CEPIS Survey of Professional e-competence in Europe

Transcription

1 CEPIS Survey of Professional e-competence in Report CEPIS Survey of Professional e-competence in Page 1 of 42

2 Contents: 1 Introduction Methodology and Survey Approach Personal Information Competence Questionnaire Criteria for Inclusion Personal Results Respondent Demographics Respondents by Country Respondents by Age Respondents by Gender Respondents by Education Level Respondents by Educational Field Respondents by Industry Sector Respondents by Enterprise Size Respondents by Professional Status Respondents by ICT Profile (based on declared profile) Proximity Profiles and Skills Evaluation Respondents by Proximity Profile Comparison between Professional Profile and Proximity Profile Analysis of Skills Diffusion Analysis IT Manager Software Developer IT Administrator Conclusions Annex Description of Additional Segmentation ICT Competence Knowledge Index Proximity Profiles Details Profile Segmentation CEPIS Survey of Professional e-competence in Page 2 of 42

3 1 Introduction The following report outlines the results from of a recent pan-an survey to identify the digital competencies held by an ICT professionals. The survey offered a unique opportunity to explore the status of professional e- competence in through an online tool that provided the individual respondents with a snapshot of their competences against an agreed an framework (the an e-competence Framework). The benefits for the individuals who participated in this survey included the ability to compare their competences against required competences for typical ICT job profiles throughout, to help identify individual strengths and weaknesses, and to assist in identifying training and professional development opportunities. In addition, the survey results provide an insight into the status of national level professional competences in various countries in. The ability to determine what competencies are underdeveloped in a country can assist in developing focused training to further educate the workforce. The ability to compare and contrast different countries results also provides a useful competence benchmarking tool for each individual country. The research was conducted via a web questionnaire based on the an e- Competence Framework (e-cf), developed by the CEN (an Committee for Standardization) Workshop on ICT Skills and supported by the an Commission. This framework identifies 36 ICT competences all of which are used in this tool. The survey expert team, based on CEPIS experiences in defining IT competences and jobs, identified 18 typical professional profiles and an expanded set of skills to describe such profiles. The increased set of 44 skills includes all 36 competences from the e-cf, five of which have been further split into a few subcases in order to allow a more precise description of different technical contents. Annex 7.1 describes the additional e-cf segmentation in detail. The work of the survey has been carried out by the Council of an Professional Informatics Societies (CEPIS) in association with the Norwegian Computer Society (DND), who led the research in. Since the sample of respondents to the survey may not be thoroughly representative of the overall situation in each country, this country report has been assessed and validated by national experts from before publication. Any contributions from national experts about the Norwegian survey results have been included in this report. Key points stemming from the survey data gathered by DND include: The respondents show a higher average age than their colleagues in the rest of. Norwegian IT professionals responding to the questionnaire in general show a significantly higher level of IT-focussed than the an average. CEPIS Survey of Professional e-competence in Page 3 of 42

4 The Knowledge Indexes of Norwegian respondents show a very high score in certain areas and very low in others. CEPIS Survey of Professional e-competence in Page 4 of 42

5 2 Methodology and Survey Approach The research has been conducted across 28 countries in and across greater using a web-based survey tool. The an survey results have been compiled by respondents coming from these 28 countries. Sixteen of the countries had a total number of responses higher than 30 and of this 10 had more than 50 respondents and at least one cluster of a minimum of 10 respondents with the same calculated profile; the minimum amount required to create some elements of an individual country report. had 104 respondents to the survey, which resulted in three IT profiles having more than 10 respondents. It is important to note that the results presented in this report represent only the respondents who participated in the survey. It is not a general statistical reference for the country. The survey was completed by individual respondents who consider themselves to be IT Practitioners and was divided into three sections. The survey was based on the enhanced e-cf segmentation, which is described in Annex 7.1. The three sections are described below. 2.1 Personal Information Each respondent enters personal information including education background, employment status, organisation size, industry and selects the IT profile which matches their current role. The respondent chooses from the following common IT roles: IT Manager IT Project Manager Database Manager IT Quality Manager IT System Analyst Network Manager IT Client Manager Software Developer IT Administrator IT Sales and Marketing Consultant Integration and Testing Engineer IT Systems Engineer IT Applications Consultant IT Systems Architect Service Support Manager Business Analyst IT Security Manager IT Trainer 2.2 Competence Questionnaire In the next phase the respondent completes the competence questionnaire. The questionnaire consists of 44 competences. For each competence the respondent selects their competence level choosing from None, Basic, Intermediate and Advanced options. Additional information is also available for each competence to assist the respondent in choosing an appropriate level: CEPIS Survey of Professional e-competence in Page 5 of 42

