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 53

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 IT Quality Manager & Auditor IT Systems Analyst Software Developer Integration & Testing Engineer Service Support Manager IT Trainer 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 53

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. Section 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 Computer Society of (CSM), 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 survey results from have been included in this report. Key points stemming from the survey data gathered by CSM include: The respondents show an average age clearly lower than their colleagues in the rest of ; they are the second youngest among surveyed countries. In general, the majority of the respondents work in medium-large organisations. Maltese IT professionals responding to the questionnaire in general show a level of education in line with the an average; but with regard to 4 th CEPIS Survey of Professional e-competence in Page 3 of 53

4 level education (Masters or PhDs) scores the lowest rate among surveyed countries. In any case, regarding the scope of education, respondents from are the most IT-focused. The Knowledge Indexes of Maltese respondents are generally slightly lower than their colleagues in. 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; which is the minimum amount required to create some elements of an individual country report. had 184 respondfnts to the survey, which resulted in seven 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 section 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 selecting 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 CEPIS Survey of Professional e-competence in Page 4 of 53

5 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: 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 Spain Italy* Norway* *Italy and Norway 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; CEPIS Survey of Professional e-competence in Page 5 of 53

6 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 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 6 of 53

7 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 Computer Society of 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 Maltese 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 Spain 10% 10% 10% 9% Norway Latvia Bosnia-Herz. Romania 5% 5% 5% 3% Other 15% Figure 1 Respondents by Country Total: 1918 had the fifth highest participation in this survey, which allows for a greater deal of analysis of the Maltese results. CEPIS Survey of Professional e-competence in Page 7 of 53

8 3.2 Respondents by Age The respondents to the survey represented various age groups as highlighted in the figure below 2. The average age of respondents in is 35.3 years (the second youngest in ) and about six years lower than the an average which is 41 years of age. The percentage of Maltese respondents in the under 30 segment is twice the an average, and for one technical profile (Integration & Testing Engineer) the percentage of people in this segment exceeds 50%. Again, also in the years old segment shows a higher percentage than the an average. Three out of four respondents in are under 40. Even for the usually older IT profiles (IT Manager & IT Quality Manager & Auditor) the proportion of respondents under 40 is 60% or more. 42.4% 33.2% 34.3% 30.1% 16.8% 19.6% 18.8% 4.9% < 30 yr yr yr > 50 yr Figure 2 Respondents by Age The percentage of respondents from 41 to 50 years old is clearly lower than the an average, and the segment over 50 is very low compared to the an average; indeed the proportion of Maltese respondents in the over 50 segment are about 5% of respondents, while the an average is 19%. Maltese respondents in this group are focused on three profiles: IT Manager, Service Support Manager and IT Trainer. 3.3 Respondents by Gender The gender results show a percentage of female IT professionals in in line with the an average. 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 8 of 53

9 Female Male 16% 84% 16% 84% Figure 3 Respondents by Gender Only in two profiles does the rate of female IT professionals in show a remarkable gap with an colleagues, in both cases Maltese rates are 10% lower than the an average: IT Quality Manager & Auditor (20% versus 30%) and Systems Analyst (5% versus 15%). 3.4 Respondents by Education Level The respondents were asked to select the highest education level they had achieved. A large majority (74%) of the respondents from have achieved at least a degree level qualification, quite similar to the an rate of 79%. But survey results also show a remarkable gap with regard to 4 th level education. In terms of Masters and Doctorate level, there is clearly a lack of investment in 4 th level education: in only 26% of respondents have either a Masters or a PhD qualification, the lowest rate across (51%). 48.4% 45.4% 20.7% 17.9% 28.2% 24.5% 4.9% 2.8% 1.6% 5.7% None of the above Secondary School Diploma University Bachelors Degree University Masters Degree Figure 4 Respondents by Education Level Doctorate (Phd.) In there are two IT profiles for which the level of education is significantly higher than the overall Maltese average: IT Manager (92% graduated) and IT Quality Manager & Auditor (90%). In particular IT Manager shows 67% of 4 th level qualifications which is significantly higher than the Maltese average but slightly lower than the an average for this profile (71%). CEPIS Survey of Professional e-competence in Page 9 of 53

