1. myCompetency Moving from CAMS to New Competency Framework
February 2017
Copyright © 2017 Accenture All rights reserved.

2. Contents Why are we moving to myCompetency?
What is myCompetency Framework?
What is myCompetency Assessment Model?
So what is changing?
Sample Specialization Paths
The Assessment Process
Scope
Timelines
Your Role

3. Why are we moving to myCompetency?
The technology landscape is constantly evolving and it is important to prioritize skill-building to be client relevant. myCompetency will support the continuous journey of learning and competency building and help us pivot to the NEW.
myCompetency Framework
To provide a Specialization path to all Technology professionals to become Technology/ Industry Experts
To support Performance, Career and Work opportunities
To provide guidance on associated learning and development
To make assessment process objective, self-initiated and continuous

4. What is myCompetency?
Competency is about YOU and YOUR SKILLS. It is about building SPECIALIZATION 5
Developing your Career. Growing into a Technology/Industry Leader
MyCompetency will support your performance and career decisions
Demonstrating higher technical/ industry specialization will help you as you progress to mid/ senior levels and grow into Technology/ Industry Leaders 4 3
Making yourself client relevant
MyCompetency will get all your skills considered for work opportunities.
Gaining breadth on multiple skills
MyCompetency lets you expand your skill sets (add upto 5 secondary skills) to other Technology skills (under multi-skilling program), NEW IT skills, Automation Skills, Industry Skills and Delivery skills and get assessed on the same 2
Building Technology/ Industry specialization. Being “Famous” for it
MyCompetency provides you a specialization path in your role to build deep expertise in Technology or Industry as your primary area 1
Keeping your skill sets up to date
MyCompetency lets you review and manage your skills through out the year to reflect most up to date set of skills*.
*First time, skill change window will open from 15th Feb – 1st March 2017

5. What is myCompetency Assessment?
It is about ability to evaluate YOUR SKILLS through Objective, Self Initiated and Continuous assessment
Self initiate assessment any time through the year
Objective assessment will help you evaluate your knowledge
Advanced assessment will help you evaluate your ability to apply the knowledge in context of your role
Assess any number of skills
Apart from primary, You can now assess any or all your secondary skills individually.
Multi-skilling Assessments to continue, where applicable
Demonstrate faster competency progression
You can now build competency and take assessment on same skill in gap of six months.
Retain your competency (proficiency) for longer
Your proficiency will now be valid for up to 24 months
CAMS Tool is being revamped to “myCompetency portal” as a one stop shop to manage skills, get training guidance and initiate assessments (This will happen in phases)

6. So what is changing? myCompetency CAMS
Focus on building proficiency
Provides Specialization Path towards building proficiency in Technology or Industry (Guidance to build technology/ industry as primary and delivery as secondary skill, for all career levels)
Is pushed to employees to assess Proficiency levels
Employees pull assessment for a self evaluation
Is periodic and rolled out in annual cycles every year
Is on demand and self initiated by employees
Is Subjective evaluation methodology
Is Automated and objective evaluations
Proficiency linked to Hot Skill Bonus/Deep Skill Bonus
Proficiency Decoupled from Next Gen bonus program
No impact on career progression
Supports Performance Achievement and Work Opportunities

7. Ajay is an Application Developer.
Sample Specialization Path for SE/SSE
Ajay is an Application Developer.
As he prepares to progress from SE to SSE - he builds competency in Java backend, gains knowledge on Java front end and appreciation of the industry he is working in
Focus on building competency in one or more Technology skills. Start to gain Industry appreciation
1 months
Updates growth actions and learning plan
Competency (proficiency) input supports his performance and career decisions
1 months
PulIs the assessment and demonstrates increased competency in his primary technology skills
10 months
Reviews & updates his skill sets.
2 month
1 month
2 month
Ajay pulls myCompetency assessment to evaluate where he stands
Java Platform Language (Backend)
Java Platform Language (Back End)
Documents learning plan and initiates training as per his learning plan
Completes Angular JS (Front end development) training course
He is staffed on Java portal development project in Retail industry and learns on the job SQL DB skills (Oracle)
Java Platform Language (backend)
Angular JS
Angular JS
Ajay, an SE , is a Java app developer working on back end development. He updates his primary skill
DB Skills (Oracle)
DB Skills (Oracle)
Retail
Retail
Java Platform Language (backend)
Represents Primary Skill
Represents Secondary Skill
Length of the bar represents depth in proficiency

