SFIA Benefits

SFIA Benefits GraphOrganisations around the world are looking for real benefits from their ICT teams - not just cost savings but real measurable additions to the bottom line.  Here are some of the ways others are using the SFIA framework to deliver savings and benefits to their organisations:


  • ICT & Business working towards the same goals

    • Achieved by using SFIA to align the organisation’s ICT skills and therefore deliverables to the business strategy. Many organisations are converting masses of data to business intelligence and this requires new skills. The SFIA framework helps define and articulate those skills.
    • Similarly, assessing and understanding the ICT workforce’s skills enables an organization to address long and short term skill gaps that may impact strategic delivery. Using the SFIA framework to understand the problem means the business can adopt a planned approach rather then guess.


  • Clear understanding of ICT skills across the organisation – for BAU, projects and other business roles

    • Using SFIA as a level playing field to assess resources from across the organisation makes it possible to rapidly identify and deploy existing staff with a desired skillset to projects or BAU roles
    • Also, people with skills that are in decline can be retrained for roles and skills that are growing in demand.  Existing staff have a lot of business knowledge and just because their skills are going out of date does not mean they are no longer useful.


  • Targeted training to address real gaps

SFIA Training Room

              • With staff assessment against the SFIA framework an organization can identify real training needs. Many organizations spend money on training because they have a budget – not to address a real business need.
              • Some organisations with a clear middle to long term strategy plan training well ahead of time. This means they can negotiate bulk training packages.  This not only saves money, it shows the staff that there is a planned future and career opportunities. Both great ways to keep talented staff.


  •  Improved recruitment processes

    • With SFIA it is easier to clearly articulate the skills and levels required for a position. In conjunction with technical skills, education and experience can help identify good candidates faster and more effectively
    • SFIA can assist in the review and selection process for hiring managers, recruitment agencies and applicants. Hudson in the UK are using a SFIA assessment process to target the most appropriate applicants
    • SFIA can also help assess non-ICT staff for ICT roles. For example, some business people make good business analysts, this broadens the opportunity to recruit internally.


  • Assistance with performance development & targets

    • Up to date organizations recognize that 70% of staff development occurs ‘on the job’ through experience and by managers stretching their staff; 20% is attributed to mentoring – being a mentor and being mentored are both great development experiences. The last 10% is some sort of formal training.
    • SFIA can assist with staff development by having goals that bridge the differences between two SFIA skill levels.
    • Analysis of talented staff can help identify the areas where mentoring could be of assistance.  Equally, understanding staff strengths can help identify potential mentors.


  • Career paths, talent management, leadership & mentoring

    • Based on a recent whitepaper on employee satisfaction, the following SFIA related benefits are more likely to create happy employees (employees who are very satisfied in their jobs):
      • Employees who can see a career path in their existing organisation
      • Employees who are recognised for excelling in their job (top talent)
      • Employees who receive suitable training & mentoring


  • Recognition

    • Identification of key talent is of vital importance to an organization – SFIA skills assessment helps identify those people.
    • Retaining key talent is vital to a business. Replacing average staff is costly - replacing ‘high-fliers’ is much more expensive.
    • A word of warning – there is no correlation between SFIA skill levels and pay scales. Some people have limited skills but as they are in short supply, the rate will be high. Others have a lot of commonly held skills and are paid accordingly.


The first step is to understand your organisations vision, current needs and current capabilities. Ensys can help you to develop this insight and a clear roadmap to implement SFIA specific to your organisation and help achieve the benefits you are seeking.

Call or email Ensys today to find out how:

Freecall from Australia:contact_us
1800 885 139
International Head Office:
+61 7 3251 8400
Email: info@ensys.com.au


Read More

SFIA and other frameworks: CoBIT, ITIL, CMMI, CISSP, PMBoK & Prince2

A couple of common questions I am often asked by people investigating SFIA is “what is the difference between SFIA and other frameworks?” and “How does SFIA fit with other frameworks”

First, let me say that frameworks – good frameworks are just that – frameworks.  They offer guidance and are flexible to meet the differing needs of businesses of all shapes and sizes.

SFIA is no different; it is a skills framework that addresses all ICT skill sets.  SFIA does not prescribe which skills appear in which role, which roles are in which part of the organisation – SFIA provides a solid proven framework of skills for use as best suits your business.SFIA Cobit ITIL CMMI CISSP

Frameworks like ITIL, Cobit, CMMI, CISSP and others all overlap with SFIA because each involves people and roles and those people need skills appropriate to service delivery, management, security etc.  Cobit for example describes in great depth the means of managing staff, building maturity, improving delivery and so on, but it does not detail skills to the same level of granularity as SFIA.

Organizations that adopt SFIA simply to standardize their role descriptions will not benefit.  The benefits of SFIA come with real workforce management and this may well include other frameworks.  SFIA can be implemented before, alongside or after other frameworks have been adopted and still deliver benefits.

SFIA is a tool to uncover information about the business and enable sound business responses.

