SFIA Week 2026 programme - All Events

SFIA provides a substantial range of framework content, guidance and learning resources. For someone starting out, the challenge can be knowing what to learn first and where to find the most useful material. This webinar provides a guide to getting started. We will introduce the main areas of SFIA knowledge, show how the key parts of the framework connect and highlight resources that can support your own learning. This is not a training session and we will not attempt to teach the whole framework. Instead, the aim is to give you a useful route through the material, help you identify what is important to understand and provide some inspiration for continuing your SFIA learning after the webinar.

SFIA provides a wide range of resources to support people in understanding and applying the framework. This session offers a guided tour of the tools, practical guidance and supporting materials available on the SFIA website. We will highlight what is available, where to find it and how different resources can support you at different stages of your SFIA journey. This is not a training session. The aim is to help you find and make effective use of the support already available.

Already using SFIA but could use a refresher? Or perhaps you're new to SFIA and want to understand what it's all about? This session is a practical introduction and refresher combined. We'll take a fresh look at how SFIA works, including skills, levels and behavioural factors, and talk about how these fit together. We'll also look at some of the many ways SFIA can be used, including skills assessments, job design, career development, recruitment and workforce planning. If you've worked with SFIA before, it's a chance to brush up on the basics and perhaps discover some ways of using it that you haven't explored yet. If SFIA is new to you, you'll get enough of an introduction to follow the conversations and sessions throughout SFIA Week.

• Introduction to SFIA and refresher on SFIA

How can a certification provide clear, shareable evidence of the skills behind an achievement?

Richard Pharro, founder and CEO of APMG International, will share how APMG developed a scalable programme that maps certification outcomes to SFIA skills and levels of responsibility, then makes those skills visible through verifiable digital badges.

Drawing on APMG’s experience across a growing portfolio of mapped certifications, Richard will explain the model behind the programme, the candidate journey from passing an exam to claiming and sharing a badge, and the lessons learned from its rollout. He will also outline how APMG supports SkillsTX and other SFIA partners through a managed service covering mapping, badge setup, issuance, candidate support and reporting.

Attendees will gain practical insight into how certifications and SFIA-aligned digital badges can work together to make professional skills easier to understand, verify and use.

What happens when organisations adopt SFIA and then stall at the same point? The framework is licensed, the skills are read, and nothing changes in how the workforce is described.

This session covers the step that makes SFIA operational: mapping it to your organisation to produce a baseline of what each role requires.

Two routes are covered. The first is mapping to position descriptions, where the quality of the source material determines the quality of the result. The second is mapping alongside an existing capability framework, where SFIA holds role-level technical competency and the capability framework holds the human layer SFIA was never built to cover.

You will leave with a practical sequence for scoping, levelling and validating a baseline, plus the failure modes worth avoiding: over-levelling, over-breadth, and mapping with no plan to assess against it.

• - Establishing a SFIA baseline: what a baseline is, and what it is not - Mapping route one: position descriptions, and how source quality limits output quality - Mapping route two: aligning SFIA with an existing capability framework without collapsing the two layers - Levelling and calibration: avoiding grade inflation across roles and job families - Breadth discipline: selecting the skills that differentiate performance - Validation and ownership: getting managers to sign off rather than L&D guessing - Sequencing: starting with one job family and proving the model before scaling - Governance: versioning the baseline so it survives SFIA updates

Session 1 — Assessing Workforce Readiness for GenAI Adoption A customer was preparing to implement a generative AI solution and wanted to assess whether its workforce had the capabilities required to deliver the initiative successfully. We mapped the relevant roles and responsibilities to SFIA skills and facilitated role-based assessments across the team. The analysis identified a significant capability gap within the Change Planning subcategory of Change and Transformation. Addressing this gap is critical to embedding new ways of working, sustaining GenAI adoption and translating the investment into strategic business outcomes.

• How can SFIA help identify gaps and blind spot in GenAI adoption.

