DRAFT
September 15, 2013
Priority Action Plan: Enterprise Architect
Career Path and Competency
Development
Abstract
The Career Path and Competency Development working group shall prepare four products,
1. Define the hierarchy and progression of different career branches and levels of the EA
profession thereby creating an enterprise architecture career path structure and organizing
framework.
2. Enterprise architecture role descriptions
3. Enterprise architecture competency dictionary and model
4. Develop certification and assessment “accreditation”/endorsement process
The benefits to the organizations that hire or will hire enterprise architects are
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A guideline to help recruit and select employees to ensure organizational fit,
Provides a set performance expectations and measure contributions objectively,
Provides a roadmap for employee development and career planning.
In addition, by assessing “competency gaps” in relation to individuals and groups, competency
models become valuable inputs to creating highly targeted training initiatives.
The career path and competency model will help practitioners to focus on what is critical to enhancing
their contribution to employers and develop skills for career satisfaction.
Status
The work conducted by this working group is top priority for FEAPO as it will provide foundational
information for other activities such as a FEAPO Certification/Academic/Training accreditation.
Description
The building blocks of an established profession are training, education , and certification. These
building blocks depend on the skills, knowledge, measures and performance expectations that will be
described in the competency dictionary, competency model and career path resulting from the work
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DRAFT
September 15, 2013
completed by the career path and competency development team. The first task of the group is to
research and develop a description of enterprise architecture roles.
The enterprise architecture role description activities will include researching those organizations that
have EA roles and those who are advertising for EA resources and include survey questions for those
organizations that are not aware of the EA role. A draft of the EA role descriptions will be created and
vetted by the FEAPO organization. The EA role descriptions will be published by FEAPO and include
webinars, presentations at conferences to socialize the roles.
Competencies are behaviors that encompass the knowledge, skills, and attributes required for
successful performance. A competency dictionary is a list of competency descriptions and categories. A
competency dictionary will be created for the Enterprise Architecture job family
The competency dictionary will include a list of competencies developed through research and review
of best practices and the skills, knowledge and experience needed to be successful in the role. Each
competency has a general definition, which provides the user with a general understanding of the type
of behavior addressed by a particular competency. The behavioral indicators at each proficiency level
are illustrative of the proficiency level as opposed to representing a definitive list of all possible
behaviors at each level. The dictionary will have general job competencies (common across many jobs
and demonstrate the key behaviors required for success regardless of position.) and job-specific
competencies (these are required for success in particular functions or jobs.)
The Approach for creating the competency dictionary:
1. Performance criteria - define the criteria for superior performance for each role in the
EA job family
2. Criterion sample – choose a sample of people performing the role and organizations
hiring EAs
3. Data collection - Collecting sample data about behaviors that lead to success from
practitioners and those who hire EA.
4. Data analysis - Developing hypotheses about the competencies of outstanding
performers and how these competencies work together to produce desired results.
5. Validation - Validating the results of data collection and analysis with FEAPO member
organizations
6. Utilizing existing competency models (e.g. IIBA and SFIA)
The approach for creating the competency model
utilizing the competency dictionary and career path the following steps will be followed:
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DRAFT
September 15, 2013
1. Create straw models for various job roles, which include the role requirements, descriptions
of activities and behaviours, key competencies for successful performance, career paths and
learning/development requirements to move from one role to another.
2. Validated the straw models through reviews and one-on-one interviews with practitioners,
including managers and expert performers.
3. Create a Learning, Development, and Career Planning Toolkit, comprised of role-specific
competency models, competency inventory and gap analyses, learning opportunity
In support of FEAPO member groups, the career path working group will create and validate a process
for accrediting the member groups’ certification and competency assessment products.
The approach for creating the accreditation process will include
1. Utilizing already existing and proven accreditation processes from other accrediting bodies,
2. Develop an application process, the assessment criteria and resulting acceptance logo/stamp
of approval
3. . For those not approved, a letter of rejection including recommendations for changes will also
be developed. A cost for the process will also be defined.
4. Develop renewal requirements
List of Deliverables
Deliverable
Competency Dictionary
Competency Model
Description
“Competencies are observable abilities, skills,
knowledge, motivations or traits defined in terms
of the behaviours needed for successful job
performance. University of Guelph 2010
Competency Dictionary
The dictionary lists the competencies for EA roles
identified in career roadmap with a brief
description of each competency by level
The competency model defines the competencies
needed for success across all EA roles and
provides a professional development roadmap
for EA leaders and practitioners.
The model will emphasize: (1) foundational
competencies, or those that are important to
everyone in the field, and (2) the specific areas of
expertise which are the specialized knowledge
and actions required by specific roles.
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DRAFT
Enterprise Architecture Career Roadmap
Accreditation Process
September 15, 2013
A list of EA roles and respective levels and
specialties, the list will include one-two
paragraphs describing the role and its value to an
organization, a list of skills, knowledge
education, and years of experience
A process, business rules to assess and FEAPO
accredit a member organisation’s Certification
and / or Competency Assessment.
Acceptance documents including accredited logo
for use by member groups
Refusal documents that include remediation
suggestions.
Renewal process and business rules.
Working Group Composition:
Team Lead: Create and manage project plans, monitor deliverables, Communicate timelines and
progress to the FEAPO board – Maureen McVey – IIBA
Executive Support Mark Lane, CAEP
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Support: Con Kenney – CAEAP, Lead SME
Andy Chen – IEEE, SME
David Lee – CAEAP, SME
Researchers: Determine approach for research, prepare, conduct research and compile results – To Be
Determined
Analysts: Analyze the data received and produce results – To be determined
Editor: Review the document for structure and grammar. – To Be Determined
Graphics Designer: To create the logos and any other diagrams - To Be Determined
Schedule : Preliminary schedule of activities.
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DRAFT
September 15, 2013
Deliverables
Recruit members of working committee and
have first meeting to create a plan.
Research: plan, conduct, compile, analyze share –
straw model career path
Validate proposed career path framework
Finalize Proposed Career Path framework
Research and Write Job role Descriptions for
validation
Version 1 competency model and review with
FEAPO membership
Competency model mapped to job rolesreviewed
and ratified by FEAPO members
Estimated Date
February 2014
Complete career path with any revisions based
on job role and competency work and validate
with board
Finalize career path and publish
Create Certification and Competency Assessment
accreditation process straw model
Share and revise accreditation process
Publish accreditation process
TBD
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March 2014
June 2014
September 2014
Spring FEAPO meeting 2015
In parallel with Job Role Description activity
September 2015
TBD
TBD
TBD
TBD