CEN/TR 16234-2:2016

SLOVENSKI STANDARD
01-oktober-2016
Krovni seznam e-usposobljenosti (e-CF) - Skupno evropsko okolje za poklicne
strokovnjake v vseh industrijskih sektorjih - 2. del: Vodilo za uporabnike
e-Competence Framework (e-CF) - A common European Framework for ICT
Professionals in all industry sectors - Part 2: User Guide
Ta slovenski standard je istoveten z: CEN/TR 16234-2:2016
ICS:
03.100.30 Vodenje ljudi Management of human
resources
35.240.01 Uporabniške rešitve Application of information
informacijske tehnike in technology in general
tehnologije na splošno
2003-01.Slovenski inštitut za standardizacijo. Razmnoževanje celote ali delov tega standarda ni dovoljeno.

CEN/TR 16234-2
TECHNICAL REPORT
RAPPORT TECHNIQUE
August 2016
TECHNISCHER BERICHT
ICS 35.020 Supersedes CWA 16234-2:2014
English Version
e-Competence Framework (e-CF) - A common European
Framework for ICT Professionals in all industry sectors -
Part 2: User Guide
This Technical Report was approved by CEN on 4 July 2016. It has been drawn up by the Technical Committee CEN/TC 428.

CEN members are the national standards bodies of Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia,
Finland, Former Yugoslav Republic of Macedonia, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania,
Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, Switzerland, Turkey and
United Kingdom.
EUROPEAN COMMITTEE FOR STANDARDIZATION
COMITÉ EUROPÉEN DE NORMALISATION

EUROPÄISCHES KOMITEE FÜR NORMUNG

CEN-CENELEC Management Centre: Avenue Marnix 17, B-1000 Brussels
© 2016 CEN All rights of exploitation in any form and by any means reserved Ref. No. CEN/TR 16234-2:2016 E
worldwide for CEN national Members.

Contents Page
European foreword . 3
Introduction . 4
1 Scope . 5
2 Normative reference . 5
3 Terms, definitions, symbols and abbreviated terms . 5
4 General principles . 5
5 Adapting EN 16234-1 as a shared European reference to specific needs . 5
5.1 Case studies . 5
5.2 Human resources management in ICT services (demand and supply – public and
private) . 8
5.3 A common reference for local frameworks . 12
5.4 Reference for qualifications, training and certification . 20
5.5 Support of ICT professional career development . 22
5.6 Support of HR planning and job profiles development . 23
5.7 Support of recruiting and sourcing processes . 25
5.8 Support of understanding learning paths and training offers . 26
5.9 A common reference for policy makers, professional associations and market
analysts . 27
Annex A (informative) Use of ICT sector terminology . 28
Annex B (informative) Development history of EN 16234-1 . 31
Bibliography . 34