Human skills in the workplace have never been more important. Communication, critical thinking, adaptability, judgement, influence, collaboration and leadership all shape how we work with each other and how we work effectively with and around AI. This session explores how to bring human capabilities more deliberately into tech recruitment. Drawing on practical recruitment examples, we'll look at how SFIA's behavioural factors can help define what a role needs, create a clearer language for discussing human skills, identify what to look for in candidates, and support more structured hiring decisions. This session will be particularly interesting for technology leaders, hiring managers, HR and talent professionals wanting to explore how professional skills and human capabilities come together as roles continue to change. It will also be of interest to SFIA practitioners curious about real-world applications of the behavioural factors.

• SFIA in recruitment, SFIA Behavioural Factors, AI

Launched in December 2025 as an industry collaboration, CyberPath is Australia’s cyber workforce professionalisation pilot. We will explore how competency can be defined using frameworks like SFIA to address real-world cyber threats and how we could craft a recognition framework together that acknowledges diverse talent and pathways, and supports mobility through skills portability. We will also explore the challenges and opportunities in finding, developing, and retaining talent today. We will talk through the ‘what’s in it for me’ for both the employers and practitioners and what we can reasonably build together to support the needs of both on their CyberPath journey. This interactive workshop brings together community voices to understand what good looks like in a modern workforce framework, and how CyberPath can support driving normalisation of language of skills, and improve adoption of frameworks like SFIA within organisations. Your insights will directly support CyberPath's broader goal of building and growing cyber capabilities, and with a diversity and inclusion by design mindset.

Many organisations describe people through skills labels, credentials or broad proficiency ratings, but those signals often say little about what someone has actually demonstrated in context. This session will explore what makes a capability assessment strong enough to support real workforce decisions. It will look at how SFIA’s combination of skills, levels of responsibility, context and evidence can create more confidence than simple proficiency labels, while still recognising that no assessment can guarantee performance in a different environment. The discussion will also examine the importance of auditability: how a clear evidence trail allows organisations to understand how an assessment was reached, challenge it where necessary and improve the consistency of future decisions. The central question is not whether assessment can remove judgement, but whether it can give decision-makers a materially stronger basis for exercising it.

Once an organisation has capability information it can trust, what can it actually do with it? This session will explore more advanced uses of capability data, including identifying capability risk, improving project resourcing and testing succession exposure. Rather than simply identifying the “best person” for a role, the discussion will look at how organisations can assess capability across groups of people, understand where critical gaps sit and make more informed trade-offs across teams, projects and future leadership requirements. The session will focus on the underlying decision models rather than on product features, and on the limits of what capability data can reasonably support.

A practical implementation story showing how Services Australia moved from a SFIA-first design concept to an agency-ready Skills framework. The session covers what worked, what changed, what was harder than expected, and what other organisations should consider before attempting similar skills mapping at scale. Services Australia supports millions of Australians through the delivery of social security, health and other government services, and has the largest workforce in the Australian Public Service.

• SFIA adoption, SFIA implementation, lessons learned, case study

"Young people are often asked to make decisions about education and careers before they have much work experience or a clear view of what different roles actually involve. This session will use the Forge Your Future experience to explore how SFIA can help describe career pathways in terms of the capabilities involved in the work, rather than relying only on job titles or qualifications. It will also look at how potential insights can be used alongside those pathways to help young people explore where their strengths, preferences and interests may connect with future work. The intention is not to predict someone’s future or prescribe a career. It is to give students a clearer way to explore different paths, particularly where their potential may not yet be visible through grades, qualifications or prior experience. The session will also consider a broader question: as entry-level work changes, including through AI and automation, how do people gain the experience needed to begin building professional capability? "

Capturing the skills required in a job/role is one of the most valuable and widespread uses of the SFIA framework. Role-skills profiles bring clarity to recruitment, promotion and individual development. The presenter contributed significantly to material published by the SFIA Foundation that provides guidance on "Building SFIA-based role profiles". This presentation aims to take you through that role-skills profiling journey, highlighting the method and the challenges, with real-world hints and tips.

