Enterprise Architecture Summit
Career Path Initiative
EA Career Path Project
Working Group
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Mark Lane – CAEAP, Project Sponsor
Ed Moshinsky - SME
Sandra Hastings - SME
Brenda Byers - CIPS, SME
Maureen McVey- IIBA, SME
Con Kenney – CAEAP, SME
Andy Chen – IEEE, SME
David Lee – CAEAP, SME
Nathaniel Packard, IIBA, SME
Mark presents
Purpose of the Summit
• To engage industry leaders in a working
session to understand and record your needs
for an EA career path
• Your role - provide feedback, suggestions and
information through discussion and
workshops
Mark presents
Goals and Objectives
• Participants understand the goals and timeline of the
EA career path initiative
• Elicit and document participant requirements for
career path and resulting guides and documentation
• Create initial drafts of position descriptions
• Elicit and document feedback on
– Scope of the EA Career Path
– EA Competency work to date
Mark presents
Summit Goals
• Although we may reach consensus or
conclusion - this is not our primary goal and is
not expected in the discussions
• This is a requirements session
• Further analysis is necessary
Agenda Day 1 - Mark
Topic
Presenter
Time
Mins.
• Overview of Current State and progress of
the career path team
• Requirements Session: What should be
included in Career Path
Maureen McVey
30
• Terminology
Brenda Byers
15
• EA Career Path Framework
• Stakeholder feedback
• Survey Results
Mark Lane
Brian McClafferty
30
• EA Position Families
Ed Moshinsky and Con 30
Kenney
• EA Path Descriptions (scope)
Brian McClafferty
LUNCH
45
60
Agenda Day 1 - Mark
Topic
Presenter
Time
Mins.
• EA Competency Groups
Brenda Byers
Nathaniel P
60
• Position Profile Workshop for Strategic
Level EA
Facilitators:
David Lee
Sandra Hoskins
Andy Chen
90
with
break
• Workshop Group Presentations
Facilitator: Maureen
McVey
45
• Wrap up for the day
Maureen McVey
15
• Dinner
Agenda Day 2 - Mark
Topic
Presenter
Time Mins.
• Introduction to Day 2
Mark
5
• Workshop
Facilitators:
David Lee
Sandra Hoskins
Andy Chen
45
• Workshop Group Presentations
Facilitator David Lee
45
• Recap and Closing
Mark Lane
5
15 minutes
Addressing Known Challenges in the EA Space
• Consistency in description of the roles and levels of
enterprise architecture – practitioner movement
between organizations,
• Confusion on how to enter the profession
• Hiring qualified EAs
• Career paths and competencies needed to develop
existing staff are not structured on a standard
Maureen
What are your challenges?
Background
• Research conducted to define an EA career path through input from
FEAPO organizations that already have a career path in place
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Traditional roles
Business architect
Application Architect
Information Architecture
Technical Architecture
Less traditional roles adopted by some organizations but missing from most of the
information reviewed
o Security Architecture
o Solution Architect
The EA roles were organized in a both a centralized and decentralized
Career progression varied very differently in all organized reviewed
Background
Nov. 2013
FEAPO
Launch
EA Career
Path
Working
Group
January 2014
FEAPO EA
perspective
paper ratified
by FEAPO
March 2014
Focus
Group
Penn State
May 2014
Survey on
EA Career
Path
Needs
FEAPO Career Path- Goals
• Create a standard career path for the EA professionals and
those who want to enter the profession
• Provide clarity to the stakeholders to create a consistent
approach to the EA profession
• To provide guidance to stakeholders wanting to
build or improve their EA practices
FEAPO Career Path - Objectives
• 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
• Create Enterprise architecture role descriptions
• Define an Enterprise architecture competency dictionary and
model
• Develop certification and assessment
“accreditation”/endorsement process
Do the Goals and Objectives of the career
path working group address your needs ?
Stakeholders + Benefits
•
Enterprise Architects – career planning, competencies help them to achieve and
understand job requirements and improve job proficiency, provides a path to
certification as a differentiator
•
Hiring Managers , Recruiters, and Human Resources: define job categories, help
recruit qualified applicants, who are productive, and increase hiring yield and
reduce hiring costs.
•
Educators: competencies and job role framework helps them produce educational
and training products that align to a certification standard increases students
interest in program
•
Organizations: (consultants, government, commercial, non-profit): to have
framework from which to guide and develop their EA practices, obtain credibility
by following recognized standards
•
Industry Analysts: (Gartner, Forrester) hear the voice of the community outside
of their constituent
Scope of Career Path Effort
Body Of
Knowledge
Curriculum
Job Families
and Roles
Competency
Model
Career
Path
Foundational
Accreditation
Criteria
to
Preparatory
Education
(Degree)
Skills
Development
Continuous
Education
Proposed Approach
Research based
•Discover
•Plan
•Act
•Optimize
•Focus Group
Centre for EA
Research
March 2014
March-June 2014
•Career Path/Job
Families
•Input by FEAPO
@ summit
•Modify Career
Path/Job Families
•Approve
September
2014
Role Descriptions
Competency Work
Spring FEAPO
Meeting 2015
•Research and
prepare role
descriptions
•Input from FEAPO
Do you have any questions?