European foreword
This document (CEN/TR 16234-2) has been prepared by Technical Committee CEN/TC 428 “Project
Committee - e-Competences and ICT Professionalism”, the secretariat of which is held by UNI.
Attention is drawn to the possibility that some of the elements of this document may be the subject of
patent rights. CEN shall not be held responsible for identifying any or all such patent rights.
This document supersedes CWA 16234-2:2014.
This Technical Report is the second part of the EN 16234 series, which is made up of the following three
parts and which will replace CWA 16234-1:2014, CWA 16234-2:2014 and CWA 16234-3:2014:
— EN 16234-1, e-Competence Framework (e-CF) - A common European Framework for ICT
Professionals in all industry sectors - Part 1: Framework
— CEN/TR 16234-2, e-Competence Framework (e-CF) - A common European Framework for ICT
Professionals in all industry sectors - Part 2: User guide
— prCEN/TR 16234-3, e-Competence Framework (e-CF) - A common European Framework for ICT
Professionals in all industry sectors - Part 3: Methodology
Part 1 is a fully standalone document, whilst part 2 and 3 rely on part 1.
A relationship with the European ICT Professional Profiles (CWA 16458:2012, original CWA updated by
e-CF 3.0 competences and re-published in 2014) is established. A number of relevant e-Competences
and their applying level(s), as defined by this standard, are assigned to each Profile.
CWA 16234-4:2014, composed of 15 case studies illustrating e-CF practical use from multiple sector
perspectives, remains published and can be downloaded for free from the internet (Official e-CF website:
).
www.ecompetences.eu
Introduction
EN 16234-1 was established as a tool to support mutual understanding and provide transparency of
language through the articulation of competences required and deployed by Information and
Communication Technology (ICT) professionals.
The underpinning philosophy and principles adopted during the standard’s construction that are vital
for its application and for successive updates are explained in the Introduction of EN 16234-1.
1 Scope
This Technical Report supports understanding, adoption and use of EN 16234-1. It supports
Information and Communication Technology (ICT) stakeholders, in particular:
— ICT service, demand and supply companies;
— ICT professionals, managers and human resource (HR) departments;
— vocational education institutions and training bodies including higher education;
— social partners (trade unions and employer associations);
— professional associations, accreditation, validation and assessment bodies;
— market analysts and policy makers; and
— other organizations and stakeholders in public and private sectors across Europe,
to adopt, apply and use the framework in their environment.
2 Normative reference
The following documents, in whole or in part, are normatively referenced in this document and are
indispensable for its application. For dated references, only the edition cited applies. For undated
references, the latest edition of the referenced document (including any amendments) applies.
EN 16234-1, e-Competence Framework (e-CF) - A common European Framework for ICT Professionals in
all industry sectors - Part 1: Framework
3 Terms, definitions, symbols and abbreviated terms
For the purposes of this document, the terms, definitions, symbols and abbreviated terms given in
EN 16234-1 apply.
4 General principles
This Technical Report provides guidance on how to apply EN 16234-1 from multiple ICT stakeholder
perspectives. It addresses the fact that a European reference set of ICT competence definitions is
unlikely to match all company or institution’s needs perfectly. EN 16234-1 is intended for guidance and
is designed to provide a common shared reference tool which can be implemented, adapted and used in
accordance with ICT stakeholder requirements. The following implementation guidance is structured
by stakeholder groups.
5 Adapting EN 16234-1 as a shared European reference to specific needs
5.1 Case studies
To support EN 16234-1 application within multiple environments, a series of illustrative case studies
provide examples, benefits and hints of how to make best use of EN 16234-1. They relate to practical
EN 16234-1 application experiences and have been elaborated together with EN 16234-1 applying
organizations throughout Europe.
All case studies have been published as Part 4 of the European e-Competence framework version 3.0
CWA 16234-4:2014 and they can be downloaded for free from the internet (Official e-CF website:
www.ecompetences.eu). Table 1 provides an overview of the case studies published together with their
respective key perspectives on EN 16234-1 application.
Table 1 — 15 case studies covering multiple ICT sector perspectives – overview
Case study Title Key perspectives
• Job profile creation
e-CF in large ICT demand • Internal ICT staff development
A
organizations
• Cross company and cross border common
language
• e-CF for consultants
• Identifying training needs
e-CF in a corporate/ ICT supplier
B
environment
• Training development
• Competence gap identification
• Application in a micro enterprise
environment
• e-CF as a marketing aid
• e-CF as a business development tool
e-CF for SME's - competence need
C analysis and managerial • Competence need analysis
dashboard
• Linking business strategy and competence
development
• Develop or buy new competences
• e-CF for SME consultants
• SME competence self-assessment
SME competence assessment and
• Business card creation
D business card creation based
• Business capability
upon the e-CF
• e-CF for SME consultants
• Job description development
E e-CF to build SME job descriptions • Intercompany communication
• Recruitment aid
• Matching education supply to market needs
• The difference between competence
development and traditional learning
F e-CF for qualification providers
• Student motivation from a competence
approach
• EQF and e-CF compliance
• Matching certification supply to market
needs
e-CF in a certification
G
environment
• Increasing transparency in the European e-
Skills landscape
• Self-assessment
e-CF for ICT professional self-
H
assessment
• CV / Self promotion
Case study Title Key perspectives
• Competence connected to learning
outcomes
e-CF for linking e-curricula supply
• e-CF and EQF compliance
I
and demand
• Personal career development
• Competence based e-curriculum
• Assessment
e-CF for ICT professional
K • Benchmark criteria
associations
• Community building
• Specialized competences
e-CF for ICT training quality
L • Specialist role development
improvement
• Matching education supply and demand
• Assessing an ICT professional's capability
e-CF for assessment and career
M
tools
• Recognition of formal and informal learning
• Ensuring qualified ICT workforce in the long
term
• Communication between policy makers and
e-CF for National and EU policy
N
ICT business
makers
• e-Curricula building
• Cross-European common language
• e-CF use in an established structure
e-CF to relate or integrate to • Relating the e-CF to other frameworks
O
other frameworks
• Relating workplace and qualification
perspective by EQF and e-CF
• Including competence into a job Profile
• Communication between HR, management
e-CF for European ICT
P and ICT professionals
professional Profiles creation
• Building and linking local profiles to a
recognized European structure
5.2 Human resources management in ICT services (demand and supply – public and
private)
5.2.1 General
Competence management, people development and HR planning are valuable components of employee
management within companies and the public sector.
At a minimum, each employee should have:
— In an existing role, a clear description of the position to which he/she is assigned, including a
mission statement, responsibilities, activities, outcomes, performance indicators and resources/
experience/ certifications required to perform the job correctly.
— In a new role, a competence assessment to measure the gap between his/her knowledge, skills and
experience and those required by the position. When necessary, an individual development plan is
established to fill the gaps.
At a more intensive level of people management, the following points are relevant:
— position descriptions derive from part of one or several job profile structures, each job profile
including the levels of required competence;
— each job profile is part of a career path, allowing employees to understand progression routes;
— HR strategy and annual individual objectives derived from company needs (or ambitions);
— individual development plans taking into consideration annual individual objectives;
— using training catalogues, a training plan is created from consolidation of combined individual
development plans.
Figure 1 — The use of the European e-Competence Framework is multiple within ICT
organizations
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