Physical Address
304 North Cardinal St.
Dorchester Center, MA 02124
PD CEN TR 16234 — European e-Competence Framework (e-CF) for ICT Professionals (User Guide and Methodology)
e-Competence Framework (e-CF) — A Common European Framework for ICT Professionals — Technical Report Series
💻 PD CEN TR 16234 is a series of technical reports (TR) published by the British Standards Institution (BSI), concerned with the European e-Competence Framework (e-CF) — a common European framework for ICT professionals in all industry sectors. Prepared by CEN/TC 428 with UK participation through BSI committee IST/43 (Information technology for learning, education and training), the series supersedes the earlier CWA 16234 series. This batch covers Part 2, User Guide (2016), and Part 3, Methodology (2017), providing operational and methodological support for the practical application of the e-CF.
💡 The e-CF is a competence language for ICT professionals: it describes the competences required for ICT roles using unified dimensions (competence areas, competences, proficiency levels), enabling individuals, educational and training institutions, enterprises, and recruiters to communicate in the same context.
1. Scope and Series Composition 📌
The e-CF covers the whole chain of describing, assessing, and developing the competences of ICT professionals. It is applicable to:
- Enterprises and HR departments: job modelling, recruitment, performance, and training planning.
- Educational and training institutions: curriculum design and competence certification.
- Individual ICT professionals: career development and competence assessment.
| Standard | Edition | Subject | Primary Role |
|---|---|---|---|
| PD CEN/TR 16234-2:2016 | 2016-08 (supersedes CWA 16234-2:2014) | User Guide | Guides practical application of the e-CF |
| PD CEN/TR 16234-3:2017 | 2017-03 (supersedes CWA 16234-3:2014) | Methodology | Provides framework development and update methods |
⚠️ A Technical Report (TR) is a guidance document; the e-CF is a voluntary competence framework, not a mandatory HR standard. Application may be tailored and adapted to organisational practice.
2. Part 2: User Guide 🔬
Part 2 provides users with the practical application guide (User Guide) for the e-CF:
- Explains the framework’s structure (competence areas, competences, proficiency levels) and how to read it.
- Provides application examples in recruitment, job descriptions, performance appraisal, and training planning.
- Guides the creation and use of competence profiles.
- Explains links and mappings between the e-CF and other frameworks (e.g., SFIA, CMMI).
✅ The User Guide turns the abstract framework into an operable tool: whether HR builds role competence models or individuals plan careers, it provides a practical entry point.
3. Part 3: Methodology 🔧
Part 3 provides the methodology for developing and maintaining the e-CF:
- Explains the development and application methods of the e-CF, including competence-modelling principles.
- Provides methods for drafting and reviewing competence definitions.
- Explains how to apply the framework in different industries and organisations.
- Supports continuous update and version management of the framework.
⚠️ Adopting the e-CF within an organisation requires methodological support: follow Part 3 to establish modelling principles, participation mechanisms, and version management, avoiding “misfit” of the framework or uncontrolled updates.
4. Technical Points and Implementation Advice 📊
| Dimension | Part 2 Emphasis | Part 3 Emphasis |
|---|---|---|
| Positioning | How to use (application guide) | How to build (methodology) |
| Audience | HR, managers, individuals, training institutions | Framework managers and organisational change agents |
| Content | Job modelling, assessment, training applications | Competence modelling, review, version management |
| Output | Deployable application scenarios | Framework development and maintenance mechanisms |
💡 When adopting the e-CF, organisations are advised to “build first, then apply”: establish modelling and governance mechanisms with Part 3, then deploy into recruitment, performance, and training scenarios with Part 2.
5. Engineering Practice and Application Advice 🛠️
- 🔍 Job modelling: build competence profiles for key ICT roles using e-CF competence items, unifying role language.
- 📋 Recruitment and performance: cite e-CF competences and proficiency levels in job descriptions, interview evaluation, and performance targets.
- 🎓 Training planning: plan courses and certification paths based on competence-gap analysis.
- 📊 Ongoing governance: establish participation mechanisms and update cadence for framework adoption per Part 3.
6. FAQ ❓
Q: What is the e-CF?
A: The European e-Competence Framework for ICT professionals, describing the competences and proficiency levels required for ICT roles with unified dimensions, supporting cross-organisation communication.
A: The European e-Competence Framework for ICT professionals, describing the competences and proficiency levels required for ICT roles with unified dimensions, supporting cross-organisation communication.
Q: What does Part 2 cover?
A: The e-CF User Guide, explaining the framework structure and application methods for recruitment, performance, training, and more.
A: The e-CF User Guide, explaining the framework structure and application methods for recruitment, performance, training, and more.
Q: What does Part 3 cover?
A: The e-CF Methodology, explaining competence modelling, framework development, and version-management methods.
A: The e-CF Methodology, explaining competence modelling, framework development, and version-management methods.
Q: Is the e-CF mandatory?
A: No. It is a voluntary competence framework; the technical reports are guidance documents.
A: No. It is a voluntary competence framework; the technical reports are guidance documents.
Q: How should an organisation adopt the e-CF?
A: First establish modelling and governance mechanisms per the methodology, then deploy into job modelling, recruitment, assessment, and training per the user guide.
A: First establish modelling and governance mechanisms per the methodology, then deploy into job modelling, recruitment, assessment, and training per the user guide.