By standardizing roles to the SFIA framework and assessing your staff against the same framework you can determine where your strengths and weaknesses lie.  By uncovering real information about the business, logical and reasonable strategies can be adopted that address the real problems not the superficial or perceived ones.

At the end of the day a CIO or senior ICT manager must demonstrate value – SFIA is a tool that can help show how your ICT workforce is being managed and shaped to business goals.

Read More

Three keys to a successful SFIA Project

Are you planning to implement SFIA or have recently completed a SFIA Implementation into your organisation?

We have seen many questions surface during a SFIA implementation and witnessed uninformed organisations wondering if they have achieved their target objectives.

As part of a SFIA Implementation Project, it is recomended best practices to cover off 3 important steps:


  • Understanding your buiness drivers and having clear expectations of goals you wish to achieve should come first and foremost.
  • If you are implementing and supporting SFIA internally (i.e. without external consultancy), then it is very important that key members of your organisation understand SFIA. Understanding how the Framework works, how to implement a SFIA Project and how to access information to help & support the organisation going forward is key to a successful outcome.
  • Implementing SFIA into your organisation is a project and should be treated as such – with the appropriate communications, planning, controls and quality assurance/benefits realisation reviews.
  • The best resource for learning how to properly understand, implement and support a SFIA implementation is by undertaking a one day SFIA Training course.



  • Trying to do something without the right tools is hard work, if not impossible. So why would you implement your SFIA project without the  appropriate tools also?
  • The following resources are specifically designed SFIA tools to help you with your project:
  • Use these existing resources to save you time, save money and align with best practices.


  •  Quality Assurance is a key aspect of any project. Making sure you are on the right track and are hitting your targets can be measured during the project implementation or as a Post Implementation Review (PIR).
  • As a minimum, it is recommended that you have an independent third party review your plan and/or review your outcomes, to ensure you are implementing correctly and going to achieve your benefits.
  • Therefore, make sure your project management plan allows for Quality Assurance reviews during the project implementation and/or after the project is complete.


For more  information, contact the Australian SFIA Partner and Training Provider, Ensys Consulting.

Ph: 1800 882 951

Email: info@ensys.com.au

Read More

SFIA Summer Newsletter – 2012

SFIA Summer Newsletter – 2012

The latest SFIA Newsletter has been released by the SFIA Foundation, containing the latest SFIA news from around the globe.

In this edition you can read updates from Australian representatives such as the SA Government, Ensys Consulting and Adaps Consulting.

You can access it via this link:



Other articles you may find of interest:

Read More

Rapidly lookup SFIA Skills | Build or Convert a SFIA Role Description

Are you about to build a SFIA Role Description (aka SFIA Position Description)?

Have you forecasted how many man hours this will take you? You should. For a person trained in SFIA, this can take anywhere from 2-4 hours per role description and then further revisions after management review. When this task is multiplied over many roles, this can be seen as quite a lengthy and expensive task. There is a way to do this more efficiently.

Watch this short video for an overview of SFIANavigator, a new tool that can expedite and simplify this process for you:

With this SFIA Navigator product, you can expedite your SFIA Project providing great value to the HR Managers & Senior Managers of your organisation.

Navigate SFIA Skills Faster

  • Browse across the skill groups and categories fast and drill into the skill levels
  • Jump straight to a skill if you know what you want to find (after you have built a few, you will start to get an idea of skills that may be relevant for a particular role)
  • Read and navigate up, across and drill into information with a click of a button

Build SFIA Role Descriptions faster

  • Collate all the SFIA skills you are interested in
  • Transfer them easily into your Role Description with a few clicks
  • Eliminate typing errors or double handling of information by taking the information straight from your research into your Role

Contact Ensys for your copy of the SFIANavigator product today!

Phone: 1800 882 951
Email: info@ensys.com.au

Read More

Competency Framework for the IT industry

SFIA Framework provides a great tool for analysing and managing the skills of your IT staff. SFIA can help with improved training outcomes, better staff retention, improved recruitment and provide your staff with career plannig options.


Want to know more? Find out more about SFIA Training or SFIA Consulting and advice.

Read More

Ensys are moving to Bowen Hills in Feb 2012

upgrading offices - movingOn the 6th of February, Australasia’s SFIA Consultancy Provider, Ensys Consulting, will relocate it’s Brisbane Head Office to 14D Jordan Tce, Bowen Hills.


Best of luck to all the Ensys staff for a smooth transition to the larger offices.




Ensys SFIA Consultancy Contact Details:

Phone: 1800 882 951
Email: info@ensys.com.au

Read More

SFIA Version 5 | SFIA V5 Updates

The New SFIA Version 5 was launched on December 1, 2011 – but what has changed and how does it affect you?

The most comprehensive way to find out about the changes of this latest version is by viewing this webinar, where the SFIA Foundations appointed Project Manager for the Version 5 update tells all.

This video on the SFIA V5 changes provides valuable insights, explanations and discusses the expected impacts of each change.