10 3.5 Respondents by Educational Field The broad spread of educational backgrounds of the 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. But in we can see that only 26% of respondents come from an educational background where IT was a side subject or not significant in their studies. This result is 11% lower than the an figures and suggests that there may be fewer difficulties for Maltese 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% 17% 9% 63% 25% 12% Figure 5 Respondents by Educational Field Only one of the Maltese profiles does not show the predominance of IT-focused education: Maltese IT Managers come from a non IT-focused education at a rate of 50% whilst their an colleagues are at a rate of 52%. Even with profiles such as IT Trainer, which across have an IT-focused education in 57% of cases, in the rate is 75% of respondents. 3.6 Respondents by Industry Sector has a lower number of respondents coming from the IT demand side compared to the an average, with 36% of respondents in focused on IT demand side activities compared to 51% across. In particular, Maltese data show that there is only one profile focused mainly on the IT demand side and two profiles without a clear focus on either demand or supply: Service Support Managers show 60% coming from the demand side of the IT industry, while at an level the percentage is 54%, a small difference. CEPIS Survey of Professional e-competence in Page 10 of 53

11 IT Trainers have a 50/50 division coming from the IT supply and IT demand side, in line with the an average of 49/51. Integration & Testing Engineers show an IT demand and IT supply division of 48/52, which is in contrast to the an divide of 57/43 which shows a clearer orientation towards the demand side of the IT industry. 36% 51% y IT demand side IT supply side 64% 49% Figure 6 - Respondents by Industry Sector 3.7 Respondents by Enterprise Size The distribution of Maltese respondents by enterprise size is quite different from the an one. Maltese distribution seems more centred on medium sized enterprises: 80% of 184 Maltese respondents work in organisations ranging from 51 through to 1000 employees, while the corresponding an percentage is 43%. 44.8% 35.4% 33.9% 22.2% 20.8% 11.2% 11.9% 7.7% 9.9% 2.2% Figure 7 Respondents by Enterprise Size The same distribution can be found for each of the analysed IT profiles: a strong concentration of respondents in organisations with employees, with a percentage of 66% in IT Manager and IT Systems Analyst to 93% in Software Developer. There is a slight shift towards larger organisations (1000+ employees) for IT Managers (25%) and IT Quality Managers & Auditors (20%) whereas the domestic average for is 10%. Low percentage results were recorded for micro organisations (1-10 employees). Within this size category the only respondents were found to be Software Developers, at a rate of 7% of the total respondents, equal to the an rate for this profile working in micro organisations. CEPIS Survey of Professional e-competence in Page 11 of 53

12 3.8 Respondents by Professional Status Almost all Maltese respondents hold full time positions 3 (97%), which is 10% higher than the an average (87%). There are no notable differences among the analysed IT profiles, which show rates for this position ranging from a maximum of 100%, for IT Quality Manager & Auditor, Integration & Testing Engineer and IT Trainer to a minimum of 92% for IT Manager and Service Support Manager. 97.3% 87.4% 2.2% 9.0% 0.5% 3.6% Full time employee Part time employee / Self-employed Student / Unemployed / Retired Figure 8 Respondents by Professional Status 3.9 Respondents by ICT Profile (based on declared profile) The figure below shows the distribution of the IT profiles chosen by the respondents during the 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 the Proximity Profile as outlined 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. Only three of the Maltese self-declared profiles had a notable difference with the respondent rate of their an colleagues; the IT Manager profile was chosen by 15.2% of the Maltese respondents, while across the rate of this choice was 23.6%; the Software Developer profile was chosen by 32.1% of the Maltese respondents, while across the rate of this choice was 12.9%; the third clear difference resulted for the IT Trainer responses: none of the Maltese respondents said he/she had this role, while across the percentage for this role is 5.4% 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 12 of 53