6 2.3 Criteria for Inclusion Although 28 countries participated in this study, it was necessary to decide upon the baseline criteria to ensure that the volume and the quality of responses were suitable for country level analysis. The following criteria were adopted: 1. A competence profile per country is analysed when there are 10 or more valid questionnaires completed. 2. A country profile would be generated if there are more than 50 valid questionnaires completed and at least one competence profile with 10 or more valid cases. On completion of this round of the survey, the following countries met these criteria: Belgium Finland Latvia Romania Bosnia-Herzegovina Ireland Malta Spain Italy* * *Italy and participated in the survey, but data from these countries was collected using a separate tool which was already in use locally. The function of the tools were exactly the same, but some differences exist in terms of demographic data collected and especially in terms of granularity of competences described in the questionnaire. The Italian-Norwegian tool used a self-assessment against 156 categories instead of 44 e-cf based competences. The research team carried out a separate analysis task to map the Italian and Norwegian results back to the results gained from the e-cf based survey. In order to convert the data collected through the Italian-Norwegian tool for use for this survey, the following steps were taken: 1) cross reference between slightly different ways of collecting personal information in the preliminary pages of the questionnaire; 2) cross reference between profiles 13 profiles map 1 to 1, the remaining 5 survey profiles were expressed as a linear combination of two different profiles; 3) expert check on the compatibility of metrics used in both tools; each profile is described through an array of weighting factors that indicate the relevance of CEPIS Survey of Professional e-competence in Page 6 of 42

7 each competence to the single profile, but the consistency between the different descriptions was deemed very good; 4) identification of an optimized and controlled algorithm that minimizes the maximum distance between calculated proximity scores in both questionnaires Personal Results On completion of the survey, the respondent is presented with their personal results. The personal result is displayed on a graphical radar split into segments (one for each competence) as illustrated in the image to the right. The profile that is closest to the competences chosen by the respondent (their proximity profile ) is shown along with a proximity index 88.56% in this case. Below the radar is a list of the competences that the individual should look to improve, and competences which are held at levels over and above what is required for the profile. The respondent can also review their proximity to the other profiles and export any of the reports in PDF format to review. 1 The algorithm is based on the simplex method for discrete linear optimization, constrained to 4 integer numbers. This scientific part of the work was carried out through a project associated with a university exam of Optimization at the SUPSI (Scuola universitaria professionale della Svizzera italiana, further details available in a dedicated document edited by Giovanni Franza to be published in biblioteca AICA (online library service for members of AICA, CEPIS Survey of Professional e-competence in Page 7 of 42

8 3 Respondent Demographics The following section provides an overview of the demographic of the respondents from. Again we underline that those results are based on the following conditions: The survey sample was dependent on the available contact database used to promote the survey in each country; there may be some variance between the membership of this contact database and the full population of ICT professionals in the country. The sample composition reflects the participation of Norwegian Computer Society members The two criteria above also apply to the samples of all other countries who took part in the survey. Therefore the comparisons between the Norwegian results and the an average should be considered as very important but also as a preliminary indication which may require more extensive validation. 3.1 Respondents by Country The CEPIS Survey of Professional e-competence in was conducted from September 2010 until March 2011 across 28 countries in and beyond. Overall 1918 IT Practitioners participated in the survey. The percentage of participants by country is represented in the graphic below. Italy Finland 13% 15% Ireland Belgium Malta Spain 10% 10% 10% 9% Latvia Bosnia-Herz. Romania 5% 5% 5% 3% Other 15% Figure 1 Respondents by Country Total: 1918 had limited participation in this survey, 104 cases, which allows us to analyse the Norwegian situation quite thoroughly at a an level, but with regard to IT Profiles, only a few of them can be examined. CEPIS Survey of Professional e-competence in Page 8 of 42

9 3.2 Respondents by Age The Norwegian respondents to the survey represented various age groups as highlighted in the figure below 2. The average age of respondents in is around 44 years, the third oldest across surveyed countries, about three years higher than the an average which is 41 years. has the lowest proportion of under 30 professionals across (4%, while the an average is 17%). On the other hand has the largest proportion of IT professionals in the age class years old (41%). National Expert Comment: The Norwegian Computer Society (DND) does not have many young IT professionals as members, and as mentioned previously DND members have mostly participated in this survey. Further in there is a high level of IT-related education meaning that many young future IT professionals are still in fact in education. 41.4% 34.3% 32.3% 30.1% 16.8% 22.2% 18.8% 4.0% < 30 yr yr yr > 50 yr Figure 2 Respondents by Age Regarding the IT profiles, only Software Developers have a result in the under 30 class (7%, while their an colleagues are at 19%). Consistently with national distribution by age class, also IT Managers and IT Administrators show a strong concentration in the years old segment: 70% for IT Manager and 50% for IT Administrator. 3.3 Respondents by Gender The gender results show a representation of female IT professionals that is comparable to the an average. Norwegian female IT professionals are 15% of all Norwegian respondents, while at an level the number of female IT professionals is 16%. 2 Note: as <24 yr and >60 yr classes count for a low % of total assessments (about 3% each), they have been grouped into the adjacent class, as a result only four age classes are shown: <30 yr, yr, yr, >50 yr CEPIS Survey of Professional e-competence in Page 9 of 42

