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Accredited Training Syllabus - General

General SFIA Training is available at Foundation, Practitioner and Consultant Level.

Introduction

The SFIA Foundation accredits three levels of General SFIA Training:

  • Consultant Level Training - the current Introduction to SFIA Course
  • Practitioner Level Training
  • Foundation Level Training

With the exception of the Foundation Level training, the training below should be supported by class exercises and discussion.

Attendance Prerequisites

There are no prerequisites for Foundation level training.

To get full benefit from the Practitioner and Consultant courses, attendees should have the following understanding:

Those with an IT or Software Engineering background should have some familiarity with:

  • What is expected of people in a wide range of roles in IT or Software Engineering
  • Normal practice in a number of HR-related activities, such as recruitment, preparation of job descriptions or role profiles, appraisal, personal development planning etc
  • The difference between skills and knowledge
  • The ways in which skills can be developed in the workplace

Those with an HR background should have some familiarity with:

  • The essential nature of the roles typically found in IT or Software Engineering departments
  • An appreciation of the importance of HR strategy
  • Most HR activities from recruitment to exit strategy
  • People development

Learning Outcomes

Having attended a course, an attendee should be able to do the following:

Learning Outcomes - General SFIA Training
OutcomeFoundationPractitionerConsultant

1

Understand the underlying idea of SFIA
 – What it is and what it is not

Y

Y

Y

2

Understand the structure of SFIA
 – including Categories and Subcategories

Y

Y

Y

3

Determine the skills needed in a particular situation, job or assignment, and determine the level at which the skills are required

Y

Y

4

Locate the required skills in SFIA

Y

Y

5

[In their own area of expertise] use SFIA to analyse the reasons behind an individual’s performance, and determine appropriate development measures

Y

Y

6

Able to assess the SFIA skills of an individual

Y

Y

7

Know what is and what is not allowed by the SFIA end user licence, and advise colleagues accordingly

Y

8

Understand SFIA’s seven levels and relate them to an organisation’s own levels

Y

9

Advise management on appropriate ways to exploit SFIA

Y

10

Understand the benefits of using SFIA

Y

11

Prepare a business case for an organisation’s use of SFIA

Y

Course Content

The course should have the following content:

Course Content - General SFIA Training
DeccriptionFoundationPractitionerConsultant

Introduction and Background

1.1

Course administration, introductions of course members

Y

Y

Y

1.2

Why and how SFIA was developed; its regular updates

Y

Y

Y

1.3

The SFIA Foundation – how it works: Accredited individuals and organisations

Y

Y

Y

1.4

Availability of SFIA information & point to Website

Y

Y

Y

1.5

SFIA Licencing SFIA - Introduction

Y

Y

Y

1.6

SFIA Licencing SFIA - Details

Y

Y

 

SFIA in Context

2.1

Reasons for implementing SFIA and benefits to be obtained

Y

Y

Y

2.2

Capability management cycle: processes relating to various aspects of skills management.

Y

Y

2.3

Typical problems, how SFIA helps

Y

Y

2.4

Attributes of IT professionals

Y

2.5

Skills portfolio

Y

 

SFIA Skills

3.1

Overall concept of the framework

Y

Y

Y

3.2

Structure of the framework; skills categories and subcategories

Y

Y

Y

3.3

The nature of SFIA skills: the way they are described; their significance

Y

Y

SFIA Levels

4.1

Concept of the seven levels; their consistency

Y

Y

Y

4.2

How the levels are defined generically: the four characteristics of a level

Y

Y

Y

4.3

The uses of the generic levels

Y

Y

4.4

How specific skills map on to the levels

Y

Y

4.5

The structure of a SFIA skill descriptor

Y

Y

Y

4.6

Skills in relation to people; and in relation to jobs

Y

Y



The Practicalities of using SFIA

5.1

Overview of implementation; nature of the implementation project

Y

Y

5.2

The use of role profiles

Y

Y

5.3

Mapping career progression lines; professional and technical development

Y

5.4

Contribution to resource planning

Y

Y

5.5

Capability development plans; using SFIA skills as development metrics

Y

5.6

Using SFIA to determine requirements for personal development planning

Y

Y

5.7

Recording areas and levels of knowledge (avoiding confusion with SFIA)

Y

5.8

Approaches to assessment

Y

5.9

Assessing SFIA Skills

Y

Y

5.10

Information available from the SFIA Foundation - encouraging attendees to login to obtain a download

Y

Y

Y

Wrap up

6.1

Review of Learning Objectives

Y

Y

6.2

Feedback

Y

Y

6.3

Encourage attendees to register on the SFIA Website as personal or corporate

Y

Y

Y

 

Exercises and Discussions
(As appropriate throughout the course)
(A few exercises, such as below, to be used )

E.1

Discuss how your organisation might use SFIA - can be part of introduction and revisited

N/A

O

O

E.2

Example: Creation of a Role Profile

N/A

O

O

E.3

Example: SFIA in Recruitment

N/A

O

O

E.4

Example: Extracting SFIA Skills from a CV

N/A

O

O

E.5

Example: Assessing the SFIA skills of an individual

N/A

O

O

E.6

Example: Others as appropriate?

N/A

O

O