• Defining job families, roles and their responsibilities A focused SFIA skills profile for each role Validating the skills profiles for a job family and calibration across teams Context-specific aspects - The extended SFIA-based Role profile Using SFIA-based profiles for recruitment, promotion, development and deployment

AI was the strongest recurring theme in the SFIA 10 consultation, raising questions about the skills needed for AI, how existing professional work is changing and what this means for roles, responsibilities and career development. This session explores some of those themes, shares work already underway and highlights how the findings are informing the development of SFIA 10. You can explore some of the current SFIA and AI material before the session at https://bit.ly/sfia10-ai-consultation

This session shows how SFIA‑aligned Role Families can strengthen public‑sector capability when working with Indigenous data. Using SFIA skills, behaviours, and governance responsibilities as a foundation, participants will explore how public‑sector professionals can better align their work with Māori Data Sovereignty principles. The session introduces role families for Indigenous Data Governance and Indigenous Data Maturity, highlighting ethical and culturally grounded responsibilities across data‑related roles. Practical examples illustrate how SFIA connects to key governance touchpoints such as consent pathways, relationship stewardship, transparency, accountability, and harm prevention. Through interactive scenarios, participants will see how SFIA can guide organisations to uplift capability, reduce risk, and embed Indigenous data expectations into everyday practice. The approach offers a clear, transferable model for teams seeking to improve maturity and responsibility when handling Indigenous data.

• Māori Data Sovereignty Principles Ethical and Culturally Grounded Responsibilities for the Public‑Sector SFIA-Aligned Role Families for Indigenous Data Governance Practical examples of skills, behaviours, and governance touchpoints

Australia needs clearer pathways into technology careers that reflect the full range of skills employers require. Future Skills Organisation, in partnership with the Australian Computer Society (ACS), analysed more than 40,000 job advertisements to develop nine technology pathways and 34 entry-level role profiles. SFIA 9 was used alongside complementary frameworks, including DigComp and Critical Core Skills, to capture occupational, digital and transferable capabilities and connect these to VET training. The work demonstrates how multiple skills frameworks can be brought together to create a more complete picture of entry-level capability and provide a common language across employers, education and workforce planning. This session will share the approach, key findings and how the evidence can support skills-based hiring, pathway design and the future development of technology training.

• Topic: How Future Skills Organisation, in partnership with the Australian Computer Society (ACS), combined SFIA with other capability frameworks and labour market evidence to define entry-level technology roles and connect them to clearer learning and career pathways.. Themes: Using SFIA alongside complementary skills and capability frameworks Translating labour market demand into entry-level role profiles Connecting occupational, digital and transferable skills Linking employer demand with VET training and career pathways Skills-based workforce planning and recruitment The changing capability needs of entry-level technology roles

SFIA is a powerful tool for talent management, from workforce planning and job design through to recruitment, career development and career pathways. Having clear standards and a good view of team skills can help leaders understand the capability they have on hand, identify what they need, and make better-informed people and workforce decisions. This collaborative panel brings together the Digital Skills Agency, Storm Digital Talent and SkillsTX to discuss how SFIA can be applied across HR and talent practices. We'll discuss where SFIA can add value, how skills information can connect different HR and workforce activities, how it can inform better decisions and conversations, and what using SFIA in practice can look like. Whether you work in HR, learning and development, organisational development, recruitment or digital leadership, this session will provide practical ideas for applying SFIA as part of a modern talent management strategy.

• SFIA in talent management/HR/org design

Conferences are full of finished implementations. This session covers the part nobody documents: everything that happens before go-live.

Ben Satchwell is joined by capability and learning leaders from the Aged Care Quality and Safety Commission and the Australian Securities and Investments Commission to discuss how each agency arrived at SFIA, made the case internally, and prepared their workforce for it.

The panel covers the decision itself, including why SFIA rather than a bespoke framework, how the business case was constructed, and which executives had to be convinced. It then turns to the objections that surface in every agency: that SFIA is only for technology roles, and that any skills framework is classification by another name.

The discussion closes on change management, and why the agencies that treat it as a pre-selection discipline rather than a launch activity get materially better adoption.

