| Is this domain relevant? | Yes/ No | Contains capabilities related to: • Competency in cloud implementation Skills • Business process knowledge, • Emerging standards & technology knowledge such open source, openstack, cloud foundry and cloud native application development, • DevOps methods of Continuous Integration and Deployment, • Big data technology, and data lake architecture, Six Sigma, ITIL v3 and IT4IT Operational models |
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| Control Question | CMM 0 | CMM 1 | CMM 2 | CMM 3 | CMM 4 | CMM 5 | Benefit Analysis | Stakeholders | Current State | Future State | Barriers | |
| (None) | (initial, ad-hoc) | (repeatable, opportunistic) | (defined, systematic) | (managed & measurable) | (optimized) | |||||||
| People | What are the skills and values that your IT enterprise is compensated for | No cloud aspects included | Deeply skilled/IT operations experts, Operational IT process-knowledge, IT administration & continuity experts Cloud Service knowledgeable |
ITIL V3 Process Knowledge Standards knowledge Services-oriented architecture skills |
Business process knowledge Business Acumen & Leadership Cloud Native application design and development skills Ability to integrate off-premises Services with internal applications |
Conscious of enterprise, Understand all security and information policies. Thorough understanding of relevant off-premises services that will assist the Business | Solving Business Problems, Catalyst for change Proactively identifying solutions to meet future business requirements Six Sigma Quality |
The skills that are required in each of the units of organisational structure are pro-actively defined, developed, and monitored. This enables units to perform and deliver on tasks as expected. Team members are also more motivated, and constantly developing / moving forwards in support of ongoing organisational development and the evolution of the organisation and its products | Executive Management, Managers, HR, Finance | 0 | 0 | |
| Do employee have the right “soft skills” needed to ensure cloud development and adoption can be successful? (e.g. ITaaS, Brokerage, Service Management, ITIL, Business Acumen, etc.) | No training or awareness in evidence | Some Employees possess limited skills | 10-25% of employees possess and exhibit the appropriate skill level | 25-50% of employees possess and exhibit the appropriate skill level, with supporting certifications | 50-75% of employees possess and exhibit the appropriate skill level | 100% of employees possess and exhibit the appropriate skill level (pervasive), based on training on the business strategy | Executive Management, Managers, HR | 0 | 0 | |||
| Are employees technically skilled in the appropriate areas within the various Cloud-related functions? (e.g. private cloud Architecture, off-premises Product Management, Vendor Management, Hybrid Cloud Integration, Cloud Native, etc.) | No cloud training has been performed | Some Employees possess limited Cloud skills (Basic) | 10-25% of employees possess and exhibit the appropriate skill level (Intermediate/Advanced) | 25-50% of employees possess and exhibit the appropriate skill level (Advanced) | 50-75% of employees possess and exhibit the appropriate skill level (Advanced) | 100% of employees possess and exhibit the appropriate skill level (pervasive), based on certifications | Executive Management, Managers, HR | 0 | 0 | |||
| Do employee have a mechanism to help improve skill development opportunities? | No mechanisms are in place to support cloud skill development | Employee provide informal, undocumented feedback | Managers or Supervisors request feedback as part of employee meetings and informal sessions | Feedback loop mechanisms are available for employee to leverage as needed/desired | Formal Employee feedback is regularly sought and used to improve the education and training process | Formal Employee feedback is regularly sought and used to improve the cloud training and certification process; reports on improvement areas are provided to employee on a yearly basis | Managers, HR, Training | 0 | 0 | |||
| Do employee get a chance to cross-train by interacting with other areas or by having exposure via projects in order to develop new skills? | no formal exposure mechanism is established | Employees rarely seek opportunities to cross-train with other team members | Employees seek opportunities to cross-train with other team members when time and opportunity allows | Employees are encouraged to seek opportunities to cross-train with other cloud team members, via project assignment and re-prioritization of their activities | Managers & Supervisors identify opportunities to allow certain Employees to get exposure to new skills, based on demand management and existing talent/skill set available | A formal plan exists to rotate certain Employees within some functions to expose them to new skills and provide career growth opportunities | Executive Management, Managers, HR | 0 | 0 | |||
| Processes | Is there an appropriate skill set (technical and “soft”) defined to support all relevant roles within each Cloud-related function? | No support function exists | Cloud skills are assumed, and understanding on needed vs. preferred skills vary greatly | A Cloud Skill set has been identified for some of the technologies for which a team/function is responsible | Skill set has been identified & defined for most of the technologies for which a team/function is responsible | Skill set has been identified and defined for all of the technologies for which a team/function is responsible | Minimum Skill set has been identified and defined for all of the cloud technologies for which a team/function is responsible; a process exists to keep it updated | Executive Management, Managers, HR | 0 | 0 | ||