• What do you need us to deliver?
Take 2 minutes to write a one or two word answer on
the note pad and stick it on the wall.
• If we provide a Career Path Guide what should be in it?
Take 2 minutes to write a one or two word answer on
the note pad and stick it on the wall.
Brenda Terminology
• Brenda to provide a couple of slides
Feedback from Survey
• Maureen will have the requirements
organized and we can compare what is in
there
Feedback from Survey
• Brian -- Maureen will have the requirements
organized and we can compare what the
participants comments with the survey results
Survey Respondents
Position Title
# of respondents
Primary Focus
I Need a Career Path to…
Answer
%
Understand what is required of someone to be successful in
an EA career
19.6
Determine the skills and experience needed to enter into the
EA career space
13.9
Manage my career
13.9
To provide educational products that meets the needs of EAs
10.6
To make better hiring decisions
8.5
To establish an EA organization
8.3
Do you think a FEAPO published Career
Path Stakeholder guide would be beneficial?
“Stakeholder guides and value
propositions (including KPIs) will be
Invaluable.”
“A set of generic questions to support
competency based interviewing would
be particularly useful”
Include
• “Leadership, influence, negotiation, creativity, and
other so called "soft“ skills are much more
important to success than are technical skills. These
should be identified and appropriately recognized.
• EAs also need to know what's next. EA should not
be the end of the line for their Career.”
Don’t
• “It would be a mistake to include anything
related to EA Org Models. Distracts from the
deliverable and targets different audience”
• Too much detail in the position descriptions
such as specific methodology, certification
• Too IT focused
Straw Man – Career Framework
Summary of Career Path, Families, and Roles
Families:
Enterprise
Architecture
Family
Roles
Solution
Architecture
Family
Roles
Design and
Analyst
Family
Roles
Paths:
Security
Infrastructure
Technical
Integration
Information/
Data
Chief Security
Architect
Chief
Infrastructure
Architect
Chief
Integration
Architect
Enterprise
Security
Architect
Enterprise
Infrastructure
Architect
Chief
Technical/
Application
Architect
Enterprise
Technical/
Application
Architect
Senior
Security
Architect
Senior
Infrastructure
Architect
Security
Architect
Infrastructure
Architect
Security
Analyst
Network and
Comm.
Architecture
Operating and
Platform
Architecture
Network
Design
Business
General
Chief
Information/
Data Architect
Chief Business
Architect
Chief Architect
Enterprise
Integration
Architect
Enterprise
Information/
Data Architect
Enterprise
Business
Architect
Enterprise
Architect
Senior
Technical/
Application
Architect
Technical/
Application
Architect
Senior
Integration
Architect
Senior
Information/
Data Architect
Senior
Business
Architect
Lead or
Solution
Architect
Integration
Architect
Information/
Data Architect
Business
Architect
Technical/
Application
Analyst
Integration
Analyst
Data Modeler
Business
Analyst
Process
Architecture
Software
Design/
Developer
Data Analyst
UI Designer
– Each Role can move horizontal or vertical as appropriate
– Each Family will be linked to Professional Training and Development "Certifications"
15 minutes
Position Families
A position family is a series of roles involving work of
the same nature, but requiring different levels of skill
and responsibility.
How We are Using Position Families
• To differentiate the practices within EA
• To provide a complete picture of of the practices within EA
• To provide user with flexibility when using the career path
framework
• To illustrate career development opportunities between job
families
3 Position Families
Enterprise
Architecture
The Enterprise architects family defines the strategy
and vision and propose the terms of reference for
delivery; they also provide governance, change and
stakeholder management functions.
Solution
Architecture
The Solution architect family describes the
top-level structure and organization and identify all
components needed to meet requirements and
desired business outcomes.
Design and
Analyst
Architecture
The Designers and Analyst family captures the
requirements and detailed design, describing each
component sufficiently to allow for decision making
on final construction.
Framework Categories
• Used to organize the EA career framework into
primary functions within an organization
EA Position Scope Brian
General
Technical/
Application
Integration
Information
Infrastructure
Security
Business
Question
Would you change the position paths?
Are there any missing?
Lunch 60 minutes
Brenda and Nat.
