The Skills Framework for the Information Age (SFIA) is an internationally recognised I.T. skills model managed by the SFIA Foundation, a global not-for-profit organisation. Its goal is to provide a common language for both employers and employees to describe and manage skills in the I.T. space.
Our ITSA tool is the most comprehensive SFIA-based skills management tool on the market. It sports a wide variety of functionality and reporting mechanisms that will enable your business to really get a grasp on the skills it already deploys and how those skills could be best managed. It features an easy-to-use interface, an intuitive self-assessment, and complete customisation to really make it your own.
By mapping your job roles to SFIA, you are able to analyse the skills required for the role from the business’ perspective. This data can then be directly compared against what skills the employees believe are needed for the role.
Role mapping is important, not only because it can show you these discrepancies, but in a number of other ways too. Capability and competency data is captured throughout the business with our tool enabling you to have an incredibly detailed view of how your departments and employees are doing at any time.
One feature within our role builder, unique to ITSA, is how we utilise the principals of the Level of Responsibility outlined in the SFIA Framework. We also divide the skills up further into 3 more categories: “Core”, “Contributing”, and “Awareness”, an important aspect of the analysis, which allows employees and managers to focus on different aspects of career development depending on the skill code’s relevance to the responsibilities of the role.
Once the employees and the managers have completed the verification process, any skill codes that have been frequently added to the individual’s report will be shown in the role builder tool. We call these “Codes for Consideration”. With this information you can discuss whether theses codes, that have frequently been chosen by your employees and verifiers, should be added to the job role itself.
The self-assessment questionnaire uses adaptive questioning through a three-stage process.
- Stage 1: Identifies the SFIA Level of Responsibility of the individual’s role.
- Stage 2: Considers the areas of I.T the employee works in using the 6 categories outlined in the SFIA framework.
- Stage 3: Establishes which skills the employee deploys in their role on a daily basis.
The average length of time to complete this self-assessment is around 30 minutes which is considerably less than other self-assessment questionnaires on the market. One of the reasons for this is because of the aforementioned “adaptive questioning”.
Adaptive questioning is how the questionnaire changes depending on the selections the employee makes during each stage of the questionnaire, and also what helps us stay a cut above the rest. In the ITSA self-assessment, the employee is guided down the most efficient route through the questions, and this allows ITSA to extract the data that is most relevant with the least amount of hassle. This keeps the employee engaged and the questionnaire relevant whilst still delivering all the data required to the business.
The Employee Report
On completion of the questionnaire, the employee can view their results instantly. They can upload evidence and comment on their results in relation to each SFIA attribute and skill code.
We use a slide bar indicator (0-100%) for the employee to indicate how competent they feel they are against the attributes and code descriptors within their reports.
A traffic light system compares the employee’s outcomes using the Level of Responsibility for reference, revealing how close each attribute and skill code is to their chosen level. Each change is automatically saved making the report ready for review in real-time.
The Green Report
Sometimes our clients would like to get straight to the point without employees completing a self-assessment questionnaire.
ITSA allows you to bypass the questionnaire and have the employee validate their skills according to the job role that has been mapped in the ITSA Job Role Builder. Assigning the mapped role to the employee gives them access to add evidence, make adjustments to the competency slide bars, and, if necessary, edit the report to suit them. When they have completed their changes the line manager can then give the final approval and agree the report during a development review, all without sitting the assessment.
Use of the Green Report grants a full set of data reports that would normally arise from a completed questionnaire but with the focus on the verification process and discussions between the employees and their line managers instead.
Managers and Verifiers
ITSA gives you, the client, control of the verification process between managers (or chosen 3rd parties) and employees within the reporting tool in real-time and is predominantly used in businesses for development purposes.
We have built ITSA to slot into existing business development review processes. Within ITSA Verifiers can review any uploaded evidence, add comments, and agree or adjust the results, according to the employee’s submissions.
As a development tool ITSA is ideal for employees and managers to come together, using a common language platform such as SFIA, to discuss strengths and weaknesses against the SFIA skills profile allocated to their role. We are the only assessment product that allows for post-assessment verification to be handled within the real-time product, allowing for instant management of skills within your business using a single unified tool.
When you have the skills required for each role mapped users of ITSA can view other roles across the organisation and see how close, in percentage terms, they fit to that role.
Another use of this feature is for human capital management. As you are able to see all of the skills across the organisation, you are able to best place employees for specific project, and see where the most appropriately skilled employees are quickly and easily. This also aids in the recruitment process by more accurately recognising skills gaps in the business so you know what to focus on during recruitment drives.
The employees and managers can keep track of individual development data with the Development Room; using it as a repository for information to be accessed and shared when necessary.
The Development Room includes information such as: a ‘Course Log’, in which employees can list developmental courses past or present that they have been on; a ‘Qualification Log’, containing uploaded evidence such as certificates; and ‘Previous Knowledge’, relating to what the employee might have done in past roles which could be useful for the business to know.
The Knowledge Bank
This is an additional assessment tool within ITSA which involves an objective test as opposed to the subjective self-assessment process. You can create your own assessments which focus on specific skills, such as technical or brand knowledge, involving a set of questions relevant to the skills performed in each role. The data is captured in a similar way to the ITSA self-assessment questionnaire results.
We have a clear hierarchical structure allowing departmental allocation of access with managers only able to view those employees for which they have responsibility. There is full administrative control over candidate registrations, the use of bulk uploads or manual ones, customisation of invitation emails, and many other elements. This all helps to give you complete control over the system. You may also appoint as many administrators as you wish to manage the ITSA program effectively.