SFIA Assessments used for screening with a large government agency.

1. Professional Skills
Assessment in Recruitment

2. Gary Fay - Associate Director Hudson IT
Kevin Tibbs – Director Assess Management Ltd
(validateskills.com)

3. Gary to enter slides on the
client discussion leading up to
the code analysis
went to market 4 times
JD planning
Pilot acceptance because of SFIA

4. • IT professional capability comes from a
combination of professional skills, behavioural
skills and knowledge. Experience and
qualifications validate that overall capability.
• Professional skills. Business process
improvement and Database design are just
two examples of almost 100 fundamental
professional IT skills defined by SFIA.
• Behavioural skills. Most organisations
recognise a set of behavioural skills. These
vary considerably from one organisation to
another.
• Knowledge. Technologies, products, internal
IT recruitment broadly tends to focus systems, services, processes, methods and
on understanding candidates even legislation are all examples of areas
behavioural skills, knowledge, where IT professionals are required to have
experience and qualifications. knowledge.
• Experience and qualifications. These
SFIA can be used to extend this to validate the individual’s capability.
include an assessment of candidates Qualifications certify elements of skill or
professional IT skills (sometimes knowledge; experience gives practical
referred to as professional competence demonstration of capability. The right sort of
or tacit knowledge). experience also acts as a powerful force for
learning, thereby enhancing capability.

5. Hudson Assessment Today
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TechCheck CV
Evaluation
Hudson
5+1 Model

6. The process and activities
that contribute to the
management of skills and
capability can be presented
as a cycle.
The cycle shows these
phases: recruit, deploy,
assess, analyse, develop,
reward and overall resource
management.

7. D7 Live Services Delivery
Manager
SFIA Assessment case study

8. Purpose of Assignment
The objectives of this assignment were to:
1. Determine the critical professional skills associated with the D7 Live
Services Delivery Manager role using the Skills Framework for the
Information Age.
2. Enhance the selection data gathered from interview, behavioural and
technical assessments with an objective assessment of candidates
professional competencies against the criteria established.
3. Provide feedback as to which candidates demonstrated the highest level of
relevant professional competence for the role.
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9. Approach
Candidate
Documentation
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10. FCO D7 Live Services Delivery Manager
Determining Level and Critical SFIA Skills
SFIA Skill Description
Overall Level of Level 6 – Initiate/Influence
Responsibility
SLMO-6 The planning, implementation, control, review and audit
Service Level of service provision, to meet customer business
Management requirements. This includes negotiation, implementation
and monitoring of service level agreements, and the on-
going management of operational facilities to provide the
agreed levels of service, seeking continually and
proactively to improve service delivery.
SEAC-6 The achievement of formal confirmation that acceptance
Application Form Service criteria have been met, and that the service provider is
Acceptance ready to operate the new service when it has been
deployed. (Acceptance criteria are used to ensure that a
service meets the defined requirements, including
functionality, operational support and quality
requirements).
RLMT-6 During the design, management and implementation of
Stakeholder business change and throughout the service lifecycle,
Candidate Brief Relationship the analysis and coordination of relationships with and
Management between stakeholders, taking account of the services
they use.
RELM-6 The management of the processes, systems and
Release and functions to package, build, test and deploy changes and
Deployment updates (which are bounded as “releases”) into a live
environment, establishing or continuing the specified
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Service, to enable controlled and effective handover to
Operations and the user community.