Draft EA
Competency Model Structure
• Some elements are already defined
including position families and position
paths
EA Competency Model
EA Position
Families
Enterprise
Arch.
Solution Arch.
Design &
Analyst Arch.
EA Position
Roles/ Paths
Security
Infrastructure
Technical
Competencies
(categorize
and list)
Management/
Leadership
Foundational /
Core
Technical
Levels of
Proficiency (4
to 6)
Understanding
Applying
Analyzing/
Evaluating
…
Creating
Comparison of EA roles
• Compared the following FEAPO Docs:
– Enterprise Architecture Career Path Development
– Enterprise Architecture Career Path
– EA Career Path Glossary
• CEB:
– The Architect’s Business Capabilities Handbook
– Business Architecture
– Scope and Dimensions
– The Anatomy of a World-Class Enterprise Architecture (EA)
Group
• Open2Study Video
Position Families:
FEAPO
CEB
Open2Study (follows TOGAF)
Enterprise
Business
Business
Solution
Information
Data
Design/ Analysis
Systems
Applications
Technology
Technology
Sample Role Paths:
FEAPO
Levels:
CEB
Open2Study
(follows TOGAF)
Chief Architect (Discipline)
Chief (Level 5 Maturity)
Chief
Enterprise Architect (Discipline)
Senior (Level 4 Maturity)
Senior
Senior Architect (Discipline)
Analyst I (Level 3 Maturity)
Analyst
Analyst II (Level 2 Maturity)
Architect (Discipline)
Analyst III (Level 1 Maturity)
Analyst (Discipline)
Disciplines:
Security
Application
Application Architect
Infrastructure
Service
Infrastructure Architect
Technical
Technical
Application Designer
Integration
Integration
Solution Architect
Information/Data
Information
Information Architect
Business
Business
Business Architect
General
Enterprise Architect
Business Analyst
Data Architect
System Administrator
Head of Architecture (Manager)
Competencies
FEAPO
CEB
Open2Study
(follows TOGAF)
Being Influential
Visual Thinking: The ability to clarify, synthesize, and analyze
information pictorially to effectively depict logical linkages between
interrelated elements in an environment or system
Leadership
Dealing with Complexity
Roadmapping and Planning: The ability to develop and manage the
process of migrating from the current to the target state architecture.
Business Architecture: The application of architecture principles and
techniques to the design of business operations, including business
capabilities and the business processes, people, technology, and
information that enable them.
Conflict Resolution
Managing Change
Influencing: The ability to persuade others through instruction,
dialogue, argumentation, and inspiration rather than through direct
authority.
Domain Knowledge
Working w/Autonomy
Communication: The ability to convey complex issues to diverse
audiences, orally and in writing, in a manner that is easily understood
and actionable.
Technical Knowledge
Corporate Governance of
IT
Emerging Technology
Collaboration: The act by which people come together, regardless of
Process Knowledge
location, to create new value for the organization by working together.
Leadership: The ability to set strategy, make decisions, and serve as a
champion of initiatives that others are willing to support.
Creativity: The ability to bring new and innovative ideas to your work.
Managing Staff & Others
Enterprise Architecture
Information Management
Coaching and Mentoring: The informal development of employees to
create an environment that drives toward high levels of engagement,
personal performance, and outcome attainment.
Intuition
Competencies cont…
FEAPO
CEB
Innovation
Adaptability: The ability to adjust to new, different, or changing circumstances while still ensuring that
the overall objective is achieved.
Methods & Tools
Big-Picture Thinking: The ability to understand the enterprise-wide implications of day-to-day
decisions.
Research
Parallel Processing: Ability to take on a wide portfolio of responsibilities while ensuring that each task
is accomplished effectively.
Solution
Strategic Planning: The periodic resetting of mid- to long-term direction and priorities through the
Architecture
alignment of key initiatives and resources to organizational goals and objectives.
Technical
Information Synthesis: The ability to take disconnected ideas, concepts, and perspectives from a
Specialism
variety of sources and assemble an articulate, relevant, and precise point of view.
Business Analysis
New Technology Innovation: The ability to assess and introduce for deployment new technology
solutions to drive efficiencies or enable business capabilities.
Business Modeling Service Architecture: The organization and design of the resources (human, technical and otherwise)
that are required for the operation of an IT or business service.
Information Architecture: The definition, design, and delivery of an architecture that improves the
attainability and usefulness of information in the enterprise, such that knowledge workers can locate,
transform, analyze, and communicate information to support effective decision-making.
Integration Architecture: The design of the methods and protocols for communication and
interoperability between disparate information systems.
Application Architecture: The design of the applications that are used across the enterprise such that
the overall application portfolio operates in a simplified, scalable, and reliable manner.
Technical Architecture: The design and integration of the common foundational technologies that are
used across the enterprise, including hardware, middleware, networks, security, and system
management software.
