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TECHNICAL ADVISOR, CS 03
APPLICATION DEVELOPMENT
LARGE AND MEDIUM ORGANIZATIONS
JOB NUMBER GNCS030011
TABLE OF CONTENTS
Introduction ......................................................................................................... i
INTRODUCTION
Job Competency Profiles (JCPs) are one of many products developed as part of IT
Community Generics. Our goal is to provide you with a consistent and coordinated
approach to managing resources across government, with IT employees regarded as
community resources. Within the IT community, jobs are categorized within a work
stream which represents a function. There are currently eight IT streams in the large
and medium organizations 1 and a competency profile has been developed for each
generic job/role within each stream. Because the Job Competency Profiles are
designed based on the organizational models and the Generic Work Descriptions, they
should only be used in conjunction with the implementation of IT Community Generics.
The Job Competency Profiles for the community describe the essential behavioural and
technical competencies that employees must demonstrate and maintain throughout the
course of their careers as IT professionals. In addition to representing current
requirements, the competencies also reflect the dynamic and evolving nature of the IT
discipline. They are therefore the foundation from which IT professionals can base their
continuing professional development. In summary, then, a JCP is a set of competencies
and associated behaviours at the appropriate proficiency level, that link directly to work
that needs to be done in order to achieve overall strategic priorities.
A competency profile can be used by individuals and groups as a source document for a
variety of human resources activities. The level of detail will depend on the application.
For example, when establishing the staffing requirements of a role/position, it is
generally necessary to focus only on the bring competencies those that are identified
as key to immediate successful performance on the job. These are often behavioural
and technical competencies the candidates must have learned, developed or acquired
prior to commencing in the position. The learn competencies, on the other hand, are
critical to successful performance once the employee is on the job. These would
therefore not be assessed during the recruitment and selection process but could be
included in the employees learning plan.
When you use the Job Competency Profiles for staffing, learning and development and
career planning, please provide us with your feedback. We intend to continue making
revisions to the Profiles based on your experience.
For further information, please refer to the following documents on the ORO website
www.ITgenerics.gc.ca:
o
o
Implementation Guide;
Behavioural and Technical Dictionaries, which provide an in-depth
description of competency proficiency levels.
Large and medium organizations are based on the size of the CS population. Medium: 150
499. Large: greater than 500.
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COMPETENCY SUMMARY
TECHNICAL ADVISOR, APPLICATION DEVELOPMENT
COMPETENCY
COMPETENCY DEFINITION
PROFICIENCY
LEVEL
Analytical Thinking
Client Focus
Communication
Continuous
Learning
Creative Thinking
Teamwork
Application
Development /
Support and
Maintenance
Architecture
Business Analysis
Database Design
& Management
IT Project
Management
Security /
Information &
Application
Protection
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BEHAVIOURAL COMPETENCIES
ANALYTICAL THINKING
Analytical thinking involves interpreting, linking and analyzing information to understand issues.
Recognize and assess several likely causal factors or ways of interpreting the information
available
CLIENT FOCUS
Client Focus means identifying and responding to current and future client needs and providing
service excellence to internal and external clients.
Contact clients to follow up on services, solutions or products to ensure that their needs have
been correctly and effectively met
Keep clients up-to-date with information and decisions that affect them
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COMMUNICATION
Communication involves listening to others and communicating in an effective manner that
fosters open communication.
Adapt content, style, tone and medium of communication to suit the target audiences
language, cultural background and level of understanding
CONTINUOUS LEARNING
Continuous Learning is identifying and addressing individual strengths and weaknesses,
developmental needs and changing circumstances to enhance personal and organizational
performance.
Set challenging goals and standards of excellence for themselves in view of growth beyond
the current job
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CREATIVE THINKING
Creative Thinking involves questioning conventional approaches, exploring alternatives and
responding to challenges with innovative solutions or services, using intuition, experimentation
and fresh perspectives.
Search for ideas or solutions that have worked in other environments and apply them to the
organization
TEAMWORK
Teamwork involves working collaboratively with others to achieve common goals and positive
results.
Build relationships with team members and with other work units
Foster team spirit and collaboration within teams
Discuss problems/issues with team members that could affect results
Communicate expectations for teamwork and collaboration
Facilitate the expression of diverse points of view to enhance teamwork
Capitalize on the strengths of all members
Give credit for success and acknowledge contributions and efforts of individuals to team
effectiveness
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TECHNICAL COMPETENCIES
Demonstrate application and corporate knowledge and understand how a change would
affect multiple applications
Analyze and model business functions, processes and information flow within or between
systems
Provide guidance/mentor on programming practices and techniques to individuals and crossfunctional teams
ARCHITECTURE
Architecture is the knowledge and ability to apply architecture theories, principles, concepts,
practices, methodologies and frameworks.
Produce analytic and candidate design models to be used for further analysis (e.g.,
telecommunications, networks)
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BUSINESS ANALYSIS
Business Analysis is the knowledge and ability to apply the principles of business analysis in the
planning, reengineering and requirement gathering for government business environments,
operations, processes and practices.
Understand audit and compliance principles, change management principles and the impact
of changes
Apply a wide range of concepts to the corporate/vendor environment (e.g., database security
and/or individual profiles)
Make recommendations on logical / physical models (e.g., convert from logical model,
implement and maintain physical model to meet storage, availability and performance
requirements)
Solve problems that impact on the business or service, resolve data integrity issues and
implement data integrity safeguards, and use diagnostic and monitoring tools to prevent
problems/enhance performance and availability
Develop, select, recommend and implement strategies for backup and recovery, data populations and
migration
Conduct general impact analysis on database change management
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IT PROJECT MANAGEMENT
IT Project Management is the knowledge and ability to apply formal project management
principles and practices during the planning, implementation, monitoring and completion of
projects, ensuring the effective management of scope, resources, time, cost, quality, risk and
communication.
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