13 IT Manager P01 IT Quality Manager & Auditor P02 IT Client Manager P03 IT Sales & Mktg Consultant P04 IT Applications Consultant P05 Business Analyst P06 2.7% 2.8% 1.1% 1.6% 1.1% 2.1% 6.0% 5.4% 8.7% 5.7% IT Project Manager P07 IT Systems Analyst P08 4.3% 3.6% Software Developer P09 Integr. & Testing Engineer P10 0.5% 1.2% IT Systems Architect P11 3.8% 4.8% IT Security Manager P12 1.6% 2.6% Database Administrator P13 1.1% 1.4% Network Manager P14 2.0% IT Administrator P15 1.6% 5.3% IT Systems Engineer P16 3.3% 4.2% Service Support Manager P17 2.2% 2.7% IT Trainer P18 5.4% 15.2% 23.6% 14.7% 12.9% Figure 9 Respondents by ICT Profile 32.1% 12.9% CEPIS Survey of Professional e-competence in Page 13 of 53

14 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 a picture of IT profiles emerge from the competences declared by the Maltese 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 6.5% 5.4% 2.7% 2.7% 2.7% 4.9% 10.3% 14.7% 12.5% 4.3% 2.2% 2.7% 1.6% 2.7% 1.6% 13.6% 8.7% # of respondents Figure 10 Respondents by Proximity Profile A high rate of Maltese respondents has competences for the roles of Software Developer, Service Support Manager, Integration & Testing Engineer and Systems CEPIS Survey of Professional e-competence in Page 14 of 53

15 Analyst. The Software Developer profile shows the second highest rate (14.7%) in (the an average is 12.0%). The same for the Integration & Testing Engineer: second highest rate (12.5%) in (about twice the an average that is about 6.6%). Even for the Service Support Manager role, scores a good performance, the highest rate in (13.6% versus the an average 8.5%). The same for the Systems Analyst: second highest rate (10.3%) in (an average is 6.6%). Very low, compared to the an average of 8.4%, is the IT Administrator percentage (2.7%). 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 15% of the respondents in, but an analysis of their competence leads to only 7% of these practitioners having the necessary competence for that particular role. This trend 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. In, this issue is also notable with Software Developer. This is a declared profile for 32% of the Maltese respondents, but only 15% of them have the necessary competence for that role. But this trend cannot be found at an level, as seen in Figure 12, where the gap, even if present, cannot be considered as very significant. Again, for the IT Project Manager profile, the results for show that 15% declared the profile, but only 5% were seen to have the competences associated with it after their survey evaluation. This trend, even if with a smaller gap, is also visible considering all the an countries, suggesting possible competence gaps for IT professionals in this profile (see figure 13). IT Manager P01 Figure 11 IT Manager: declared and calculated profile Software Developer P09 15% 13% 12% Declared profile Calculated profile 32% Figure 12 IT Applications Consultant: declared and calculated profile 7% 5% 8% IT Project Manager P07 8% 15% 13% Declared profile Calculated profile Declared profile Calculated profile 15% 24% Figure 13 - IT Project Manager: declared and calculated profile CEPIS Survey of Professional e-competence in Page 15 of 53

16 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% 35% Declared profile Calculated profile Figure 14 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% 35% Declared profile Calculated profile Figure 15 Comparison between chosen (declared) professional profile and proximity profile (calculated) 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 formal education contributes in a substantial way CEPIS Survey of Professional e-competence in Page 16 of 53

17 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 19% of declared profiles by Maltese respondents in this an survey match with the calculated profile (21% is the an average). For the reasons outlined above, we will only use the calculated profiles data for the analysis. 4.3 Analysis of Skills Diffusion Figure 16 below provides a comparison for and of the ICT competence Knowledge Index for the five competence areas: Plan, Build, Run, Enable, and Manage. Plan (A) Build (B) Run (C) Enable (D) Manage (E) Figure 16 Knowledge Index by competence areas In it appears that the Knowledge Index is slightly lower than the equivalent for. The full value of each Knowledge Index is 3.0. In particular it appears that there are some serious weaknesses in Enable and Manage areas, while strong areas are the Build area (the best KI in ) and the Run area. The IT profile that has the most relevant Knowledge Index is the IT Systems Analyst with 1.93 KI in Plan Area, 2.28 KI in Build Area, 2.07 KI in Run Area, 1.53 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. CEPIS Survey of Professional e-competence in Page 17 of 53