11. Purpose of Assignment
The objectives of this assignment were to:
1. Determine the critical professional skills associated with the D7 Live Services Delivery
Manager role using the Skills Framework for the Information Age.
2. Enhance the selection data gathered from interview, behavioural and technical
assessments with an objective assessment of candidates professional competencies
against the criteria established.
3. Provide feedback as to which candidates demonstrated the highest level of relevant
professional competence for the role.
11
Presentation to insert name here

12. FCO D7 Live Services Delivery Manager
Determining Level and Critical SFIA Skills
SFIA Skill Description
Overall Level of Level 6 – Initiate/Influence
Responsibility
SLMO-6 The planning, implementation, control, review and audit of
Service Level service provision, to meet customer business requirements.
Management This includes negotiation, implementation and monitoring of
service level agreements, and the on-going management of
operational facilities to provide the agreed levels of service,
seeking continually and proactively to improve service
delivery.
Application Form SEAC-6 The achievement of formal confirmation that acceptance
Service criteria have been met, and that the service provider is ready
Acceptance to operate the new service when it has been deployed.
(Acceptance criteria are used to ensure that a service meets
the defined requirements, including functionality, operational
support and quality requirements).
RLMT-6 During the design, management and implementation of
Stakeholder business change and throughout the service lifecycle, the
Relationship analysis and coordination of relationships with and between
Management stakeholders, taking account of the services they use.
Candidate Brief
RELM-6 The management of the processes, systems and functions
Release and to package, build, test and deploy changes and updates
Deployment (which are bounded as “releases”) into a live environment,
establishing or continuing the specified Service, to enable
controlled and effective handover to Operations and the user
community.
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Presentation to insert name here

14. 1
Best used with
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3
3 easy Log–in steps

17. Operating Level of Responsibility
• The analysis of the candidate documentation Candidate Level of Responsibility
indicated that the appropriate SFIA level of
responsibility for the D7 Live Services Delivery
Manager role was SFIA Level 6.
• In considering the level of responsibility that
the candidates are operating at, the analysis
suggests that only five candidates (B, H, I, J
and L) are operating at 25% of the expected
level.
• The current role holder (candidate X) achieved
50% which suggests that for this role further
assessment of the current operating level of
autonomy, influence, complexity and business
may need to be undertaken by interview.
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18. Weighted skills
Weighted core SFIA skills
• In considering the candidates results, a
weighting to the chosen SFIA codes SLMO-6 SEAC-6 RLMT-6 RELM-6
should be applied. In this instance,
SMLO-6 is the closest professional
competency descriptor to the role 10%
description provided and carries the
greatest weight. 15%
45%
• Second most significant is SEAC-6
which combined with SMLO-6 represents 30%
75% of the core professional
competencies required by the role.
• The supporting skills of RLMT-6 and Weighted SFIA Competencies
RELM-6 represent 25% of the overall
SMLO-6 45% Most critical to role
assessment weighting. SEAC-6 30% Critical to role
RLMT-6 15% Important
RELM-6 10% Requirement
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19. Candidate results
With the appropriate weighting and level Weighted candidate results
adjustments applied (giving weighted
results SMLO-W, SEAC-W, RLMT-W and
RELM-W) the following observations can
be made:
•Candidates K, H and G have similar
professional competency assessment
results to the current role holder.
•Candidate L exceeds in SMLO-6.
•Candidate D exceeds in SEAC-6 but is
weak on SMLO-6 which is the core skill.
•Candidates did not score well overall on
RLMT-6 and RELM-6 and with their lower
weighting these two skills are not providing
any significant new evidence.
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20. Final candidate recommendation
• The candidates demonstrating the closest fit to the
Overall candidate evaluation
professional competency requirements for the role are
candidates G, H, K and L with candidates G, K and L A 54%
being the most likely to succeed in the role.
B 50%
• Candidates C, D, E, I and J should also be in C 63%
consideration as they have assessed well against
D 59%
critical professional competencies.
E 68%
• Candidate F has not demonstrated sufficient ability on
the professional skills assessment and would need to
F 32%
be assessed further before progressing. G 86%
Recommendation: The professional competency
H 77%
assessment has indicated that four candidates I 68%
have a good fit to the requirements of the role. J 72%
When combined with the level of responsibility K 86%
results, candidate L is the most likely to have the L 90%
professional skills to perform the role successfully.
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21. Finishing slide
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