ICT Capability Strategy Implementation Presentation to CIO Delivery Board 19 June 2012

1. ICT Capability Strategy Implementation Presentation to CIO Delivery Board 19 June 2012

2. To implement new approaches to IT such as agile development, open source, or green ICT we need an IT Profession that is committed collectively and personally to keeping up to date with emerging industry practice and has access to training and professional development. While the ICT Capability Strategy starts the IT Profession off in that direction, there is an immediate requirement to satisfy the needs implied by the ICT Strategy. The government CIO’s have committed to ensuring their teams acquire the learning & skills required to implement the ICT Strategy.

3. The Vision Increased Capability + Reduced Cost • Better IT in Government • The Government IT Profession will: • do its job better, using modern methods & tools • do more with the resources available • be more self-sufficient in people • and everyone in and joining the Government IT Profession can see a route to realise their potential.

4. Entry to the IT Profession The Blueprint MainStream1 Talent Management IT Apprenticeships Technology in Business CS Common Curriculum Grades below G7 Progression to G7/6 IT Professional Curriculum Broader Development Entry to G7/6 Entrants Leavers G7/6 Gateway CS Common Curriculum MainStream2 IT Academy Progression to SCS Grades 7 and 6 IT Professional Curriculum Broader Development Entry to SCS Leavers Entrants SCS Gateway CS Common Curriculum MainStream3 CIO Academy Progression to CIO SCS Grades IT Professional / CIO Curriculum Broader Development Entrants Leavers CIO Gateway

5. Delivery Structure • 4 people • 2 Strategy PMO • 2 BAU (TiB & website) CIO DB • Chair: Andy Nelson • 8 Govt Depts • 4 Public Sector • 3 External representative bodies IT Profession Board CO Delivery Support Team Blueprint Supply Frameworks Community Networks Communications Retained IT Function TiB Fast Stream IT Apprenticeships Talent Management Career Framework IT Academy CIO Academy Accreditation

6. Workstream Clusters Talent Development & Management Professional Careers for All Career Framework Accreditation Talent Management Apprenticeships IT/CIO Academies TiB programme Government ICT Capability Strategy Retained IT Function Supply Frameworks Community Networks Communications Skills & Training Communities & Communications

7. Talent Development & Management Selecting quality people, managing high potential, running development programmes Talent Management Lead: Melanie Steel,/Judy Middleton DWP • Objective is to build a cross government, profession wide approach to Talent Management and succession planning as opposed to current talent management within Departments • Aims is to develop and retain high calibre IT Professionals capable of delivering future IT strategies across the Civil Service • Now created a Senior IT Talent Forum (chaired by the Government CIO; members include CIOs from a number of departments) • Now defined roles / post holders at SCS DG, PB2 and PB1 in the Government IT Profession • Rolled out the 9 Box Grid to the whole IT Profession at SCS level: returns have been received from the vast majority of departments, allowing us to identify talent across the IT Profession at a cross government level for the first time.  • Next Steps... • Senior Talent Forum to conduct a light touch talent review / moderation, to ensure consistency of standards across government. • Develop a Talent Management Strategy: • ensure close working with Academies and other related ICT Capability Strategy Workstreams • a clear process for cross government moves • highlight where we can work more closely with industry. • Define the roles and structure of the IT Profession at Grade 6&7 and roll out cross government Talent Management to the feeder grades (Autumn 2012).

8. Talent Development & Management Selecting quality people, managing high potential, running development programmes IT Apprentices Lead: Melanie Steel,/Ruth Dunlop DWP • Objective in short-term to support 15 IT apprentices in Government departments in 2012 • Objective in longer term to link public sector and private sector IT suppliers to create IT higher apprentices, in conjunction with e-skills UK • Current initiatives in DWP and MoJ mean that the 2012 targets will be met • Currently working in partnership with the IT industry sector and with e-skills UK to develop joint public and private sector IT higher Apprenticeship scheme at Level 4 and above.

9. Talent Development & Management Selecting quality people, managing high potential, running development programmes IT & CIO Academies Lead: Neil Cousins, Natural England • Objective is to design and support programme of tailored and affordable interventions for key skill requirements for talented Grade 6/7 and SCS IT professionals • Programmes to include development of profession-specific skills which are not currently met by any other means • Not just training but mentoring, placements, moves, coaching • Will target cadres of talented IT professionals so that they are ready to make the move from Grade 6/7 to SCS and from SCS to CIO • Work on developing the IT Academy / CIO Academy has covered • Discussions with Civil Service Learning about links and sharing resources with its programmes & Capita on use of the CSL contract for delivery • Discussion with the Open University on using its CIO Pathways curriculum • Aim to have curriculum and pilot development programmes in place for testing in September 2012 • Small number of pilot Academies participants from TiB completers and Talent Management work