18 5 Analysis The 184 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 this criteria the following seven profiles for were analysed: 1. IT Manager 2. IT Quality Manager & Auditor 3. IT Systems Analyst 4. Software Developer 5. Integration & Testing Engineer 6. Service Support Manager 7. IT Trainer In this chapter a deeper analysis of the data for each of these seven profiles is presented. 5.1 IT Manager The following analysis is related to the content of section In general 92% of Maltese IT Managers have attained a university degree or higher, which is in line with 93% of IT Managers in. However, 67% of Maltese IT Managers have attained a 4 th level qualification (Masters or PhD), which is slightly lower than the an education level average of 71%. The proportion (50%) of Maltese IT Managers, who have come from an educational background where IT was the main focus, is similar to the an average of 48%, but clearly lower than the Maltese general rate of 74%. The Maltese IT Manager is 38.4 years old, the youngest compared to their an colleagues, where the average age is 46.7 years old. Plan (A) Build (B) IT Manager Quite a small number of the IT Managers who responded were female (17%), which is close to the 19% female proportion of an IT Managers, and almost the 16% female proportion of all Maltese respondents. Run (C) Enable (D) Manage (E) Figure 17 - IT Manager CEPIS Survey of Professional e-competence in Page 18 of 53

19 Maltese IT Managers are mainly drawn from the IT supply side (75%), higher when compared to 50% for the IT supply side across and to 36% as the national rate. A very low number of Maltese IT Managers work in micro and small organisations (8%), a low rate compared to an colleagues (20%), but similar to all respondents from (10%). Maltese IT Managers show a Knowledge Index slightly lower than the an average for the profile in the Run area (0.93 versus 1.10). They show a better KI in Plan area (2.09 versus 1.96). In the remaining areas the KI is very similar (Build: 1.02 versus 1.01; Enable: 1.69 versus 1.70; Manage: 2.01 versus 1.98). 5.2 IT Quality Manager & Auditor The following analysis is related to the content of section % of Maltese IT Quality Managers & Auditors have attained a university degree or higher, slightly higher than the 84% of IT Quality Managers & Auditors in. However, only 30% of Maltese IT Quality Managers & Auditors have attained a 4 th level qualification (Masters or PhD), which is remarkably lower than the an education level average of 54%. In a large proportion of IT Quality Managers & Auditors (70%) come from an IT education background, higher than the 59% of all an respondents, but close to the overall Maltese rate (74%). In the average age of IT Quality Managers & Auditors is 37 years, the lowest among their an colleagues, who are on average 43.1 years old. Maltese IT Quality Managers & Auditors were drawn from the IT supply side (60%), a rate slightly higher than the 50% rate for the IT supply side across. The majority of Maltese IT Quality Managers & Auditors work in medium organisations ( employees) (60%) or large (>250 employees) (30%): this is only slightly different from their an colleagues (25%+56%) and the national rate (45%+45%). A limited number of the IT Quality Managers & Auditors who responded were female (20%), which is greater than the 16% female proportion for all Maltese respondents but clearly smaller than the 30% of female IT Quality Managers & Auditors across. However we have to consider that Plan (A) Build (B) Run (C) Enable (D) Manage (E) IT Quality Manager & Auditor Figure 18 - IT Quality Manager & Auditor CEPIS Survey of Professional e-competence in Page 19 of 53

