Taking Action from the Framework
How you apply the framework, and use it to promote learning and development, is up to you and your organisation.
As an individual, once you have completed the framework (following the instructions on How to use the Framework) you need to decide what actions to take to develop your digital and data capabilities. If you are a manager or team leader, or you represent an organisation at a strategic level, you need to consider how you can support others and embed digital upskilling within your area or organisation.
Individuals
If you don’t feel you’re at Level 1 yet, how can you develop your knowledge and skills so that you are?
- The Essential Digital Skills Framework has been developed for the general public in the UK and covers ‘foundation’ skills for those not currently using technology, or only using it in limited ways, so this could be useful.
- Access the learning available on the Digital and Data Resource Hub to build your confidence, for example, the Introduction to Digital section might be a good place to start.
If you are at Level 1 or above:
- Are you able to put your knowledge and skills into practice?
- Does your behaviour demonstrate that you have this knowledge?
- If applicable, think about examples you could provide to evidence your choice of level.
- What can you do to increase your confidence at your current level?
- Will it be helpful for you to develop your knowledge and skills to progress to the next level? Discuss with your line manager or colleagues if you’re not sure.
If you want to progress to a higher level:
- What actions do you need to take?
- What support could help you achieve this?
If you feel you are confident at Level 3:
- How do you plan to retain and refresh your skills and knowledge as the digital world evolves?
- Think about how you can support those around you to develop their digital confidence.
Managers and Team Leaders
To support individuals, invite them to read the framework, assess their current skills, knowledge and behaviours for each Capability Area, and consider the points detailed above. Offer your time to discuss their findings. Help them to prioritise which areas to focus on as some will be more relevant than others depending on their role and the organisation. This can be done as part of objective setting and personal development conversations, and reviewed over time.
For teams, work together to identify where there are gaps in knowledge within the group for specific capabilities. This may identify pockets of skills or expertise you didn’t know existed, which can be shared to support others within the team to develop their capabilities. Where gaps are identified, work together as a team to establish what’s needed to develop skills and confidence to the required level. Again, this can be reviewed over time to show progress.
Wherever possible give staff opportunities to practice and improve their digital capabilities.
As well as supporting others, ensure that you are using the framework to assess and improve your own digital capabilities. Discuss the framework with other managers and team leaders, sharing how you are using it.
Explore how the framework can support career conversations, team meetings and support or supervision sessions.
Organisations
Identify themes to determine where further support may be required across your organisation.
Explore how the framework can support your organisation’s existing learning and development activities, induction programmes, and recruitment and retention processes or initiatives.
It is up to organisations to determine how best to use the framework to support staff and embed digital upskilling. Leaders must take responsibility for deciding how they expect staff to use the framework. These decisions must be communicated to staff and incorporated into local processes, for example, as part of personal and team development conversations.
Getting Started
To get started, access the Framework here and choose your first Capability Area.