10 Female Male 15% 85% 16% 84% Figure 3 Respondents by Gender Differences were found within IT profiles: in there are no female IT Administrators, and only 7% of females work as Software Developers, while in the role of IT Manager, females represent 40%. National Expert Comment: Since the number of females who participated in this survey is quite small, the differences above may be random and not a definite trend for each profile. 3.4 Respondents by Education Level The respondents were asked to select the highest education level they had achieved. The majority (61%) of the respondents for have achieved at least a degree level qualification, showing the importance of third level qualifications in gaining employment in the sector. But survey results show also that 61% is the second lowest rate among an countries, where the average rate is 79%. is clearly higher than the an average in terms of investment in 4 th level education with 61% of respondents having either a Masters or a PhD qualification, while the corresponding an average is 51%. 58.7% 45.4% 37.5% 28.2% 17.9% 1.9% 2.8% 1.9% 5.7% None of the above Secondary School Diploma University Bachelors Degree University Masters Degree Figure 4 Respondents by Education Level Doctorate (Phd.) In the IT profile for which the level of education is significantly lower than the general Norwegian average is within the IT Administrator profile (46% graduated). CEPIS Survey of Professional e-competence in Page 10 of 42

11 National Expert Comment: The results above show that there are no Bachelor degrees in, yet has the highest proportion of Masters degrees across this survey. The absence of Bachelor degrees can be explained by the incompatibility between this survey tool and the Norwegian education system. According to Norwegian national statistics, a short university (or university college) degree is three times as common as a long university (or university college) degree. Before the reform into a Bachelor and Masters programme as per the Bologna process the shortest degree was a two-year programme. 3.5 Respondents by Educational Field The broad spread of educational backgrounds of IT practitioners points to the fact that the IT profession is both attractive and accessible to graduates from different faculties. The ever present demand for IT practitioners have lead to IT roles being filled through the hiring and retraining of workers from non-informatics backgrounds. In we can see that 74% of respondents come from an educational background where IT was the main subject in their studies. This result is 11% higher than the an average and suggests that there may be no difficulty for Norwegian companies to source candidates with IT qualifications for their advertised roles. The e-skills Foresights- eskills In report (CEPIS, 2007) suggested that the ICT industry could be facing shortages of up to 70,000 IT practitioners per year in, as supply falls short of demand. It is clear that the IT industry still does not only rely on IT practitioners from IT educational backgrounds to meet their needs. Main focus Side subject Not significant 74% 10% 16% 63% 25% 12% Figure 5 Respondents by Educational field All Norwegian profiles show a predominance of IT-focused education, in particular Software Developer (93%) and IT Administrator (92%), both significantly higher than the an rate (68% and 69% respectively); the IT Manager too shows that there is a clear predominance of IT-focused education (70%, while the rate across for this profile is 48%). 3.6 Respondents by Industry Sector shows that 60% of respondents are focused on IT demand side activities compared to 51% across. CEPIS Survey of Professional e-competence in Page 11 of 42

12 National Expert Comment: The size of each sample may indicate that the figures above are biased. There are no statistics available to show whether is different from other an countries. In particular, Norwegian data show that there are two profiles which are strongly focused on the IT demand side, while the third is strongly focused on the IT supply side: IT demand side IT supply side 60% 40% y 51% 49% Figure 6 - Respondents by Industry Sector IT Managers are at 80% on the demand side, while at an level they are 50%. IT Administrators are at 85% on the demand side, while at an level the rate is 65%. On the contrary, Software Developers come from the supply side with 86% of respondents, higher than the an level, which is at 60%. 3.7 Respondents by Enterprise Size As data from were collected using a separate tool which was already in use locally before this CEPIS project started, this variable was not totally congruent with the standard one. So an adjustment in segmentation has been introduced. The first two classes of standard segmentation (1-10 and employees) have been combined into one. CEPIS Survey of Professional e-competence in Page 12 of 42

13 45.2% 33.9% 26.9% 23.1% 22.2% 20.8% 15.4% 12.5% Figure 7 - Respondents by Enterprise Size Norwegian enterprise size structure, as extracted from only the answers by these survey respondents in, shows that there is a clear shift towards smaller organisations; the number of respondents in micro and small enterprises is 45.2%, twice the an rate, which is about 23%. Of course, other size classes show a lower proportion for compared to. National Expert Comment: There are no national statistics available to represent structural differences between countries and therefore the results in this report could prove to be biased in accordance with the relatively small sample of profiles analysed for. All three profiles analysed for show the same distribution pattern by size class: more than 40% of respondents work in small organisations and a considerable proportion (from 30% to 46%) work in large organisations (1000 employees or more). 3.8 Respondents by Professional Status The large majority of Norwegian respondents hold full time positions 3 (95%), which is close to the an average. No notable features have been found for the selected IT profiles. 95.2% 87.4% 2.9% 9.0% 1.9% 3.6% Full time employee Part time employee / Self-employed Student / Unemployed / Retired Figure 8 Respondents by Professional Status 3 Note: as Full time employee choice counts more than 85% of total assessments, the other items were grouped as follow: Part time employee / Self-employed and Student / Unemployed / Retired CEPIS Survey of Professional e-competence in Page 13 of 42