| Is skill development part of career development and performance evaluation plans? | Cloud does not feature in any career development or performance evaluation planning | Employees choose to develop skills and attend training when opportunities arise, and make it part of their annual career development plans | Some Managers or Supervisors encourage employees to develop skills and attend training when opportunities arise or when budgets allow | Employees are encouraged to attend Cloud-relevant training at least once a year | Employees attend Cloud-relevant training towards fulfilling specific requirements for the role/function they serve | Employees attend Cloud-relevant training towards fulfilling specific requirements for the role/function they serve, and to ensure they’re on track with specific skill competency goals included in their annual goals/plans | Executive Management, Managers, HR | 0 | 0 | |||
| Is there a process defined to ensure new hires’ skills are assessed appropriately? | No consideration of cloud and cloud skills is incorporated into the process | HR / Talent Acquisition performs basic checks to match technical skills required by the position as specified by Hiring Managers | HR / Talent Acquisition performs basic checks to match technical skills required by the position for all postings, as specified by Hiring Managers | HR / Talent Acquisition matches technical and soft skills required by the position for all postings, leveraging the existing skill competency matrix defined by Hiring Managers | HR / Talent Acquisition matches technical and soft skills required by the position for all postings, leveraging the existing skill competency matrix – Candidates are only sent to Hiring Managers once technical competency matrix matches >70% | HR / Talent Acquisition matches technical and soft skills required by the position for all postings, leveraging the existing skill competency matrix – Candidates are only sent to Hiring Managers once technical competency matrix matches >70%; Hiring Managers assess depth of skills via panel interviews, case studies, and presentation skills analysis | Managers, HR | 0 | 0 | |||
| Is there a skills competencies matrix defined and available to employee? | No skills or competency framework relating to cloud technology exists | A Basic list of skills is known by most Leaders & Employees; Assumptions are made about depth, meaning and scope | A Basic list of skills is Documented but used inconsistently | A high-level skills competency list exists; Managers or Supervisors are encouraged to socialize within teams | A skills competency matrix exists, with crisp definitions; Managers or Supervisors are encouraged to socialize within teams, and to use them to plan and execute skill development plans | A detailed skills competency matrix exists and is updated regularly; Managers or Supervisors are encouraged to socialize within teams, and to use them to plan and execute skill development plans | Executive Management, Managers, HR, Finance | 0 | 0 | |||
| Is budget made available to employee for skill development, training and/or certifications? | No budget is planned for cloud skills development | Limited availability of training classes (online or face-to-face) for a few employee, as budget allows | 10-25% of employees attend available training | 25-50% of employees attend available training | 50-75% of employees attend available training | All employees seek out and attend relevant cloud training according to their proportional training budget allocation | Executive Management, Managers, Finance | 0 | 0 | |||
| Technology | Are skill (technical or professional) development opportunities tracked by ,and integrated into existing HR to Management supporting systems? | No tracking of participation in opportunities is done | Employee might track classes or development opportunities on their own, using ad-hoc methods | Managers or Supervisors might have ad-hoc tracking mechanisms | Skill development & training tracking system (e.g. online Skills Profile) is available, but usage is not encouraged/enforced | Tool usage is part of formal SoP, and tracked yearly | Tool usage is part of formal SoP for cloud services, tracked yearly and updated to ensure relevancy | Managers, HR | 0 | 0 | ||
| Are training opportunities made available via internal or external e-learning or CBT training options? | No training materials are made available for cloud technology | Training consists mostly of “on the job” learning | Training is informal and not regularly scheduled | A Basic training catalog (internal, external or mixed) exists and is leveraged by Managers or Supervisors to offer to Employees | A comprehensive training catalog (internal, external or mixed) exists and is leveraged by Managers or Supervisors to offer to Employees | A comprehensive self-service training catalog (internal, external or mixed) exists and is leveraged by Managers or Supervisors regularly as part of the formal skills development plan | Managers, HR, Training | 0 | 0 | |||
| Total | 0 | 0 | ||||||||||
