Enterprise Architecture Summit Career Path Initiative

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Presentation transcript:

Enterprise Architecture Summit Career Path Initiative

EA Career Path Project Working Group 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 Script: 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 EA Position Families Ed Moshinsky and Con Kenney EA Path Descriptions (scope) 45 LUNCH 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 5 Workshop Facilitators: David Lee Sandra Hoskins Andy Chen 45 Workshop Group Presentations Facilitator David Lee Recap and Closing Mark Lane

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 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 Foundational to Accreditation Criteria Competency Model Preparatory Education (Degree) Career Path Skills Development Continuous Education

Proposed Approach Research based Discover Plan Act Optimize Focus Group Centre for EA Research March 2014 Career Path/Job Families Input by FEAPO @ summit March-June 2014 Modify Career Path/Job Families Approve September 2014 Research and prepare role descriptions Input from FEAPO Spring FEAPO Meeting 2015 Research based Discover Plan Act Optimize Role Descriptions Competency Work

Do you have any questions?

What do you need us to deliver 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 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 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 Each Role can move horizontal or vertical as appropriate Each Family will be linked to Professional Training and Development "Certifications"

15 minutes

Position Families How We are Using 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

Enterprise Architecture 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 EA Position Roles/ Paths Enterprise Arch. Solution Arch. Design & Analyst Arch. EA Position Roles/ Paths Security Infrastructure Technical … Competencies (categorize and list) Management/ Leadership Foundational / Core 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 Solution Information Data Design/ Analysis Systems Applications Technology

Sample Role Paths: Levels: Disciplines: FEAPO CEB Open2Study (follows TOGAF) Levels: 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 Application Designer Integration Solution Architect Information/Data Information Information Architect 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. Conflict Resolution Managing Staff & Others 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. Intuition 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 Collaboration: The act by which people come together, regardless of location, to create new value for the organization by working together. Process Knowledge Emerging Technology Leadership: The ability to set strategy, make decisions, and serve as a champion of initiatives that others are willing to support. Enterprise Architecture Creativity: The ability to bring new and innovative ideas to your work. 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.

Competencies cont… FEAPO CEB Open2Study (follows TOGAF) 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 Architecture Strategic Planning: The periodic resetting of mid- to long-term direction and priorities through the alignment of key initiatives and resources to organizational goals and objectives. Technical Specialism Information Synthesis: The ability to take disconnected ideas, concepts, and perspectives from a 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.

4 Competency Categories 20 Sample competencies Based on CEB; DoD; FEAPO data

4 Competency Categories Modeling Standards & process implementation Architecture document development Integration Architecture Application Architecture Technology Architecture Foundational Architecture Leadership Communicating with influence Mentoring and coaching Project / Portfolio Mgmt. Management and Engagement Roadmapping and strategic thinking Business Architecture Service Architecture Information Architecture Organization Understanding (political savvy) Business and Strategic Planning Solution Architecture Emerging Technology innovation (trend monitoring and research) Developing technical capabilities Security Architecture Technical Roadmap Technical / Domain Knowledge

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

Architecture Requirements Management Enterprise Architecture Management is a continuous planning and controlling process Enterprise Architecture Management process Description Define the meta model for EAM and first version of target reference architecture 1 Architecture requirements engineering EAM initiation 1 Identify, formulate, and validate architectural requirements. Assures completeness, consistency and unambiguousness 2 Archi-tecture design/ update 2 Examine, need to update architecture based on requirements 5 Architecture Requirements Management Tech- nology manage-ment 3 Architecture transformation plan-ning 3 Define/update transformation plan based on the results of an architecture update 4 Assure implementation of target architecture through project reviews 4 Architecture controlling 5 Assure adaptation of the target architecture to technology trends 6 Define services EAM offers to the project and enterprise level and the activities to handle them 6 Architecture request management

EA has well-defined interfaces with other Corporate IT processes 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 Project portfolio management b Requests from IT delivery for architectural solutions can cause project driven adjustment of architecture target a c e Business strategy Enterprise architecture management Processes reviewed/guided by EAM Architecture requirements engineering EAM initiation Architec- ture design/ update c IT project approval must incorporate architecture compliance checks Business requirements management Tech- nology manage-ment Archi-tecture transfor-mation planning f d Architecture reviews of application and infrastructure projects are conducted at defined milestones regarding progress and architectural compliance Architecture controlling Architecture request management b d b d Application development Infrastructure management Processes synchronized with EAM e Planning architectural-relevant projects must be aligned with the overall IT project portfolio management Plan Build Test Go live Plan Trans-form 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 5 Workshop Facilitators: David Lee Sandra Hoskins Andy Chen 45 Workshop Group Presentations Facilitator David Lee Recap and Closing Mark Lane

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