Open2Study
(follows
TOGAF)
4 Competency Categories
20 Sample competencies
Based on CEB; DoD; FEAPO data
4 Competency Categories
Management
and Engagement
Foundational
Architecture
• Modeling
• Standards & process
implementation
• Architecture
document
development
• Integration
Architecture
• Application
Architecture
• Technology
Architecture
• Leadership
• Communicating with
influence
• Mentoring and coaching
• Project / Portfolio Mgmt.
Technical / Domain
Knowledge
• Solution Architecture
• Emerging Technology
innovation (trend
monitoring and
research)
• Developing technical
capabilities
• Security Architecture
• Technical Roadmap
Business and
Strategic
Planning
• Roadmapping and
strategic thinking
• Business
Architecture
• Service Architecture
• Information
Architecture
• Organization
Understanding
(political savvy)
Competency List / Dictionary
• Competency categorization
– Really just for structure and organization
• Competency specification:
<learning outcome> “-” <skill reference code> I <guidance reference> “=
“<required proficiency level>
Similar to BTM document ex. SFIA-PRMG=3
• Proficiency level could use Bloom or come up with
our own or even map to something like SFIA
Next Steps
• Expand on competencies in each category
• Ensure no gaps exist in competency areas
• Map categories to career families to validate
consistency
• Ensure competencies cover all job descriptions
(roles)
Workshop- Profile for Strategic EA Position
Objective: To create an initial profile for a strategic level
EA Position
Approach:
• Three separate groups
• Each group will answers a series of questions and
post their answers on flip chart
• All groups will come together to discuss the
outcomes of the working sessions
Workshop- Position Profiles for Career Categories
Technology, Data, and Business Architecture
Objective: To create an initial profile for a each category
Approach:
There will be three separate groups engaged in answering a
series of questions which will be posted on flip-charts
Each group will present their findings to the rest of the
delegates. Common themes will be recorded and discussed.
Abstraction and Scope for Arch Disciplines
Enterprise Architecture Management is a continuous planning
and controlling process
Enterprise Architecture Management process
0 EAM initiation
1 Architecture
requirements
engineering
5 Technology
management
Architecture
Requirement
s
Management
Description
0 Define the meta model for EAM
and first version of target reference
architecture
2 Architecture
design/
update
3 Architect
ure
transfor
mation
planning
4 Architecture
controlling
1 Identify, formulate, and validate
architectural requirements. Assures
completeness, consistency and
unambiguousness
2 Examine, need to update
architecture based on
requirements
3 Define/update transformation plan
based on the results of an
architecture update
4 Assure implementation of target
architecture through project
reviews
5 Assure adaptation of the target
architecture to technology trends
6 Architecture request management
6 Define services EAM offers to the
project and enterprise level and the
activities to handle them
EA has well-defined interfaces with other Corporate IT
processes
Corporate
IT
Processes supported by EAM
IT strategy/governance/organization
IT project portfolio management
a Changes of strategy might cause
adjustments of EAM
Strategic
planning
Project
approval
a
Project portfolio
management
c
b Requests from IT delivery for
architectural solutions can cause
project driven adjustment of
architecture target
e
Enterprise architecture management
Business
strategy
EAM
initiation
Business
requirements
management
Architecture
requirements
engineering
Technology
management
f
Architecture
controlling
Processes reviewed/guided by EAM
Architecture design/
update
c IT project approval must
incorporate architecture
compliance checks
Architecture
transformation
planning
d Architecture reviews of
application and infrastructure
projects are conducted at defined
milestones regarding progress and
architectural compliance
Architecture request management
b
d
Application development
Plan
Build
Test
Go
live
b
d
Infrastructure management
Processes synchronized with EAM
Transform
e Planning architectural-relevant
projects must be aligned with the
overall IT project portfolio
management
Plan
Test
Go
live
f Business strategy provides
architecture requirements and
needs to be updated regarding
fulfillment
Each Group
Presents Findings
15 minutes each
Scribes
Will document
Commonalities &
Differences
What we Accomplished Today!
Agenda Day 2 - Mark
Topic
Presenter
Time Mins.
• Introduction to Day 2
Mark
5
• Workshop
Facilitators:
David Lee
Sandra Hoskins
Andy Chen
45
• Workshop Group Presentations
Facilitator David Lee
45
• Recap and Closing
Mark Lane
5
Workshop- Position Profiles for Career Categories
Technology, Data, and Business Architecture
Objective: To create an initial profile for a each category
Approach:
There will be three separate groups engaged in answering a
series of questions which will be posted on flip-charts
Each group will present their findings to the rest of the
delegates. Common themes will be recorded and discussed.
Summary & Next Steps
• Mark