14 3.9 Respondents by ICT Profile (based on declared profile) The figure shows the distribution of the IT profiles chosen by the respondents during survey registration (before starting the assessment). This subjective point of view is based on their gained experience and the actual work role they are doing. It differs from Proximity Profile as explained in paragraph 4.1. Almost all of the 18 IT profiles from which the respondents were asked to choose their role (during the registration phase) had some level of response. The Norwegian IT Professionals show a high concentration of declared ICT profiles: IT Manager represents the most popular choices of ICT profiles in (61%), while the second role chosen is Business Analyst with only 8%. In shared third place, are IT Project Manager and IT Systems Architect (5%), Only three of the Norwegian self-declared profiles had a notable difference with the respondent rate of their an colleagues. First of all the IT Manager profile: it was chosen by 60.6% of the Norwegian respondents, while across the rate of this choice was 23.6%. The IT Project Manager profile and the Software Developer profile both show the same difference compared to an choices. The IT Project Manager was chosen by 4.8% of the Norwegian respondents, while across the rate of this choice was 12.9%; the Software Developer respondents in were 2.9% of the total compared to 12.9% who chose this role across. Among the 18 proposed profiles, three profiles were not chosen by anyone in : IT Quality Manager & Auditor, Network Manager and IT Systems Engineer. IT Manager P01 IT Quality Manager & Auditor P02 IT Client Manager P03 IT Sales & Mktg Consultant P04 IT Applications Consultant P05 Business Analyst P06 IT Project Manager P07 IT Systems Analyst P08 Software Developer P09 Integr. & Testing Engineer P10 IT Systems Architect P11 IT Security Manager P12 Database Administrator P13 Network Manager P14 IT Administrator P15 IT Systems Engineer P16 Service Support Manager P17 IT Trainer P18 2.8% 2.9% 1.6% 1.0% 2.1% 2.9% 5.4% 7.7% 5.7% 4.8% 12.9% 1.9% 3.6% 2.9% 12.9% 1.0% 1.2% 4.8% 4.8% 2.9% 2.6% 1.0% 1.4% 2.0% 3.8% 5.3% 4.2% 1.0% 2.7% 1.0% 5.4% 60.6% 23.6% Figure 9 Respondents by ICT Profile CEPIS Survey of Professional e-competence in Page 14 of 42

15 4 Proximity Profiles and Skills Evaluation Each respondent evaluates their own competence against the 44 competences provided, using the following scale: None: none or almost no knowledge on the topic, confused ideas Basic: knowledge of major concepts, but not exhaustive Medium: knowledge of concepts and applicative capability, some direct experiences High: in-depth and thorough knowledge of concepts and applicative capability with comprehensive experience in complex context A Knowledge Index (KI) has been computed for each competence, using a scale of 0 to 3: KI = ( # of answers none * 0 + # of answers basic * 1 + # of answers medium * 2 + # of answers high * 3) / (# of answers) The proximity profile for each respondent is the profile that best fits with the competences that he/she has declared. The proximity is represented as a percentage. 4.1 Respondents by Proximity Profile Based on the outcome of the calculated proximity profiles we can see the picture of IT profiles emerging from the competences declared by the Norwegian respondents. IT Manager P01 IT Quality Manager & Auditor P02 IT Client Manager P03 IT Sales & Mktg Consultant P04 IT Applications Consultant P05 Business Analyst P06 IT Project Manager P07 IT Systems Analyst P08 Software Developer P09 Integr. & Testing Engineer P10 IT Systems Architect P11 IT Security Manager P12 Database Administrator P13 Network Manager P14 IT Administrator P15 IT Systems Engineer P16 Service Support Manager P17 IT Trainer P18 9.6% 2.9% 7.7% 4.8% 8.7% 7.7% 5.8% 5.8% 1.9% 1.0% 1.9% 4.8% 1.9% 1.0% 8.7% 13.5% 12.5% # of respondents Figure 10 Respondents by Proximity Profile CEPIS Survey of Professional e-competence in Page 15 of 42

16 A high rate of respondents show competence for the roles of Software Developer, IT Administrator, IT Manager, Business Analyst and IT Trainer. The Software Developer profile shows the highest rate, 13.5%, almost the same as the an average, which is 12.0%. For the IT Administrator role, scores the third highest rate in (12.9% versus 8.6%). The same for the IT Manager: third highest rate (9.6%) in (the an average is 8.0%). The main differences compared to the an results are: Business Analyst (8.7% of Norwegian IT professionals declared that they have the required competences while across the rate is 2.3%) IT Client Manager (7.7% of Norwegian respondents could play this role while the proportion among an colleagues is 2.7%) Very low, compared to the an average of 8.5%, is the Service Support Manager percentage (1.0%). National Expert Comment: The total number of Norwegian IT professionals who answered this survey is quite small, meaning that the differences between Norwegian and an results could be considered quite random and not indicative of the situation in as a whole. 4.2 Comparison between Professional Profile and Proximity Profile The analysis of the original profile selection made by the IT practitioners and the proximity profile i.e. the profile that best fits with the competences that he/she has declared shows a large variance for many of the profiles. As we can see from Figure 11, the profile IT Manager is a declared profile for 61% of the respondents in, but an analysis of their competences leads to only 10% of these practitioners having the necessary competences for that particular role. This trend, even if with a smaller gap, is replicated across, where 24% of an respondents declared they were IT Managers, but only 8% of those practitioners had the required competences for that role. IT Manager P01 10% 8% 24% Declared profile Calculated profile 61% Figure 11 IT Manager: declared and calculated profile The other roles presented percentages that are too insignificant for analysis. In general, the difference between the declared and the calculated professional profile highlights the importance of the level of competence granularity to build up each profile. Work experience after the education curriculum contributes in a substantial way to competence enrichment; often not related to the official role inside the organisation. This is the reason why in general the perceived declared profiles highly differ from the calculated profile based specifically on competence level: only 16% of declared profiles by Norwegian respondents in this an survey matched with the calculated profile (21% is the an average). CEPIS Survey of Professional e-competence in Page 16 of 42

