Royal Air Force (RAF) Cyberspace Profession webinar recording

Join us for a SFIA user story webinar, where Flight Lieutenant Amy Phillips-Mahon and Flight Sergeant Debz Roberts from the RAF Cyberspace Profession Implementation Teams will share how the RAF is leveraging SFIA to build a skills-based career framework for 3,000 IT technologists.

This pioneering project aligns the RAF with industry standards through SFIA, enhancing adaptability and professionalisation across the Cyberspace Profession. Learn how the RAF is setting a new standard in workforce development using SFIA to prepare its Cyberspace professionals for the challenges of today and the future. Don’t miss this opportunity to gain insights into this forward-thinking and innovative approach.

The RAF is the UK's air force. It works with partners around the world to respond to threats, prevent conflict, watch the skies, and combat cyber threats.

Summary

The webinar focuses on the RAF's approach to building a skills-based career framework using the SFIA (Skills Framework for the Information Age). It highlights how the RAF Cyber Space Profession utilised SFIA to create a structured, professionalised framework to manage and develop skills across their workforce. The session explores the challenges faced, solutions implemented, and benefits realised in the adoption of SFIA.

Key points include:

• Introduction to SFIA: A global, not-for-profit framework enabling systematic management of digital skills. It is widely trusted and frequently updated, ensuring relevance for organisations.
• RAF context: The RAF has significantly reduced its workforce size over decades, necessitating a more agile and efficient structure. SFIA supports this by providing a consistent framework to articulate, assess, and manage skills.
• Implementation process: The project was structured into three phases—planning, validation & engagement, and execution.
• Using Generative AI: Used to accelerate mapping and streamline processes while ensuring human validation for accuracy.
• Collaboration: Close cooperation with the pan-defence skills framework team, industry partners, and internal stakeholders ensured alignment and credibility.
• Key benefits: Professionalisation of roles, clearer pathways for career progression, opportunities for lateral movement, and integration with civilian and reserve forces.

Webinar recording

Slides will be available here soon.

Insights and learning points

1. Professionalisation of roles:

   • Aligning RAF job roles with SFIA skills provided clarity, opening opportunities for professional registration and recognition.
   • Distinct skill levels were defined, enabling clear career pathways.
     
     

2. Framework application:

   • The project used SFIA’s established structure to avoid starting from scratch, allowing for faster implementation.
   • SFIA’s adaptable nature supported the development of military-specific skills, including adding customising for skills not covered by SFIA e.g. "Working at heights"
     
     

3. Generative AI in skill mapping:

   • AI tools expedited the creation of skill profiles by generating initial mappings, which were then refined and validated by human experts.
   • Having SFIA as the reliable and trusted source along with our own role descriptions was essential to this.
   • The approach reduced the size of the project team and the time required for implementation.
     
     

4. Integration of stakeholders:

   • Extensive engagement with stakeholders, including job role owners and reserve forces, ensured the framework was practical and accepted by users.
   • Collaboration with external entities like the pan-defence skills team ensured compatibility with broader defence initiatives.
     
     

5. Focus on usability:

   • The creation of an interactive PDF for skill profiles improved user engagement.
   • Emphasis on quality systems ensured generic roles were relevant and comprehensive.
     
     

6. Support for lateral movement and reskilling:

   • The framework facilitated lateral entry and transitions between military and civilian sectors, fostering career flexibility.
   • It also enabled bespoke training pathways aligned with specific job requirements.
     
     

7. Efficiency under tight deadlines:

   • The nine-month timeline encouraged innovation and prioritisation, ensuring an effective yet streamlined process.
     
     

8. Change management:

   • The team emphasised collaboration with stakeholders to foster acceptance and minimise resistance, ensuring the framework was implemented with people rather than to them.

This document provides an excellent case study on how organisations can leverage SFIA to create structured, efficient, and scalable skills-based career frameworks that integrate seamlessly across diverse roles and skill-sets.

Follow up

If you have any queries for the RAF or the SFIA Foundation - please get in touch

If you are interested in joining a group of SFIA Users exploring using SFIA with GenAI / RDF / LLMs - please get in touch