1. Con Kenney DoDAF Plenary January 5, 2012 DoD Architect’s Competency Framework Update

2. Agenda  Background  Applications of the DoD Architect’s Competency Framework  Stakeholders of the DoD Architect’s Competency Framework  Benefits of the DoD Architect’s Competency Framework  Career Paths  Next Steps 2

3. Background  A professional architecture workforce is key to developing quality and effective architectures that enable defense systems.  To enhance the DoD architecture workforce three primary products are required:  DoD Architect's Competency Framework – identifies key tasks and required competencies  DoD Architect's Career Path – describes transitions between different roles and levels  Architect's Certification program – defines minimum demonstrable knowledge and skills for different roles  The DoD CIO published an initial competency framework in 2008 and a revised framework in 2011.  An updated framework is due to be released in the next year or so.  The updated framework will eventually include a career path for DoD architects.  Industry groups representing IT and enterprise architects share a long- term commitment to certifications based on industry-wide standards. 3

4. DoD Architect’s Competency Framework: Applications Selection Compensation Career Planning Succession Planning Performance Appraisal Training & Development Classification Organizational Alignment Competencies

5. 5 DoD Architect’s Competency Framework: Stakeholders  Employee – someone who is performing or considering an EA job  Supervisor – someone who supervises an EA practitioner  Hiring Manager/HR Specialist – someone responsible for filling a position for an EA job  Program Manager – someone writing a statement of work for an acquisition that includes EA activities  Education/Training Provider – someone who creates and delivers offerings to help an employee acquire KSAs that support his or her professional objectives

6. 6 DoD Architect’s Competency Framework: Benefits  Career planning – reduces time and effort for employee by organizing information about EA-related activities, jobs, job families, training, and experience  Appraisal – reduces time and effort for supervisor and employee by clarifying expectations  Hiring – reduces time and effort for hiring manager and HR specialist in specifying KSAs for new job descriptions  Contracting – reduces time and effort for program manager in specifying EA activities and KSAs for new acquisitions  Educating and training – reduces time and effort to develop a instructional program for architects

7. 7 DoD Architect Career Path

8. 8 Questions?