10. Talent Development & Management Selecting quality people, managing high potential, running development programmes TiB Fast Stream Lead: Jan Ford, MoJ • Objective is to define and implement an enhanced and expanded pan-civil service Technology in Business Fast Stream programme to replace existing varied departmental approaches • Short term goal of “continued recruitment and retention of graduates through the Technology in Business fast stream, averaging 20 TiBs per year for the next 3 years” • Participating in review of main Government Fast Stream to align where sensible • Future design of scheme agreed • Developing new processes to apply from now on: • programme content 'standardised' to ensure all leave with comprehensive applied learning across the SFIA model and more • increased movement between departments with a mandatory substantive assignment in at least one department other than the host • standard format for assignment/placement definition • Cross-stream benchmarking “Graduation” (completion) processes • Induction process • Improved scheme marketing • Streamlined Final selection Board to deal with increased numbers • Requires Grade Managers to represent their organisations actively in leadership and implementation • Implement the design document signed off by ITPB in November 2011 • Grade Manager Meeting is the decision making forum, e.g. assignments, placements with reference upwards to ITPB

11. Professional Careers for All Establishing model career paths, adopting CPD, embedding professional standards Accreditation Lead: Di Millen, NHS • Objective is investigate and adopt appropriate aspects of professional qualifications and accreditation to support development of capability • Includes a match of competencies to qualifications and clarity of the role of qualifications in certifying competence or experience • Has been consulting with a range of groups and individuals and researching both the appetite for, and possible nature of an approach to, accreditation for the IT profession across Central Government • Reached agreement on a number of principles, e.g. the adoption of a Continuous Professional Development (CPD) scheme, and learning & development log or “e-portfolio” • These are now being worked up into an approach to test out in practice with pilot schemes • Now having discussions with professional bodies on future alignment of qualifications and professional accreditation • Pilot CPD tool once product available from BCS

12. Professional Careers for All Establishing model career paths, adopting CPD, embedding professional standards Career Framework Lead: Claire Fry/Jane Wharton, MoD • Objective is to build a career framework for roles in Government IT and enabling career paths through that framework • This supports the movement of staff between departments • Helps identify the training, development and progression needed to enable staff to actively manage their own careers • The Skills Framework for the Information Age (SFIA) Model is used as the starting point for the framework, • High level Career Framework developed and work underway on 20-30 high level role definition templates • Role profiles encompass both behavioural and professional competencies, and include knowledge, experience, qualifications, memberships as well as learning and development • Detailed Career Framework to ITPB September 2012

13. Communities & Communications Establishing vibrant community groups, setting up effective communications channels & creating engaging messages Community Networks Lead: Neil Moore, Hampshire Fire Service • Objective is to establish community networks for appropriate groups of people and any necessary support for them • Well advanced in identifying the role community networks play in supporting and developing IT professionalism • Has been learning from current best practice across both the public and private sectors • Considering how best to identify or create appropriate sustainable physical and virtual (electronic) community networks and to encourage engagement and participation by IT professionals • Now producing guidance and directory of networks for publication to profession via website for July 2012

14. Communities & Communications Establishing vibrant community groups, setting up effective communications channels & creating engaging messages Communications Lead: Anne Moises, Scottish Government • Objective is to design and deliver a communications programme to support the delivery & implementation of the strategy • Aim is to offer opportunities for all IT professionals to communicate and showcase good practice • Now ready to start delivering communications on the improvements in our IT capability and demonstrating how these contribute to better IT in Government • Creating an “IT Profession Story” core message • Assembling content for new IT Profession web site for soft launch of website June 2012

15. Skills & Training – Analysis & Supply Identifying functions for the future in government ICT, managing scarce skills & rationalising purchasing of training Retained IT Function Lead: Robin Pape, Home Office • Objective is to develop a model for the shape of and skills required for the retained IT function • IT operating models and structures vary widely across Departments, ranging from highly centralised models through federated models to minimalist • Focus is on functions, not departmental team structures, and the skills needs of those functions retained • Establishing a common understanding of the functions that fall within the IT remit in central government departments • Agreeing common terminology and defining a standard operating model or models • Proposed model for Retained IT Function created & circulated to CIOs Feb 2012 • Work on business case for sharing IT skills started • Considering how smaller departments & bodies might share functions and/or scarce or specialist skills • Further detailed work on current & future skills to be initiated

16. Skills & Training – Analysis & Supply Identifying functions for the future in government ICT, managing scarce skills & rationalising purchasing of training Supply Frameworks Lead: Jayne Dyson/Steve Watts, HMRC • Objective is to develop common supply frameworks for training and development, and oversee their adoption by departments • In general each government department has its own supply contracts for learning provision • Aim is to maximise our purchasing power across a significant spend and drive an agenda of consistency through a common curriculum • Baseline data collected on IT L&D spend to underpin supply framework sizing • Extensive course list created as basis of curriculum “catalogue” • Discussions with Civil Service Learning and Capita with aim to use CSL-Capita framework contract & avoid further procurement • Approaching British Computer Society regarding cost-effective group membership • Arranging with Intellect a route to obtain mentoring, placements & exchanges with IT firms • Full curricula to be placed on CSL framework by end September 2012

17. Next steps – communicating to the Profession • CIO Council raised capability as a key issue • ITPB to discuss end-state for the Profession in July • Capability on CIO Council agenda in July • Opportunity from launch of new web site • Must start active engagement from September to embed strategy deliverables • Planning “Top 180” event on professionalism October/November