20 the source of these figures is a small sample: 10 cases. Maltese IT Quality Managers & Auditors show generally a higher Knowledge Index than the an average for the profile in four out of five areas: 1.73 Plan area versus 1.64, 1.40 Build area versus 1.46, 1.66 Run area versus 1.57, 1.76 Enable area versus 1.60 and 2.01 Manage area versus IT Systems Analyst The following analysis is related to the content of section % of Maltese IT Systems Analysts have attained a university degree or higher, which is slightly lower than the 80% of IT Systems Analysts in. Moreover, only 21% of Maltese IT Systems Analysts have attained a 4 th level qualification (Masters or PhD), which is lower than the an average of 56%. In 84% of IT Systems Analysts come from an education background where IT is the main focus, higher than the 74% of all Maltese respondents, and higher than the 73% of an IT Systems Analysts. Maltese IT Systems Analysts are 35.9 years old, about six years younger than their an colleagues, who are 41.7 years old. A large proportion of the IT Systems Analysts who responded are male (95%), which is greater than the 84% male proportion for all Maltese respondents and also greater than the 85% an average. Maltese IT Systems Analysts are drawn mainly from the IT supply side (68%), a clear contrast to 56% for the IT supply side across. Maltese IT Systems Analysts show Knowledge Indexes clearly higher than the an average for the profile in all five areas (1.93 Plan area versus 1.85, 2.28 Build area versus 2.08, 2.07 Run area versus 1.73, 1.53 Enable area versus 1.34 and 1.56 Manage area versus 1.42). IT Systems Analyst Plan (A) Build (B) Run (C) Enable (D) Manage (E) Figure 19 - IT Systems Analyst CEPIS Survey of Professional e-competence in Page 20 of 53

21 5.4 Software Developer The following analysis is related to the content of section % of Maltese Software Developers have attained a university degree or higher, which is lower than the 78% of Software Developers in. Moreover, 26% of Maltese Software Developers have attained a 4 th level qualification (Masters or PhD), which is clearly lower than the an average of 49%. In 89% of IT Software Developers come from an IT education background, a rate higher than the national (74%) and an average (68%). Maltese Software Developers are 34.1 years old, younger than their an colleagues, who are 39.2 years of age on average. Maltese Software Developers are mainly drawn from the IT supply side (89%), which is higher than the 60% for IT demand side across. The distribution by enterprise size reflects the domestic rate: a small proportion in micro enterprises (7%, equal to an proportion) and the remaining 93% in organisations with employees, (the an proportion is 46%). A large proportion of the Software Developers who responded were male (81%), which is a little bit lower than the 84% male proportion for both Maltese and an respondents. Maltese IT Software Developers show a higher Knowledge Index than the an average for the profile in three of the five areas: Plan (1.51 versus 1.44), Build (2.08 versus 1.93), Run (1.75 versus 1.69), while the score for Enable and Manage areas is lower (Enable: 0.87 versus 1.08; Manage: 1.05 versus 1.15). Plan (A) Build (B) Run (C) Enable (D) Manage (E) Software Developer Figure 20 - Software Developer 5.5 Integration & Testing Engineer The following analysis is related to the content of section % of Maltese Integration & Testing Engineers have attained a university degree or higher, a lower rate than the 80% of Integration & Testing Engineers in. Moreover, only 9% of Maltese Integration & Testing Engineers have attained a 4 th level qualification (Masters or PhD), which is remarkably lower than the an CEPIS Survey of Professional e-competence in Page 21 of 53