17 IT Manager P01 IT Quality Manager & Auditor P02 IT Client Manager P03 IT Sales & Mktg Consultant P04 IT Applications Consultant P05 Business Analyst P06 IT Project Manager P07 IT Systems Analyst P08 Software Developer P09 Integr. & Testing Engineer P10 IT Systems Architect P11 IT Security Manager P12 Database Administrator P13 Network Manager P14 IT Administrator P15 IT Systems Engineer P16 Service Support Manager P17 IT Trainer P18 0% 5% 10% 15% 20% 25% 30% Declared profile Calculated profile Figure 12 Comparison between chosen (declared) professional profile and proximity profile (calculated) IT Manager P01 IT Quality Manager & Auditor P02 IT Client Manager P03 IT Sales & Mktg Consultant P04 IT Applications Consultant P05 Business Analyst P06 IT Project Manager P07 IT Systems Analyst P08 Software Developer P09 Integr. & Testing Engineer P10 IT Systems Architect P11 IT Security Manager P12 Database Administrator P13 Network Manager P14 IT Administrator P15 IT Systems Engineer P16 Service Support Manager P17 IT Trainer P18 0% 5% 10% 15% 20% 25% 30% Declared profile Calculated profile Figure 13 Comparison between chosen (declared) professional profile and proximity profile (calculated) For the reasons outlined above, we will only use the calculated profiles data for the analysis. National Expert Comment: It would be interesting to discover whether there were any identifiable competence gap patterns between those who declared a profile and did not meet the competence requirements for that profile. CEPIS Survey of Professional e-competence in Page 17 of 42

18 4.3 Analysis of Skills Diffusion Figure 14 below provides a comparison for and of the ICT competence Knowledge Index for the five competence areas: Plan, Build, Run, Enable, Manage. Plan (A) Build (B) Run (C) Enable (D) Manage (E) Figure 14 Knowledge Index by competence areas In it appears that the Knowledge Index is in any case different from the equivalent for. The full value of each Knowledge Index is 3.0. In particular it appears that there are some weaknesses in the Run area, which is the second lowest score across, and in the Build area, which shows a smaller gap. As regard the other areas, Norwegian indexes are better than the an average, especially in Plan area, the best index among an countries. The IT profile that has the most relevant Knowledge Indexes in is the IT Administrator with 1.73 KI in Plan Area, 1.40 KI in Build area, 1.85 KI in Run area, 1.54 KI in Enable area, 1.56 in Manage area. A deeper analysis of the Knowledge Indexes of each competence area is fundamental in order to design detailed training paths to cover the competence gaps for each proximity profile of each respondent. National Expert Comment: Regarding the benchmark of the Knowledge Index, whether 1.8 is regarded as sufficient. Overall the respondents of this survey are not representative of all but only a qualitative sample and therefore the Knowledge Index results for IT Administrator are statistically significant for only this specific sample of respondents who participated from. CEPIS Survey of Professional e-competence in Page 18 of 42

19 5 Analysis The 104 generated proximity profiles referred to 18 IT professional profiles (Figure 10). The eligibility criteria for the analysis of these profiles are as follows: 10 or more cases per country for each profile; A proximity profile score higher than 40%. Following these criteria only the following three profiles for were analysed: 1. IT Manager 2. Software Developer 3. IT Administrator In this chapter a deeper analysis of the data for each of these three profiles is presented. National Expert Comment: The comparisons in this chapter between Norwegian samples and the overall an results are only based on the small sample of answers provided by respondents to this particular survey. The comparisons are not overall indicators of the situation in, or in. 5.1 IT Manager The following analysis is related to the content of section In general 80% of Norwegian IT Managers have attained a university degree or higher, which is lower than the 93% of IT Managers in. However, 80% of Norwegian IT Managers have attained a 4 th level qualification (Masters or PhD), which is higher than the an education level average of 71%. A large proportion (70%) of Norwegian IT Managers have come from an educational background where IT was the main focus (the highest rate among surveyed countries), significantly higher than the an average of 48%, and similar to the Norwegian average rate of 74%. The average age of Norwegian IT Managers is 44.5 years old, two years younger than their an colleagues, where the average age is Many of the IT Managers who responded were female (40%), which is clearly greater than the 19% female proportion across (this is in fact the highest rate in ), and higher than the 15% female proportion for all Norwegian respondents. Norwegian IT Managers were mainly drawn from the IT demand side (80%), significantly higher when compared to 50% for the IT demand side across. A great amount of Norwegian IT Managers work in small (1-50 employees) organisations (40%), a high rate compared to an colleagues (20%), but similar to all respondents from (45%). CEPIS Survey of Professional e-competence in Page 19 of 42