8. Amit is a Test Engineering Team Lead.
Sample Specialization Path for TL/AM
Amit is a Test Engineering Team Lead.
As he prepares to progress from TL to AM he chooses to further specialize from Test Planning & Execution to Test Management, gains knowledge on Test Automation areas and industry
Start to build specialization in Technology/ Industry based on your role and expand to build delivery skills
1 month
3 months
Updates growth actions and learning plan
Competency (proficiency) input supports his performance and career decisions
18 months
Pulls assessment to demonstrate expertise in the new skills that he has picked up
He decides to specialize in Test Management in line with his role requirements & updates his skill sets.
Test Management
Amit reviews his skills and adds Testing Automation skills as part of his Secondary.
2 months
4 months
1 month
Test Management
Mercury Load runner
He enrolls for internal Testing Automation related trainings
Completes NEW IT Learning Boards
Enrolls for Banking level certification as well.
Staffed on two Automation projects where he uses his Functional Testing and Automation knowledge and applies it in Test Management.
Function Test planning and Execution
Mercury Load runner
Worksoft
Amit, is a new Team Lead working on Testing project in FS-Banking
Mercury Load runner
Worksoft
Function Test planning and Execution
Function Test planning and Execution
Worksoft
Function Test planning and Execution
FS Banking
FS Banking
Represents Primary Skill
Represents Secondary Skill
Length of the bar represents depth in proficiency

9. Decides to specialize in Guidewire. Reviews & updates her skill sets.
Sample Specialization Path for TL/AM
Priya is a Business & Integration Architect Team Lead.
She is currently performing BA role on projects but as she prepares to progress from TL to AM she chooses to specialize in Product & Policy Management and further in Guidewire
Start to build specialization in Technology/ Industry based on your role and expand to build delivery skills
1 month
Updates growth actions and learning plan
Competency (proficiency) input supports her performance and career decisions
1 month
15 months
Pulls assessment to demonstrate her competency on the new skills that she has picked up
Decides to specialize in Guidewire. Reviews & updates her skill sets.
Priya reviews her skills & selects industry as a primary skill for building specialization, continuing to demonstrate business analysis as a secondary skill.
1 month
2 months
4 months
GuideWire PolicyCenter
Staffed on Insurance project in FY17.
She takes training on guidewire and applies her knowledge on underwriting and Business process management on the project
Guidewire Policy Center
She enrolls in FS- Insurance Intermediate certification.
Completes NEW IT learning boards to become NEW IT conversant
Business Analysis
Business Analysis
Priya, is a Business & Integration Arch Team Lead playing BA role on project. She has spent 4-5 years working on FS- Insurance projects
Product & Policy Management
Product & Policy Management
Product & Policy Management
Business Process Management
Business Analysis
Business Process Management
Business Analysis
Product & Policy Management
Represents Primary Skill
Represents Secondary Skill
Length of the bar represents depth in proficiency

10. Reviews & updates his skill sets. Adds automation skill
Sample Specialization Path for M/SM
Suraj is an Application Development Manager.
He leads client delivery on projects but as he prepares to progress from M to SM he needs to be positioned as technology expert to engage with clients in his industry
He brushes up his SAP basics
He takes training on DEV OPS
Decides to build knowledge on emerging SAP areas while leading client delivery on projects
In his role as a Project lead he builds expertise in SAP System Administration and also picks up SAP Hana Skills.
Continues to demonstrate his program management skills
Reviews & updates his skill sets. Adds automation skill
Pulls assessment to demonstrate his specialization in SAP along with breadth in industry/ delivery skills
Suraj is a Manager handling Resources project with 10 years of experience in that industry
Program Project Management
SAP Basis
25 months
Suraj reviews & updates his skill sets to rotate to Technology as his primary area.
He also adds Industry skill in Mining
Mining
SAP Hana
Rotate from Generalist to Technology Specialist with Industry as a differentiator. Continue to demonstrate excellence in delivery skills
Updates growth actions and learning plan
Competency (proficiency) input supports his performance and career decisions
Positions well in front of clients to lead complex SAP engagements with emerging SAP and automation components
1 month
1 month
SAP Basis
1 month
2 months
4 months
SAP Hana
Program Project Management
Mining
Program Project Management
Dev Ops
Dev Ops
Represents Primary Skill
Represents Secondary Skill
Length of the bar represents depth in proficiency

