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
E.7 Business Change Management
Assesses the implications of new IT solutions. Defines the requirements and quantifies the business benefits. Manages the deployment of change taking into account structural and cultural issues. Maintains business and process continuity throughout change, monitoring the impact, taking any required remedial action and refining approach.
e-Competence proficiency levels (on e-CF levels e-1 to e-5, related to EQF levels 3 to 8
Evaluates change requirements and exploits specialist skills to identify possible methods and standards that can be deployed.
Provides leadership to plan, manage and implement significant IT led business change.
Applies pervasive influence to imbed organisational change.
|Knowledge examples||Knows/ Aware of/ Familiar with:
- K1 the implications on business of new ICT solutions
- K2 the implications on organisation and human resources issues of new ICT solutions
- K3 the impact of new ICT solutions on legal issues
|Skills examples||Able to:
- S1 analyse costs and benefits of implementing new ICT solutions
- S2 select appropriate ICT solutions based upon benefit, risks and overall impact
- S3 construct and document a plan for implementation of process enhancements
- S4 apply project management standards and tools
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