con kenney dodaf plenary january 5, 2012 dod architect’s competency framework update
TRANSCRIPT
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Con KenneyDoDAF PlenaryJanuary 5, 2012
DoD Architect’s Competency Framework
Update
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Agenda
Background Applications of the DoD Architect’s Competency Framework Stakeholders of the DoD Architect’s Competency Framework Benefits of the DoD Architect’s Competency Framework Career Paths Next Steps
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Background
A professional architecture workforce is key to developing quality and effective architectures that enable defense systems.
To enhance the DoD architecture workforce three primary products are required: DoD Architect's Competency Framework – identifies key tasks and required
competencies DoD Architect's Career Path – describes transitions between different roles and
levels Architect's Certification program – defines minimum demonstrable knowledge and
skills for different roles
The DoD CIO published an initial competency framework in 2008 and a revised framework in 2011.
An updated framework is due to be released in the next year or so. The updated framework will eventually include a career path for DoD
architects. Industry groups representing IT and enterprise architects share a long-
term commitment to certifications based on industry-wide standards.
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DoD Architect’s Competency Framework: Applications
SelectionCompensation
CareerPlanning
Succession Planning
PerformanceAppraisal
Training &Development
Classification
OrganizationalAlignment
Competencies
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DoD Architect’s Competency Framework: Stakeholders
Employee – someone who is performing or considering an EA job
Supervisor – someone who supervises an EA practitioner Hiring Manager/HR Specialist – someone responsible for
filling a position for an EA job Program Manager – someone writing a statement of work
for an acquisition that includes EA activities Education/Training Provider – someone who creates and
delivers offerings to help an employee acquire KSAs that support his or her professional objectives
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DoD Architect’s Competency Framework: Benefits
Career planning – reduces time and effort for employee by organizing information about EA-related activities, jobs, job families, training, and experience
Appraisal – reduces time and effort for supervisor and employee by clarifying expectations
Hiring – reduces time and effort for hiring manager and HR specialist in specifying KSAs for new job descriptions
Contracting – reduces time and effort for program manager in specifying EA activities and KSAs for new acquisitions
Educating and training – reduces time and effort to develop a instructional program for architects
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EA Program ManagerOther Discipline
GeneralistSpecialist
Specialist
Generalist
IT Architect
Enterprise Architect
Senior Enterprise Architect
Chief Enterprise Architect
Specialist Focus Areas May Include: Business Architect, Data/Information Architect,
Application Architect, Technology Architect, or
Security Architect
EA Program Manager
or
Architect
Senior Enterprise
Senior Enterprise
Specialist
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DoD Architect Career Path
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Questions?