on the knowledge and experience they have to deliver the expected outcomes efficiently and to the required standard of quality. There can be many positions where the occupants are performing the same role.

A position may be filled by people engaged in many ways, such as a permanent APS employee, a non-ongoing APS employee, a contractor or an external service provider. Remuneration and conditions of service are related to positions rather than roles, though performance expectations are generally related to Roles.


Role ProfilesA Role Profile is a standard set of role descriptions that apply to a particular ICT technical discipline. There may be many roles defined within one role profile, with the individual roles typically distinguished from each other by level of responsibility (Classification). Roles within one role profile usually share a common set of capabilities that relate to the technical discipline the roles cover.

For example, in the technical discipline of Business Analysis, the core capabilities of Business analysis and Business modelling are required for junior through to senior roles.

The elements that make up a role profile are;

Capabilities The SFIA framework is used to define the ICT capabilities that make up a particular role. Each capability must have a corresponding SFIA level (1 to 7) indicated. It is not necessary for all applicable capabilities to have a common SFIA level. It is also possible for other skill frameworks to be used for defining non-ICT capabilities required in the current role.

Classification The classification of a role relates to the level of behavioural skill that is expected of people in the role. The Work Level Standards (WLS) published by the Australia Public Service Commission is the classification system used by IP Australia.

The behavioural skills expected of people in a role apply regardless of the engagement method used. Although the WLS was designed for the Australian Pubic Service, the behavioural skills it describes at a particular classification level can be applied to a contractor or an external service provider and can be used for behavioural performance evaluation of APS staff and contractors alike.

Note that behavioural skills are implied in the SFIA framework capability levels, which introduces confusion when a particular role requires capabilities at different levels. To provide clarity in our approach, the WLS profiles override the SFIA implied behavioural skills.

Job Family Mapping The Australia Public Service Commission Job Family Model merges aspects of the SFIA Framework with the Australia & New Zealand Standard Classification of Occupations (ANZSCO). This model is a useful classification tool for statistical data collection & analysis regarding job roles across the whole employment sectors of Australia & New Zealand.

To assist with reporting at Whole of Government and national/international levels, IP Australia ICT roles are mapped to the Job Family Model.

Qualifications Formal qualifications (such as degrees and diplomas) and/or Industry qualifications can provide a high level of confidence that an individual has all or some of the required capabilities for a particular role.

Qualifications can also be used as a guild to professional development. For example, in a case where an industry qualification is desirable but an engaged officer does not have the qualification, then the relevant course of study to obtain that qualification will be straight forward and highly likely to improve the officer’s effectiveness in the role.


Role ExampleRole Example: Analyst – Business

Standard Roles are listed in Appendix A.


Role Profiles ExampleRole Profile Example: Business Analysis

Standard Roles are listed in Appendix A.


PositionsThe elements that define an actual position are;

Role A position is typically based on a pre-defined role, which acts as the template that defines the skills, classification and qualifications required for all positions under that role.

However, it is possible that unique requirements for a particular ICT function may arise from time to time leading to a position being defined by the amalgamation of different roles or through a unique combination of individual Capabilities. In such circumstances, the position is usually associated with the nearest matching standard role.

Experience Individuals gain experience during the progression of their career and this allows them to apply their skills more effectively and efficiently. Within any particular role, various levels of experience may be suitable in different positions.

Knowledge To be effective in a given position, an individual will need to apply their skills in combination with knowledge of certain technical standards, business domains and/or environmental factors. This knowledge may be quite local and specific to an individual position and may not apply to other positions in the same role.

Duty Statement The duty statement specifies the activities (or types of activities) that the individual in this position will be expected to undertake. The duties will typically require an individual to apply the required capabilities, knowledge and experience in order to achieve the desired outcomes.

Selection Criteria The selection criteria assists applicants interested in an available position by giving them guidance on how to focus their application. The selection criteria also assists the selection panel by providing a tool to distinguish the candidates applying for the position.

The selection criteria does not need to be identical across different positions in the same role and may change over time in any particular position.

Certification /Membership

Some positions may require individuals to hold industry certifications and/or professional memberships.

Security Classification Security classification is based on the level of trust required of the individual in order to carry out their duties, relating to the sensitivity of information that they will have access to in the course of performing their duties.

