The Skills Methodologies


The core skills reflect the skills set of the most popular competency business/technology domains identified by the SEFIX as fundamental to the effective management of technology resources in the era of Industry 4.0.

How to be professional every day at work and career-path, engineers must adopt practical skills besides the knowledge, technologies, and methodologies.

Learn about the benefits of the SEFIX Skills Framework in the software industry.

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The Levels of Responsibility


SEFIX has defined eight levels of responsibility, from level 1 to level 8 (Follow - Assist - Apply - Create - Design - Initiate - Command - Orientate) makes them suitable for mapping the stages within a career path.

Description

Each level will describe the core of skills, behaviors, contributions, knowledge, and difficulty that an individual should have in order to be identified as characteristics at the level in project or business.

Level 8 - Orientate
Performs a top leadership role with overall responsibility and strategies for the whole business domain in the organization while supervising teams of professionals and board of directors.

Level 7 - Command
Performs a commander role with overall responsibility for projects based on multiple platforms and business domains while supervising teams of professionals and middle management.

Level 6 - Initiate
Performs a senior management role with overall responsibility for projects while supervising teams of professionals.

Level 5 - Design
Holds a senior position and may act as a manager or consultant. Independently conceives programs and defines problems to be studied or objectives to be achieved. Involved in long-term planning for the organization.

Level 4 - Create
Works in a complex technological area without direct supervision. Receives broad task objectives, is responsible for significant technical decisions, and may train other professionals.

Level 3 - Apply
Performs technical tasks with limited direct supervision and solves problems based on principles of applied science technology. It also makes some decisions for which they assume responsibility.

Level 2 - Assist
Performs technical procedures with occasional direct supervision.

Level 1 - Follow
Receives on-the-job training in a variety of new environments while working under close supervision as they gain experience, typically working on small tasks within larger projects.


The Levels of Role


SEFIX has defined 3 levels of job role, from level 1 to level 3 (Low - Medium - High) makes them suitable for mapping the roles within a career path.

Description

Each role level will describe the responsible, answerable, or accountable for things that an individual should have in order to be held as controls at the level in project or business.

Level 3 - High
Self-accountability to supervise and evaluate the performance of members in assigned projects.

Level 2 - Medium
Take a partial responsibility to supervise and evaluate the performance of members in assigned projects.

Level 1 - Low
Self-accountability to supervise and evaluate the performance of the members in the assigned or delegated projects.

The Levels of Skills Proficiency


The SEFIX has used seven levels (No Knowledge - Fundamental Awareness - Limited Experience - Intermediate - Advanced - Expert-Master) of proficiency for applying the practiced and phrases skills to facilitate their use in ranking and competencies.

Description

The levels of proficiency are the best truly ranks of evaluation we've developed and certificated.

Master (Mastering all Techniques and Solutions)

  • In-Depth knowledge and skills as Insider, Scientist, Researcher, Producer, Creator, Inventor, Core Handler.
  • Acquire complete knowledge and skills in (a subject, technique, or art).

Expert (Recognized Authority)

  • A prolonged or intense experience through practice and consultant in a particular field.
  • Applies the competency in exceptionally difficult situations.
  • You can provide guidance, troubleshoot, and answer questions related to this area of expertise and the field where the skill is used.
  • Focus is strategic.
  • You have demonstrated consistent excellence in applying this competency across multiple projects and/or organizations.

Advanced (Apply Theory)
  • Has knowledge and experience in the application of this skill. Is a recognized specialist and advisor in this skill including user needs, generation of ideas, methods, tools, and leading or guiding others in best practice use.
  • Be able to perform the actions associated with this skill without assistance.
  • Applies the competency in considerably difficult situations.
  • Are certainly recognized within your immediate organization as "a person to ask" when difficult questions arise regarding this skill.
  • Focus is on broad organizational/professional issues.