11. Reviews & updates his skill sets.
Sample Specialization Path for M/SM
Guru is a Technology Delivery Lead Senior Manager.
He leads client delivery on projects but as he prepares for his career progression, he needs to be positioned as technology/Industry expert to engage with clients in his industry
Rotate from Generalist to Technology/Industry Specialist. Continue to demonstrate excellence in delivery skills
He decides to take External Certification in Epic
He takes training on automation
Leads project in FY17 where he is positioned as the SME in Epic In his role he also drives automation based on what he learnt.
Continues to demonstrate his program management skills
Reviews & updates his skill sets.
Adds automation skill
Pulls assessment to demonstrate his specialization in Epic along with breadth in other skills
Guru is a Sr. Manager handling Health Provider project. With 12 years of experience in that industry
Program Project Management
EMR-Inpatient
24 months
Guru reviews & updates his skill sets to reflect Industry as his primary area of expertise.
Epic
Health IT Care Mgmt
Automation
Health IT Care Mgmt
Updates growth actions and learning plan
Competency (proficiency) input supports his performance and career decisions
Positions well in front of clients to solution new deals in EPIC engagements
Program Project Management
Program Project Management
Represents Primary Skill
Represents Secondary Skill
Length of the bar represents depth in proficiency
Health IT Care Mgmt

12. How will the new assessment process be?
Objective
Add skills
Change skills
Self-initiated
Review and update Skills
Continuous
Initiate skill test on Primary skill and any Secondary skills (up to 5)
Complete assessment
Receive Proficiency or get Notified on eligibility for advanced assessment
Document Growth actions & Initiate Learning path
Development Plan
Objective Assessment
Advanced Assessment/ Certification
Expert Interview
Register for advanced assessment
Get invited to initiate the assessment once it is set up
Complete assessment
Receive Proficiency or get
Notified on eligibility for Expert Interview
Request for interview
Complete interview
Receive Proficiency

13. - Associate Software Engineer (Level 12 and 13)
Who will be in scope for myCompetency Assessments?
In scope
Software Engineer (Level 11) to Accenture Leadership in DCN for T, India
Out of Scope
- Associate Software Engineer (Level 12 and 13)
FY is the year of transition and new assessments will get rolled out in phases. Employees will be notified as and when the assessment for their skill becomes available.
For skills where there is no assessment available in FY 17, employees will be able to take assessments in FY 18

14. What will be the key timelines?
myCompetency will be an ongoing process. However for the initial roll out there will be timelines
Skills review
Feb 15 – March 31, Employees review skills
- Add/ modify skills
- Supervisor/ capability leads approve skill change requests - This will be an ongoing process, for first time there is a window to update skills
Objective Assessment begins (Skill test)
May 2017 onwards - Objective Assessment begins (Skill test)
- Proficiency communication (where applicable)
- Notification of eligibility for advanced assessment (where applicable)
Advanced Assessments begins
June 2017 onwards - Objective assessments continue to be open through the year
- Advanced Assessments begin
- Get invited for Expert Interview (if applicable)
- Proficiency communication
Note:
Mandatory to have Technology or Industry skill as your Primary skill
(Except for employees who have Functional/ Language/ Professional skill as their primary)
Delivery skills to be added as secondary skills only. Delivery skill refers to all skills within the capabilities Program Project Mgmt, Delivery Lifecycle, Engagement Management, Service Management, Accenture Methods & Tools, Business Operations Mngt, Solution Architecting and Service Mobilization (except for employees in PCS role, who will continue to have PCS as primary skill). Solution Architecting as a skill with in Infrastructure & IT capability is also considered as Delivery skill
- All Associate software engineer (Level 13) to Accenture Leadership should update their skills
- All employees at career level software engineer (Level 11) to Accenture Leadership are eligible to initiate assessments

