** Skills Framework
** Skills Methodologies
** Skills Taxonomy
** Skills Inventory
** Skills in an Index
** Skills and Workforces
** Skills Layers and Structure
** Skills Matrix in Project
** Skills in Job Interview
The Skills Methodologies
The core skills reflect the skill sets of the most popular business and technology competency domains identified by SEFIX as fundamental to the effective management of technology resources in the era of Industry 4.0.
To be professional every day at work and along your career path, engineers must adopt practical skills in addition to knowledge, technologies, and methodologies.
Learn about the benefits of the SEFIX Skills Framework in the software industry.
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.
The Levels of Responsibility
SEFIX has defined eight levels of responsibility, from Level 1 to Level 8 (Follow, Assist, Apply, Create, Design, Initiate, Command, Orient), making them suitable for mapping the stages within a career path.
Description
Each level describes the core skills, behaviors, contributions, knowledge, and the level of difficulty that an individual should demonstrate to be identified with the characteristics of that level in a 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 three levels of job roles, from Level 1 to Level 3 (Low, Medium, High), making them suitable for mapping roles within a career path.
Description
Each role level describes the responsibilities, accountabilities, and tasks that an individual should demonstrate to be held accountable at that level in a 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 Status of Task
Tasks typically have several possible statuses to indicate their progress within a project or workflow. These statuses help managers and team members understand the current state of each task. The specific statuses can vary depending on the project management system or workflow, but common statuses include:
0– Not Started
The task has been assigned but has not been initiated yet.1– In Progress
Work on the task is currently underway.2– Completed
The task has been finished and all associated work is done.3– On Hold
The task is temporarily paused due to various reasons, such as waiting for additional resources or decisions.4- Blocked
The task cannot proceed because of some issue or dependency that prevents progress.5- Pending Review
The task has been completed and is awaiting review, approval, or feedback from stakeholders.6- Cancelled
The task was terminated or deemed unnecessary, so it will not be completed.The Level of Working Experiences
The level of working experience generally refers to the number of years or depth of experience someone has in a particular role or field, and it often aligns with career stages, but the levels of working experiences include:
0– Not Required
Not Required Experiences0- Trainee Experience
Level 0: Trainee Experience (Under 1 year of work experience).1– Novice Developer
Level 1: Novice Developer (Over 1 year of work experience).2– Competent Developer
Level 2: Competent Developer (Over 2 years of work experience).3- Skilled Developer
Level 3: Skilled Developer (Over 3 years of work experience).4- Experienced Developer
Level 4: Experienced Developer (Over 5 years of work experience).5- Veteran Developer
Level 5: Veteran Developer (Over 10 years of work experience).The Levels of Skills Proficiency
SEFIX uses seven levels of proficiency (No Knowledge, Fundamental Awareness, Limited Experience, Intermediate, Advanced, Expert, Master) to apply practiced and phrased skills, facilitating their use in ranking and competencies.
Description
The levels of proficiency are the best and most accurate evaluation ranks we've developed and certified.
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 Level of Team Size Management
The team size for a management role can vary significantly depending on the industry, company size, and specific role.
8- Enterprise size
Managing Enterprise size >=1000 members7- Large size
Managing Large size >=500 and <1000 members6- Managing Medium-Large
Managing Medium-Large size >=200 and <500 members5- Managing Medium
Managing Medium size >=100 and <200 members4- Managing Small-Medium size
Managing Small-Medium size >=50 and <100 members3- Managing Small size
Managing Small size >=20 and <50 members2- Managing Very Small size
Managing Very Small size >=10 and <20 members1- Managing Micro size
Managing Micro size <10 members0- No Members
0- Not Required
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.
- Beginner: TOEIC ≤450, TOEFL iBT ≤41, IELTS 3.5-3.9, CEFR A2, JP N5
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.
- Elementary: TOEIC 451-500, TOEFL iBT 42-50, IELTS 4.0-4.5, CEFR B1, JP N4
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.
- Pre-Intermediate: TOEIC 501-600, TOEFL iBT 51-60, IELTS 4.6-5.5, CEFR B1+, JP N4+
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.
- TOEIC 601-700, TOEFL iBT 61-70, IELTS 5.6-6.5, CEFR B2, JP N3
4 – Advanced 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.
- TOEIC 701-800, TOEFL iBT 71-80, IELTS 6.6-7.5, CEFR B2+, JP N3+
5-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.
- Advanced: TOEIC 801-900, TOEFL iBT 81-95, IELTS 7.6-8.5, CEFR C1, JP N2
6-Native or Bilingual Proficiency
- Equivalent to that of an educated native speaker.
- Equivalent to that of an educated native.
- Proficient: TOEIC >901, TOEFL iBT 96-120, IELTS 8.6-9.0, CEFR C2, JP N1
The Level of Personal Contribution
The level of personal contribution in training colleagues can vary based on experience, role, and organizational needs.
6: Large-scale Trainer
Large-scale Trainer (Trained over 100 learners per year)5: Experienced Trainer
Experienced Trainer (Trained over 50 learners per year)4: Skilled Trainer
Skilled Trainer (Trained over 20 freshers per year)3: Competent Trainer
Competent Trainer (Trained over 10 freshers per year)2: Novice Trainer
Novice Trainer (Trained over 5 freshers per year)1: Beginner Trainer
Beginner Trainer (Trained less than 5 freshers per year)0: No Contribution
0: Not Required
The Level of Project Contribution
The level of project contribution within a business unit depends on an individual's role, experience, and responsibilities. As employees grow in their careers, their involvement in projects often becomes more significant, from contributing ideas and support to leading complex initiatives.
6: Major Project Contributor
Contributed over 50 Man-hours per year5: High-Impact Contributor
Contributed over 20 Man-hours per year4: Essential Project Member
Contributed over 15 Man-hours per year3: Reliable Project Contributor
Contributed over 10 Man-hours per year2: Contributing Team Member
Contributed over 5 Man-hours per year1: Entry-Level Project Contributor
Contributed less than 5 Man-hours per year0: No Contribution
0: Not Required
The Level of Organization Contribution
The level of organizational contribution in a business can also vary depending on an individual’s role, experience, and the scope of their responsibilities. It refers to how an employee or leader contributes to the overall success and goals of the organization, beyond just their immediate tasks.