Intermediate (Practitioner / Practical Application)
  • Shares knowledge and experience of the skill with others, including tools and techniques, defining those most appropriate for the environment.
  • Able to successfully complete tasks in this competency as requested.
  • Applies the competency in difficult situations.
  • Help from an expert may be required from time to time, but you can usually perform the skill independently.
  • Focus is on applying and enhancing knowledge or skill.

Limited Experience (Working)
  • Applies knowledge and experience of the skill, including tools and techniques, adopting those most appropriate for the environment.
  • Have the level of experience gained in a classroom and/or experimental scenarios or as a trainee on-the-job.
  • Can applies the competency in the simplest situations.
  • You are expected to need help when performing this skill.
  • Focus is on developing through on-the-job experience.
  • You understand and can discuss terminology, concepts, principles, and issues related to this competency.

Fundamental Awareness (Basic Knowledge)
  • Have a common knowledge or an understanding of basic techniques and concepts.
  • Focus is on learning and researching.

No Knowledge
  • Have no knowledge and experience.



The Levels of Language Proficiency


The levels of Language proficiency is an instrument used to measure one’s ability to demonstrate a competency on the natural language. The scale captures a wide range of ability levels and organizes them into five steps; from “Elementary Proficiency” to “Native or Bilingual Proficiency” in order as

Description

Within a working organization, an individual is to be found in a wide range of levels, depending on their language proficiency.

0 – No Practical Proficiency
  • No practical speaking proficiency.
  • No practical reading proficiency.
1 – Elementary Proficiency
  • Able to satisfy routine travel needs and minimum courtesy requirements.
  • Able to read some personal and place names, street signs, office and shop designations, numbers, and isolated words and phrases.
2 – Limited Working Proficiency
  • Able to satisfy routine social demands and limited work requirements.
  • Able to read simple prose, in a form equivalent to typescript or printing, on subjects within a familiar context.
3 – Minimum Professional Proficiency
  • Able to speak the language with sufficient structural accuracy and vocabulary to participate effectively in most formal and informal conversations on practical, social, and professional topics.
  • Able to read standard newspaper items addressed to the general reader, routine correspondence, reports, and technical materials in the individual’s special field.
4-Full Professional Proficiency
  • Able to use the language fluently and accurately on all levels pertinent to professional needs.
  • Able to read all styles and forms of the language pertinent to professional needs.
5-Native or Bilingual Proficiency
  • Equivalent to that of an educated native speaker.
  • Equivalent to that of an educated native.

The Characteristics


The levels of responsibility are identified by using the six characteristics in order as

Description

Within a working organization, an individual is to be found in a wide range of levels, depending on their characteristics.

The Degree of Autonomy
  • A degree or level of freedom and discretion allowed to an employee over his or her job.
  • As a general rule, jobs with a high degree of autonomy engender a sense of responsibility, and greater job satisfaction in the employee.
The Scope of Influence
  • Influence is the level of involvement an employee has and impact is the ability of the stakeholder to bring out the desired change.
  • Influence is the power to make other people agree with your opinions or many other employees have an influence on the levels of decision.
The Level of Complexity
  • The level of complexity refers to the duties, the degree of autonomy, and the scope of responsibilities in the business unit or organization.
  • In the Software industry, there are generally three levels of complexity: the entry and learning level, the independent level, and the team leader or specialist level.
The Volume of Knowledge
  • Knowledge is a crucial component of the competence framework and it is authenticated by SEFIX.
  • In the Software industry, To be competent and effective in any role an individual needs to get a mix of specific methodologies, technology knowledge, and the business domain knowledge.
The Experience in Business
  • Experience demonstrates the ability to apply knowledge and skills in a practical environment at the business unit or organization.
  • In real project(s), An individual has a skill at a particular level and has been practiced in a real-world situation.
The Degree of Achievements in Expertise Sharing
  • Sharing experience/knowledge at the workshop or seminar within the business unit or organization.
  • An employee has activities in the professional community such as academic society and committee.