15. What will be your role? As DU Lead
Help employees understand the changes in the myCompetency Framework and what’s in it for them
Encourage employee to review and update skills, as per the mycompetency guidelines, wherever applicable, within the timelines
Ensure all skill change requests are approved by the supervisors within a day of raising request
Encourage employees to initiate and complete assessments
Encourage Capability Experts within your span to complete the expert assessment with in stipulated timelines
Liaise with IG myCompetency Champions on myCompetency initiatives
As IG myCompetency Sponsor
Lead myCompetency program in the IG
Champion on going communication and assessment uptake
Lead the change management across the IG
Share key messages and changes with the leadership team and employees as applicable
Share real time feedback on the program implementation and help solution open issues
Provide direction to DU Leads / PPAs / DU champions about the program
As HR leads / People advisor
Liaise with IG Champions to communicate the key changes and program details on myCompetency to employees
Guide employees to the right person (DU Lead, or Capability Lead, or Competency PoC or ECS) based on the queries or escalate for technical questions
Support the program across respective IGs within stipulated timelines
Work closely with IG myCompetency Champions to ensure required resources / support is available for the program

16. What will be your role? As Employees
Understand the key changes under myCompetency and its implications
Update skills in discussion with your supervisor or career counsellor or Competency POC as per new guidance
Self initiate assessments on myCompetency tool (Mandatory for Primary skill, before assessing secondary skills)
If you qualify for advanced assessment / Expert interview, register for the advanced assessment or interview to be set up
As Career Counselor
Provide guidance to your counselees on the specialization path unique to him/ her based on his existing role, skill sets and career aspirations
Encourage employees to embark on the specialization path to support their competency progression
As Supervisor
Make your team member understand the key changes under myCompetency and its implications
Review the skills selected by your team members
Ensure that your team member has either technology or industry as the primary skill (except for people in PCS role)
Approve skills for employees within 1 day of skill change being raised
Encourage employees to initiate and assessments on Primary skills first and up to 5 secondary skills as applicable
As Capability Lead/ Competency PoCs
Guide employees on skill / capability related direction or clarifications under new myCompetency framework
Review and approve skills selected by employees if applicable
Support in encouraging employees in the respective capability to complete assessments
Participate in Expert interview as applicable and complete the review discussion with employees within stipulated timelines
In the event of a grievance, resolve it timely and appropriately

17. Appendix

18. myCompetency – Process Overview
Skill selection
Employee Journey
Skill Test
Advanced Assessment
Outcome
Interview
Receives notification to be eligible for advanced assessment
(Till advance assessment is completed, Prof recorded as P2)
Employee to review all skills
Receives notification to be eligible for Skill Test
Receives notification to be eligible for interview (Till P4 interview is completed Prof recorded as P3)
Proficiency Published No
Adds/ Changes
skills
Employee requests for Skill Test
Employee requests for advanced assessment
Employee requests for interview
Documents learning path, growth actions
Yes
Yes
Takes Skill Test/ Certification
Yes
Completes Interview
Clears Advanced Assessment/ Certification
Supervisor / Cap lead approval (as applicable)
Reject No
Yes
No-
Prof=P3
Proficiency is used in Performance Achievement
Yes
Yes
Is Proficiency P0-P1-P2 No
No-
Prof=P2
Proficiency =P3/ P4
Approved
Yes
Skill Final
Yes
Not Assessed
Admin Processes
MyCompetency
Assessments Platform
Continuous
New Skills Additions to SSI
New Questionnaire additions
Guidance on learning & development
Reporting
Employee grievance
Cut Off based
Jan
July
Biannual cut off:
1. Talent management purpose | 2. SSI Migration and deployment | 3. Questionnaire updates | 4. Deployment of tool enhancements

19. Resources Source Information myCompetency
Portal where employees can raise skill change request and initiate assessments
Competency POCs
Details of competency pocs to seek clarification on skills and any support required on assessments.

20. Contacts IG IG Champions Accelerating Application Services
sankar.k.ghosh
Accenture Tech Labs
rupesh.kaslay
ASW/APP
vasudev.puranik/ amit.ganguly
Automation Process Excellence and Artificial Intelligence
r.vaijayanthi
Avanade
r.kothandaraman; naveen.viswanath
Business Operations
amol.subhedar
CIO
ashok.vira
CMT
parag.dave
Digital
vinay.mantha
Financial Services
s.motwani
Health & Public Service
asha.ahuja; sadagopan.viravalli
Delivery
d.bhattacharyya
PCS
sachin.kalgude; rakesh.shrivastava
Products
vidya.rao
Resources (RES)
ketan.n.shah
Technology Group
nitin.m.sawant;