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.
If you don’t feel you’re at Level 1 yet, how can you develop your knowledge and skills so that you are?
If you are at Level 1 or above:
If you want to progress to a higher level:
If you feel you are confident at Level 3:
Resources
This framework site includes resources that will help you build skills and develop confidence. Find these by selecting Resources from the menu on the left when viewing a capability area. Alternatively, you can access these resources direct from your personalised email if you have used the self-assessment tool. More information on this is available on the Self-Assessment Tool page.
To support individuals, invite them to use the framework and self-assessment tool to assess their current skills, knowledge and behaviours. Offer your time to discuss their findings, using the guidance in the previous section to plan next steps. 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 and self-assessment tool with other managers and team leaders, sharing how you are using it.
Explore how the framework and self-assessment tool can support career conversations, team meetings and support or supervision sessions.
Use the framework and self-assessment tool to review current levels of digital capability across the organisation, then use this information to identify digital capability development priorities across the organisation and feed this into strategic planning and digital maturity work.
Identify themes to determine where further support may be required across your organisation.
Explore how the framework and self-assessment tool 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 and accompanying self-assessment tool to support staff and embed digital upskilling. Leaders must take responsibility for deciding how they expect staff to use the framework and self-assessment tool. These decisions must be communicated to staff and incorporated into local processes, for example, as part of personal and team development conversations.