20 However we have to consider that the source of these figures is a small sample: 10 cases. IT Manager Plan (A) Build (B) Run (C) Enable (D) Manage (E) Figure 15 - IT Manager Norwegian IT Managers show a Knowledge Index higher than the an average for the profile in three areas: Build (1.44 is the best index among an IT Manager), Run and Enable. Indexes lower than average result for the Plan and Manage area (1.76 and 1.74 are the lowest scores among an IT Managers). 5.2 Software Developer The following analysis is related to the content of section % of Norwegian Software Developers have attained a university degree or higher, which is higher than the 78% of Software Developers in. Moreover, 86% of Norwegian Software Developers have attained a 4 th level qualification (Masters or PhD), which is clearly higher than the an average of 49%. In 93% of IT Software Developers came from an IT education background, much higher than the domestic rate (74%), and the an average (68%). The average age of Norwegian Software Developers is 41.3 years old, two years older than their an colleagues, who are Norwegian Software Developers were mainly drawn from the IT supply side (86%), which is clearly higher than the 60% for the IT demand side across. The distribution by enterprise size reflect the national average: the main difference with an distribution is related to the proportion of Software Developers in small enterprises: 43% in, 18% is the average across. The largest proportion of the Software Developers who responded were male (93%), which is higher than the 85% male proportion for all Norwegian respondents, and also higher than the an average (84%). CEPIS Survey of Professional e-competence in Page 20 of 42

21 Plan (A) Build (B) Run (C) Software Developer Enable (D) Manage (E) Figure 16 - Software Developer Norwegian IT Software Developers show a higher Knowledge Index than the an average for the profile in three of the five areas: Plan (1.63), the highest index among an Software Developers; Enable (1.40); Manage (1.44), this index too is the highest result across. For the other areas, Build (1.72) and Run (1.49), Norwegian Software Developers show the lowest indexes compared to their an colleagues. 5.3 IT Administrator The following analysis is related to the content of section Only 46% of Norwegian IT Administrators have attained a university degree or higher, lower than the 64% of IT Administrators in and lower also if compared to the Norwegian average (61%). However, 46% of Norwegian IT Administrators have attained a 4 th level qualification (Masters or PhD), which is higher than the an average of 30%. A large proportion of Norwegian Administrators (92%) have come from an educational background where IT was the main focus compared to an IT Administrators (69%) and to the Norwegian average (74%). Norwegian IT Administrators were mainly drawn from the IT demand side (85%) compared to 65% for the IT demand side across, while the Norwegian average is 60%. The average age of Norwegian IT Administrators is 42.2 years old, the oldest across an IT Administrators, about four years older than their an colleagues, but nearly two years younger than other Norwegian IT Professionals. All of the IT Administrators who responded were male, quite different from the proportion of respondents from (85%) and across (93%). Norwegian IT Administrators show quite different Knowledge Indexes compared to the an average. In two areas of the KI Norwegian IT Administrators fared rather low, the lowest in fact: Build area (1.40 versus 1.61), and Run area (1.85 versus 2.31); in the remaining three areas KI s are higher: Plan area (1.73 the best CEPIS Survey of Professional e-competence in Page 21 of 42

22 across - versus 1.62), Enable area (1.54 versus 1.45) and Manage area (1.56 versus 1.41). Plan (A) Build (B) Run (C) Enable (D) Manage (E) IT Administrator Figure 17 - IT Administrator CEPIS Survey of Professional e-competence in Page 22 of 42

23 6 Conclusions The data gathered in this first round of the CEPIS Survey proves a high level of interest from professionals in reflecting about their own competences and their profile. However, from a statistical point of view, the results need to be treated with some degree of caution, as the sample of voluntary respondents who accepted the invitation from their CEPIS Member Society could prove to be biased and not fully representative of the total community of national IT professionals. Figure 18 4 below shows one dimension of the labour market represented by the distribution of profiles in respect of the size of organisations in which each IT Professional profile works. The distribution of profiles has been segmented on the basis of the dimension of the organisation in which respondents have declared that they work. There is no clear evidence of the predominance of small or large enterprises in. Both IT Manager and Software Developer show a good balance, while IT Administrator shows a slight predominance of large organisations (54%) compared to small (46%). However we have to consider that the source of these figures is a relatively small sample: 36 cases spread across three profiles (average) 45% 15% 39% IT Manager P01 IT Quality Manager & Auditor P02 IT Client Manager P03 IT Sales & Mktg Consultant P04 IT Applications Consultant P05 Business Analyst P06 IT Project Manager P07 IT Systems Analyst P08 Software Developer P09 Integr. & Testing Engineer P10 IT Systems Architect P11 IT Security Manager P12 Database Administrator P13 Network Manager P14 IT Administrator P15 IT Systems Engineer P16 Service Support Manager P17 IT Trainer P18 40% 43% 46% 20% 14% Figure 18 Profile distribution by enterprise size 54% 40% 43% 4 As data from were collected using a separate tool which was already in use locally before this CEPIS project started, this variable was not totally congruent with the standard one. So an adjustment in segmentation has been introduced. The first two classes of standard segmentation (1-10 and employees) has been combined into one. CEPIS Survey of Professional e-competence in Page 23 of 42

