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myCompetency Moving from CAMS to New Competency Framework
February 2017 Copyright © 2017 Accenture All rights reserved.
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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
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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
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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
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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)
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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
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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
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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
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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
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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
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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
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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
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- 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
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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
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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
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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
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Appendix
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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
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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.
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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;
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