SFIA Version 5: What it is and how it was developed

Mike Chad, SFIA v5 Project Manager

From: SFIA Version 5: Launch Seminar, 1 December 2011, London

>> go to webcast>> recommend to friend


For any questions about this update, contact Ensys consulting – your SFIA Consulting partner for Australasia, or contact direct to the SFIA Foundation.

SFIA Training programs commencing in February will be based on the new V5 of SFIA in 2012. Check here for dates.


Ensys SFIA Consultancy Contact Details:

Phone: 1800 882 951
Email: info@ensys.com.au

Read More

Preparing for SFIA | Role Descriptions

The SFIA framework offers a lot of workforce management benefits to both the business and employees.  These include targeted training (making sure the $$ are spent where they can do the most good), career planning (showing people a future within the organization), succession planning, talent management and more. The first and essential step to achieving these benefits is the creation of SFIA Role Descriptions across the ICT team.


A Good Role Description

A good Role Description clearly states what is expected of any employee carrying out the role. Role Descriptions are not personalized or tailored to a specific person they only address the role. As a minimum a Role Description will include sections covering:

  • Professional skills (like Software Testing, Business Analysis, Procurement)
  • Technical skills (like Java, SAP, Oracle)
  • Behavioral skills (like leadership, business skills and communication)
  • Experience & Qualifications (e.g. ACS CP, Prince2, Degree in IT or equivalent, etc…)

Caution #1: Beware the generic Role Description

In this first article we are looking at the preparation and implementation of SFIA Role Descriptions. As simple as this seems, creating Role Descriptions can be tricky.  Over many implementations we at Ensys have found risks if the content of a Role Description is too broad.

As mentioned above Role Descriptions are for the role not a person, but sometime the outcome is a very high-level Role Description with very generic skills.  This appears to address the aim of designing Role Descriptions that can be used across a number of roles within the organization but sometime it can be taken too far.

For example, a Position Description for a PROJECT MANAGER may have generic requirements, for instance:Generic Role Descriptions | Cookie Cutter

  • Experience in Project Management planning, delivering benefits on-time and to budget
  • Governance and financial accountability of projects
  • Effective communication to stakeholders, sponsors and vendor suppliers
  • Experience with Prince 2.

Within this Role Description the organization may employ different levels of Project Managers as well as those specializing in niche products.  For example, this could cover senior project managers and junior project managers; it could also cover contract SAP Project Managers, Infrastructure Project Managers, R&D Project Managers and so on…

The problems appear in day to day workforce management processes.

When selecting suitable candidates for the role and measuring their skills you will encounter many problems:

  • When recruiting – the brief to the agency and/or advertisement will deliver a large number of potential candidates
  • When shortlisting – the Role Description does not assist to identify good candidates or for that matter help identify poor candidates
  • Skills are incomplete and woolly – lacking clear expectations and measures to manage performance either during a probation period or as part of personal development processes
  • Level of experience is not defined – no statement of capability either within the role or with business as a whole
  • Key technical skills are omitted – such as a requirement to have SharePoint, system integration or Oracle Financials experience
  • Levels of competency are omitted – how big were the teams, did the project have major business impacts, how complex was the budget and so on
  • Professional experience is not defined – ACS certification, Prince 2, ITIL, previous projects etc

The net effect is a role description that is not worth the paper it is written on.

Working to improve the business information

SFIA Position Description alignment meetingTo overcome this it is necessary to define each role to an adequate level of detail.  This is not easy, and it cannot be done by ICT, nor can it be done by HR – the only way is for ICT and HR working in equal partnership.

In our experience, many ICT departments can cringe at the thought of addressing their Role Descriptions – the process can be quite time consuming and they have other more important work to do.  This attitude is wrong – unless you clearly define roles you can never be certain you are delivering service to the business.

For more information about preparing for your SFIA Implementation Project, contact Ensys Consulting today.

Read More

SFIA Training Australia | Brisbane, Melbourne, Sydney

In 2013, the interest in SFIA and the organisational benefits it deliveres is expected to grow. At Ensys, we are continuing to train & empower organisations to understand and leverage the benefits of SFIA.

Public SFIA Training courses and SFIA Consultancy will continue to be delivered by Ensys in 2013, where we work with IT & HR Professionals to understand and benefit from SFIA through full day, high value, interactive workshops.

You can start understanding and benefiting from the SFIA framework by attending a SFIA Training workshop in your local city. Refer to the course dates below, to find your local training session.

      • 5 February        | Brisbane
      • 2 April                | Sydney
      • 7 May                 | Melbourne
      • 4 June                | Brisbane
      • 6 August            | Sydney
      • 3 September      | Melbourne
      • 1 October           | Brisbane
      • 3 December       | Sydney

SFIA Training Course | Ensys Consulting

For more information or to secure your seat, contact the office of Ensys Consulting or read more about SFIA Training and SFIA Consultancy services on our website.

1800 882 951

Read More