24 The analysis of profile segmentation per profile by distribution of age (section 7.4.1) shows that the general average is around 44 years in against a an average age of 41. As in other countries, for there is a need to attract younger people to the IT Profession without losing the experience of the older age group. has the lowest number of IT professionals under 30 (4%) across, while the average in this age class is 17%. See the National Expert Comment in this section. The segmentation of the profiles by gender (section 7.4.3) provides evidence that female representation in is quite limited, however it is similar to the an average rate (16%); in one profile (IT Manager) leads an countries regarding the representation of women: the proportion is 40%, while the average for within this profile is 19%. With regard to IT Administrator, is below the an rate (7%): based on the Norwegian respondents to this survey there are no females in in this role. The results of the educational level (section and 7.4.5) survey questions suggest that there is a slightly low level of attainment of degrees. For two out of three Norwegian profiles analysed the rate is lower than the an rate; only the Software Developer profile shows a better result than the an average. On the other hand, analysis of profile distribution by IT education background suggests that there is sufficient IT education. See National Expert Comment in this section. The majority of the IT profiles work in the IT demand side (section 7.4.6); only the Software Developer shows a marked orientation towards the supply side of the IT industry (86%). The IT Administrator and IT Manager profiles are predominantly oriented towards the demand side. The level of Knowledge Index (section 4.3) for Norwegian respondents reveals an interesting situation; the highest performance in one area (Plan), and a very low performance in another (Run). A deeper analysis of the Knowledge Indexes compared to each profile requirement is fundamental in order to design detailed training paths to cover the competence gaps for each proximity profile of each respondent. CEPIS and the Norwegian Computer Society are committed to continue with the survey with the aim of having a wider and more representative sample from a statistical point of view. The initial results of this survey have been welcomed by the Norwegian Computer Society (DND) who are pleased with the overall response rate so far by their members. DND believes that this report provides useful indicators of IT professional skills (and skills gaps) in the market today. For further information on this study please see or CEPIS Survey of Professional e-competence in Page 24 of 42

25 7 Annex 7.1 Description of Additional Segmentation The research has been conducted via an e-cf based web questionnaire. To enhance the differentiation of the 18 profiles gathered: an additional segmentation of eight more ICT competencies have been introduced on the basic nucleus of 36 as outlined here below. an e-competence Framework 2.0 CEPIS Survey of Professional e-competence in B.1. Design and Development B.1a. Design and Development (Infrastructure and Software Environment) B.1b. Design and Development (Data Model and Application Logics) B.1c. Design and Development (User Interfaces) B.2. Systems Integration B.2a. Systems Integration (Configuration and Performance Control) B.2b. Systems Integration (Package Selection and Customization) C.4. Problem Management C.4a. Problem Management (Process) C.4b. Problem Management (Network Operation) C.4c. Problem Management (Computer System Operation) C.4d. Problem Management (Database Administration) C.4e. Problem Management (Application Maintenance) D.9. Personnel Development D.9a. Personnel Development (Competence Analysis) D.9b. Personnel Development (Resource Management) This additional segmentation has proven valuable in improving the uniqueness of each job profile. For instance, all CEPIS Survey responses until 11/2/2011 were analysed, and in this sample only 20 respondents had identified themselves as Network Managers in initial pages (before entering the detailed questionnaire): 17 of them got a proximity value to the same profile in the range 51% to 100%, whilst the remaining 3 got values between 0 and 18% (maybe these respondents did not complete the questionnaire); therefore, these three respondents were discarded from the mean value calculation. CEPIS Survey of Professional e-competence in Page 25 of 42

26 Self-declared E-CF 2.0 (pure) enhanced e-cf Network Network Mgr DB Admin Network Mgr DB Admin Managers 80.81% 78.08% 80.65% 50.47% 1 4% 3% 6% 4% 2 97% 94% 98% 60% 3 83% 87% 88% 79% 4 77% 55% 81% 33% 5 75% 70% 84% 74% 6 100% 98% 100% 89% 7 95% 84% 95% 76% 8 99% 98% 100% 89% 9 98% 78% 99% 45% 10 92% 89% 99% 77% 11 64% 65% 18% 19% 12 65% 74% 62% 12% 13 70% 64% 63% 18% 14 88% 84% 83% 45% 15 0% 0% 0% 0% 16 86% 74% 81% 12% 17 58% 81% 54% 35% 18 61% 70% 58% 25% 19 54% 67% 51% 21% 20 76% 60% 75% 69% Results of the Additional e-cf Segmentation are shown in columns 4 & 5 in the above table: 80.65% average proximity to the Network Manager profile 50.47% average proximity to the Database Administrator profile This means that a Network Manager normally does not have all detailed competences to act as a good Database Administrator. Columns 2 & 3 show simulated results of data processing with the original set of 36 e-cf competences: 80.81% proximity to the Network Manager profile (Similar to the previous result), 78.08% proximity to the Database Administrator profile. In this case, the Database Administrator profile can hardly be distinguished from the Network Manager profile (as it appears that they require nearly the same set of "pure" e-cf competences). This shows that if we do not split different technology contents of the various competences, we are not able to differentiate between some technical profiles. CEPIS Survey of Professional e-competence in Page 26 of 42