22 average of 41%. In 78% of Integration & Testing Engineers come from an IT education background, a slightly lower rate than the 74% of all Maltese respondents, but in line with 77% of their an colleagues. Maltese Integration & Testing Engineers are 31.4 years old, seven years younger than the an average, and the youngest among their an colleagues, who are 38.2 years old on average. The largest proportion of the Integration & Testing Engineers who responded were male (83%), which is in line with the 84% male proportion for all Maltese respondents and with the 80% rate across. Maltese Integration & Testing Engineers are drawn from the IT supply side (52%), higher compared to the 43% for the IT supply side across. The distribution by enterprise size is quite different from the an distribution, but reflects the national rate: a small proportion in small enterprises (13%, while an Plan (A) Build (B) Run (C) Enable (D) Manage (E) Integration & Testing Engineer figures are 9% in micro and 14% in small enterprises); the large majority, 82%, in organisations with employees (the corresponding an amount is 47%); and the remaining 4% in organisations with 1000 or more employees (the an rate is 30%). Maltese Integration & Testing Engineers show a higher Knowledge Index than the an average for the profile in two out of five areas: Build 2.45 versus 2.25; Run 1.80 versus For the remaining three areas the Maltese KI is clearly lower: Plan 1.09 versus 1.31; Enable 0.72 versus 0.95; Manage 0.57 versus Figure 21 - Integration and Testing Engineer Service Support Manager The following analysis is related to the content of section % of Maltese Service Support Managers have attained a university degree or higher, not too different from the 81% of Service Support Managers across. However only 20% of Maltese Service Support Managers have attained a 4 th level qualification (Masters or PhD), which is significantly lower than the an average of 41%. In 64% of Service Support Managers come from an IT education background, in line with 60% of their an colleagues, but lower than 74% of all Maltese respondents. CEPIS Survey of Professional e-competence in Page 22 of 53

23 Maltese Service Support Managers are 37.4 years old, three years younger than their an colleagues, who are 40.3 years old on average. A large number of the Service Support Managers who responded were male (84%), an equal rate is shown from across all Maltese respondents, while the an average for this profile is 83%. Maltese Service Support Managers are drawn mainly from the IT demand side (60%) compared to 54% for the IT demand side across. The distribution by enterprise size is quite different from the an distribution, but reflects the domestic one: none in micro & small enterprises (14% is the an proportion); the large majority, 92%, in organisations with employees (the corresponding an amount is 49%); and the remaining 8% in organisations with 1000 or more employees (an rate is 37%). Plan (A) Build (B) Run (C) Enable (D) Manage (E) Service Support Manager Figure 22 - Service Support Manager Maltese Service Support Managers show a higher Knowledge Index than the an average for the profile in four out of five areas (1.61 Plan area versus 1.45, 1.64 Build area versus 1.47, 1.96 Run area versus 1.91, 1.09 Enable area versus 1.13 and 1.28 Manage area versus 1.27). 5.7 IT Trainer The following analysis is related to the content of section % of Maltese IT Trainers have attained a university degree or higher, which is similar to the 85% of IT Trainers in. However, 38% of Maltese IT Trainers have attained a 4 th level qualification (Masters or PhD), which is clearly lower than the an average of 57%. A small proportion (25%) of Maltese IT Trainers has come from an education background where IT was either a side subject or not significant in the curriculum. As a result the 75% of Maltese IT Trainers with an IT CEPIS Survey of Professional e-competence in Page 23 of 53

24 education background, in line with the domestic average, are greater than the proportion of an colleagues (57%). Maltese IT Trainers are on average 33.8 years old, seven years younger than their an colleagues, who are 41.1 years old on average. Quite a large number of the IT Trainers who responded were female (38%), which is markedly higher than the 16% female proportion for all Maltese respondents. IT Trainer is the professional profile in which women are most represented across (41%). Maltese IT Trainers were drawn equally from the IT demand and supply side (50% each), as occurred across (49%-51%), but there is a relevant difference with the domestic ratio which is 36% IT demand side/64% IT supply side. As for other professional profiles, the distribution by enterprise size of IT Trainer is quite different from the an distribution, but reflects the domestic one: a small proportion in small enterprises (6%, while an figures are 11% in micro and 13% in small enterprises); the remaining, 94%, in organisations with employees (the corresponding an amount is 46%); and none in organisations with 1000 or more employees (an rate is 29%) Maltese IT Trainers show a lower Knowledge Index than the an average for the profile in three areas: Run (1.18 versus 1.20); Enable (1.24 versus 1.35); Manage (1.35 versus 1.46). Knowledge Indexes are higher for the remaining two areas: Plan (1.39 versus 1.36); Build (1.36 versus 1.30). IT Trainer Plan (A) Build (B) Run (C) Enable (D) Manage (E) Figure 23 - IT Trainer CEPIS Survey of Professional e-competence in Page 24 of 53

