The European e-Competence Framework
The e-Competence Framework, is a tool to describe the skills of professionals in ICT-related roles.The e-CF is a reference for job and role descriptions, skill development, training and education.The framework has been developed by a large number of European ICT and HR experts in the context of the CEN Workshop on ICT Skills.The European e-Competence Framework is structured from four dimensions. These dimensions reflect different levels of business and human resource planning requirements in addition to job/ work proficiency guidelines.
The four dimensions of the e-CF are specified as follows:
- Dimension 1: 5 e-Competence areas, derived from the ICT business processes:
PLAN – BUILD – RUN – ENABLE – MANAGE
- Dimension 2: A set of reference e-Competences for each area, with a generic description for each competence. 36 competences identified in total provide the European generic reference definitions of the e-CF 2.0.
- Dimension 3: Proficiency levels of each e-Competence provide European reference level specifications on e-Competence levels e-1 to e-5, which are related to the EQF levels 3 to 8.
- Dimension 4: Samples of knowledge and skills relate to e-Competences in dimension 2. They are provided to add value and context and are not intended to be exhaustive.
The 40 e-competencies of the e-CF
Click on the competency code in the list for the full description.
e-Competence: Title + generic description
D.9 Personnel Development
Diagnoses individual and group competence, identifying skill needs and skill gaps. Reviews training and development options and selects appropriate methodology taking into account the needs of the individual and the business. Coaches and/ or mentors individuals and teams to address learning needs.
e-Competence proficiency levels (on e-CF levels e-1 to e-5, related to EQF levels 3 to 8
Briefs/ trains individuals and groups, holds courses of instruction.
Monitors and addressees the development needs of individuals and teams.
Takes proactive action and develops organisational processes to address the development needs of individuals, teams and the entire workforce.
|Knowledge examples||Knows/ Aware of/ Familiar with:
- K1 competence development methods
- K2 competence and skill needs analysis methodologies
- K3 learning and development support methods (e.g. coaching, teaching)
- K4 ICT technologies and processes with an overview perspective
|Skills examples||Able to:
- S1 identify competence and skill gaps
- S2 identify and recommend work based development opportunities
- S3 incorporate within routine work processes, opportunities for skills development
- S4 coach on learning processes
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