27 7.2 ICT Competence Knowledge Index IS & Business Strategy Alignment A01 Service Level Management A02 Business Plan Development A03 Product or Project Planning A04 Architecture Design A05 Application Design A06 Technology Watching A07 Sustainable development A Figure A1 ICT Competence Knowledge index Plan Design & Development (infrastructure & sw environment) B01a Design & Development (data model & application logics) B01b Design & Development (user interface) B01c Systems Integration (configuration & performance control) B02a Systems Integration (package selection & customization) B02b Testing B03 Solution Deployment B04 Documentation Production B Figure A2 ICT Competence Knowledge index Build CEPIS Survey of Professional e-competence in Page 27 of 42

28 User Support C01 Change Support C02 Service Delivery C03 Problem Management (process) C04a Problem Management (network operation) C04b Problem Management (computer system operation) C04c Problem Management (database administration) C04d Problem Management (application maintenance) C04e Figure A3 ICT Competence Knowledge index Run Information Security Strategy Development D01 ICT Quality Strategy Development D02 Education & Training Provision D03 Purchasing D04 Sales Proposal Development D05 Channel Management D06 Sales Management D07 Contract Management D08 Personnel Development (competence analysis) D09a Personnel Development (resource management) D09b Information & Knowledge Management D Figure A4 ICT Competence Knowledge index Enable CEPIS Survey of Professional e-competence in Page 28 of 42

29 Forecast Development E01 Project & Portfolio Management E02 Risk Management E03 Relationship Management E04 Process Improvement E05 ICT Quality Management E06 Business Change Management E07 Information Security Management E08 IT Governance E Figure A5 ICT Competence Knowledge index Manage CEPIS Survey of Professional e-competence in Page 29 of 42

30 7.3 Proximity Profiles Details IT Manager IT Manager Base: 10 respondents Full time employee Part time employee Professional status 10 Self-employed Student/ Unemployed/ Retired Mean: 44.5 Age Industry sector Educational level 7 Mainly on IT demand side yr yr yr yr Mainly on IT supply side 2 None of the above Secondary School Diploma University Bachelors Degree University Masters Degree 1 Doctorate (Phd.) Gender Enterprise size IT Education IT was the main focus of my education 7 2 IT was a side subject 1 Male Female IT was not significant in my curriculum 3 CEPIS Survey of Professional e-competence in Page 30 of 42

31 IT Manager Cases Age Mean Gender Female 40% 19% Male 60% 81% Education Secondary & other 20% 7% University (Masters/Bachelors/Phd) 80% 93% IT Educational IT was the main focus of my education 70% 48% IT was a side subject 0% 34% IT was not significant in my curriculum 30% 18% Current professional status Full time employee 100% 86% Part time employee 0% 1% Self-employed 0% 11% Student / Unemployed / Retired 0% 1% Number of employees % 40% % % 20% % 17% % 43% Industry My focus is mainly on IT demand side 80% 50% My focus is mainly on IT supply side organizations 20% 50% Proximity index CEPIS Survey of Professional e-competence in Page 31 of 42

32 IT Manager Proximity index Min Max Knowledge index A- Plan A01) IS & Business Strategy Alignment A02) Service Level Management A03) Business Plan Development A04) Product or Project Planning A05) Architecture Design A06) Application Design A07) Technology Watching A08) Sustainable development B- Build B01a) Design & Development (infrastructure & sw environment) B01b) Design & Development (data model & application logics) B01c) Design & Development (user interface) B02a) Systems Integration (configuration & performance control) B02b) Systems Integration (package selection & customization) B03) Testing B04) Solution Deployment B05) Documentation Production C- Run C01) User Support C02) Change Support C03) Service Delivery C04a) Problem Management (process) C04b) Problem Management (network operation) C04c) Problem Management (computer system operation) C04d) Problem Management (database administration) C04e) Problem Management (application maintenance) D- Enable D01) Information Security Strategy Development D02) ICT Quality Strategy Development D03) Education & Training Provision D04) Purchasing D05) Sales Proposal Development D06) Channel Management D07) Sales Management D08) Contract Management D09a) Personnel Development (competence analysis) D09b) Personnel Development (resource management) D10) Information & Knowledge Management E- Manage E01) Forecast Development E02) Project & Portfolio Management E03) Risk Management E04) Relationship Management E05) Process Improvement E06) ICT Quality Management E07) Business Change Management E08) Information Security Management E09) IT Governance CEPIS Survey of Professional e-competence in Page 32 of 42