25 6 Conclusions The following section draws conclusions based on the analysis of the segmentation of two profiles that arose from the 92 respondents from. 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 24 below shows one dimension of the labour market represented by the distribution of profiles in respect of the size of organisations in which each single 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 evidence that the majority work in medium-small organisations; in particular profiles like the IT Quality Manager & Auditor, the Integration & Testing Engineer, the Software Developer and the Service Support Manager (all with a rate higher than 60%). On the other hand we found the remaining three profiles, IT Systems Analyst, IT Manager and IT Trainer, work mainly in larger organisations (250+ employees) (percentage range: 56%-61%). Software Developer is the only profile found in micro enterprises. CSM can confirm that the IT Project Manager profile (P07) is generally of significant interest locally. CEPIS Survey of Professional e-competence in Page 25 of 53

26 (average) 2% 52% 45% 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 7% 42% 39% 44% 70% 65% 63% 63% Figure 24 Profile distribution by enterprise size 58% 61% 56% 30% 30% 35% 38% The segmentation of the profiles by distribution of age (section 7.4.1) shows that the general average is around 35 years in against a an average age of 41. As regard IT professionals, is one of the top two youngest countries in. Moreover, has the second lowest amount of professionals over 50 (5%). The segmentation of the profiles by gender (section 7.4.3) provides evidence that the female contribution in is rather low, as it is at an level; in only two profiles the presence of women is 20% or more (IT Quality Manager & Auditor: 20%; IT Trainer: 38%), while for the IT Systems Analyst profile the female presence is only 5%, the lowest rate among an colleagues. The results of the educational level (section and 7.4.5) survey questions suggest that there is a good level of attainment of degrees. Among the seven analysed profiles, three show a lower rate than the an average, and all have operating features: IT Systems Analyst, Software Developer and Integration & Testing Engineer. As regard the profile distribution by IT education background, there is some evidence to suggest a sufficient IT education; but for managing profiles a technical education only is not always sufficient; in fact, for some profiles it can be useful to enrich IT-focused education with other subjects more related to business management. The majority of the IT profiles work in the IT supply side (section 7.4.6), such as the Software Developer, IT Manager, IT Systems Analyst and IT Quality Manager & Auditor (all with a rate of 60% or more). On the IT demand side there is only one profile with a clear predominance of either: the Service Support Manager (60%). The other profiles do not show a relevant predominance of demand or supply sides (the range of distribution is around 50%). CEPIS Survey of Professional e-competence in Page 26 of 53

27 The Knowledge Index levels (section 4.3) of Maltese respondents appear to be a good only in the Build area (the best KI among surveyed countries) and for the Run area, while for Plan, Enable and Manage areas the KI is rather lower than the an level. A deeper analysis of the Knowledge Indexes compared to each profile requirements is fundamental in order to design detailed training paths to cover the competence gaps for each proximity profile of each respondent. The Computer Society of (CSM) considers the number of respondents as reasonable, especially bearing in mind s limited population. In fact, in order to obtain a good number of responses it was necessary to follow up with individuals and also to carry out efforts focused on those working in larger organisations. Nevertheless the results seem very reasonable and while they cannot be considered as representative of the entire local IT workforce, they are at least a very good indication on which to base further analysis. CSM welcomes the results of the CEPIS Survey, conducted in in November CSM are pleased with the response rate and thank our members for their contributions. The CSM believes that this report provides useful indicators of IT professional skills (and skills gaps) in the market. National Expert Comment: In general the local IT industry promotes itself largely on the basis of work ethic, flexibility, culture and knowledge of the English language. These characteristics do not form part of the subject of the survey. It is also hard to draw conclusions about country competitiveness based on the results of the survey. For further information on this study please see or CEPIS Survey of Professional e-competence in Page 27 of 53

28 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 till 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 three got values between 0 and 18% (maybe they didn't complete the questionnaire); therefore, these three respondents were discarded from mean value calculation. CEPIS Survey of Professional e-competence in Page 28 of 53

29 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 with 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 29 of 53