Teleworking Suitability

Each position should be assessed for suitability to be teleworked. Suitability may be related to two types of teleworking: Home Based Working, where individuals would need to perform some of their duties at a central location and are able to perform other duties at a remote location (usually their home). The second type of teleworking is: Out-Posted Worker, where the individual is expected to perform their duties almost exclusively at a remote location.


Position ExamplePosition Example: Business Analyst

A particular Business Analyst position is defined by combining the role profile for Analysis – Business with the specific details required for the tasks at hand.

Where a unique position is being defined, the capabilities, classifications and qualifications will need to be explicitly included in the Position definition. Where possible, it would be preferable to define the unique position through variations from the closest existing Role.


APS v’s Contractor EngagementPosition definitions contain the core information required when advertising a position for filling. However, there are two main methods used to fill positions;

APS Recruitment – advertising for permanent or non-ongoing public servants

Contractor Engagement – via a market approach using a Request for Quote (RFQ)

APS Recruitment is managed through corporate HR (Personnel) whereas Contractor Engagement is managed as a procurement exercise through corporate Finance. The paperwork necessary for these two methods are quite different.

For APS Recruitment, a Job Doc that conforms with the corporate template is required and that template contains a number of extra elements that are not captured in our position definitions, such as the location of this position in our org structure and working hours. These additional elements will be amalgamated with the Position definition at the time a Job Doc is required.

To the present time, Contractor Engagement has not made use of the SFIA framework. Skills have been individually expressed in each RFQ. Going forward, the same Position definition used to complete a Job Doc can be used to complete an RFQ, with the addition of working hours required for the position.

By using the same Position definitions for both APS and Contractor engagement, it will be much clearer when contractors are being used to merely add capacity to our existing skills base or to acquire skills we do not have and may not want to maintain in the longer term.


Appendix A – Standard Roles (as at April 2017*)

Business ChangeBusiness Process Analysis / Design

Business Analysis Enterprise ArchitectureAnalyst - Business Requirements Architect - Business SeniorAnalyst – Business Jnr Architect - Enterprise SeniorAnalyst – Business Architect - InformationAnalyst – Business Snr Architect - SecurityAnalyst – Business Lead Architect - Enterprise Solution

Architect - TechnologyProgramme and Project Management

Project ManagementProject SupportProject Manager - JnrProject ManagerProject Manager - SnrProgramme Manager or Assistant Programme Manager

IT Business ManagementProcurement and Vendor Relations

Quality Assurance

Strategic Leadership

Service DeliveryDatabases and Data

Data Analysis Database AdministrationAnalyst - Data Administrator - DatabaseAnalyst - Data SeniorAnalyst - Trainee DataData Modeller – Enterprise

Information / Knowledge Management

Infrastructure and Facilities

Asset Manager - SoftwareDisaster Recovery Manager


Networks and Telecommunications

Network Engineer

Security

Service ManagementSecurity AnalysisSecurity AnalystSecurity AnalystSecurity AnalystLead Security AnalystICT Security Operations Team Leader

Systems AdministrationSystem AdministrationSystem Administrator - UNIXSystem Administrator - Voice & Data NetworksSystem Administrator - Windows DesktopSystem Administrator - Windows ServerAdministrator – Storage

Service SupportHelpdesk / Support

Service SupportAnalyst - Service CentreSystem Support

Training and Development

Solutions DevelopmentDevelopment and Programming

Software DevelopmentDeveloperDeveloper - Snr

Systems Analysis and DesignSolution ArchitectureArchitect - SolutionArchitect - Pega Senior SystemsArchitect - Pega Systems

Web and Multimedia Content Development


Solutions ImplementationSystems Integration and Deployment

Software Configuration ManagementSoftware Configuration ManagerSoftware Configuration Manager - Chief

TestingTestingTester - JuniorTesterTester - SnrTest ManagerChief Test ManagerAutomated TesterAutomated Test EngineerAutomated Test Manager

*Note: Role definitions are still being developed and will continue to change as the ICT Industry evolves. Please see the IP Australia website www.ipaustralia.gov.au/about-us/careers/ict-professional-profiles for the most current list of role definitions


http://www.ipaustralia.gov.au/about-us/careers/ict-professional-profiles

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