• - The trigger: what problem made a skills framework necessary, and why SFIA over building in-house or buying a commercial taxonomy - Building the business case, and who actually has to say yes (executive, CPO, CIO, finance) - Overcoming the "SFIA is an IT framework" objection in agencies where most of the workforce is not technical - Separating SFIA from classification and performance management, and why getting that wrong early destroys trust - Employee and union sensitivities in an APS context, and how each agency handled them - Starting change management before selection rather than after, and what that looks like in practice - Scope discipline: which job families first, and resisting the pressure to do everything at once - What each agency would do differently with hindsightbetter

This session explores how we transform the rich, varied language of job statements into comparable SFIA-aligned skills data, including the mapping principles, judgement calls and quality assurance processes involved. It then demonstrates how that foundation supports practical workforce planning outcomes, including talent pipelines, mobility, targeted learning, capability uplift and workforce analysis, using real examples that show how skills data becomes actionable insight.

• Translating rich variable language from job statements into the SFIA taxonomy, quality assurance, outcomes or applications from having a skills framework,

This webinar explores three working case studies of how Artificial Intelligence (AI) in the public sector is being applied to digital workforce capability data mapped to SFIA and other capability frameworks such as DigComp. We hear from representatives from local, state and Commonwealth government organisations including the Gold Coast City Council, Tasmanian Department of Premier and Cabinet, the Digital Transformation Agency (DTA) about their journey, experiences and insights gained that might support other digital workforce practitioners in the public sector.

• Digital workforce capability in the public sector Use of AI tools SFIA DigComp3.0 Career pathfinder/ACS mySFIA Practitioner resources and forums (APS Digital Profession)

AI is increasingly being used to interpret job descriptions, infer skills, match people to work and support hiring or workforce decisions. The challenge is not simply whether AI can do this, but whether the resulting judgement is transparent, auditable and trustworthy enough to rely on. This session will explore the difference between extracting a signal and making a competence claim, the importance of structured frameworks, and the role of evidence, confidence and human review. Likely themes include responsible capability inference, ethical hiring, audit trails, bias, privacy, data residency and the limits of automation in consequential people decisions. The aim is not to argue for or against AI, but to examine what responsible use looks like when the output may influence real workforce decisions.

Mapping Learning to SFIA

• A guide to mapping learning to SFIA

Guidance and recommendations to help drive good practice and consistency of outcome in assessing and diagnosing professional skills and competencies.

Employers have no shortage of skills frameworks, taxonomies and capability models to choose from. The harder question is what makes any of them usable in practice. Nigel Palmer and Emma Connolly draw on what they are seeing across their own contexts to explore where structured approaches such as SFIA help and how organisations adapt frameworks to their own workforce, decisions and constraints.

The session will be a shared-experience discussion for employers and practitioners focussed on workforce capability, skills, development, mobility, workforce planning and related organisational decisions.

What if SFIA could do more than define roles and skills? What if it could help shape the digital workforce of the future? At the University of Otago, we moved beyond adopting SFIA as a skills framework, embedding it into our digital operating model as a common language for roles, capability, career pathways and workforce decisions. This foundation led to the Digital Capability Intelligence Framework (DCIF), co-authored by Steven Turnbull and Rasha Abu Safieh, transforming structured SFIA data into strategic capability intelligence. As AI reshapes work, this intelligence becomes increasingly powerful. This session shares Otago’s journey from SFIA adoption to capability intelligence and explores how organisations can use it to identify where AI can amplify human capability, reshape roles and accelerate workforce transformation. The opportunity ahead is to move beyond understanding the skills we have, towards using capability intelligence to intentionally shape the human–AI workforce we need next. This sessions looks at: (1) SFIA as the Foundation for a Future-Ready Digital Workforce: How the University of Otago embedded SFIA across its higher education digital environment to create a strategic foundation for role design, workforce development and organisational transformation. (2) Capability Intelligence as a Strategic Transformation Pillar: How organisations can move beyond skills mapping to turn capability data into strategic intelligence—providing leaders with greater visibility of capability strengths, vulnerabilities, resilience and future workforce needs. (3) Navigating the AI Era: Intelligence for the Human–AI Workforce: Why capability intelligence is becoming critical as AI reshapes organisations—enabling leaders to anticipate how roles and skills will evolve, identify where AI can amplify human capability, and make more deliberate decisions about workforce, investment and transformation

Earlier this year, the SFIA community helped identify the themes and priorities that should shape SFIA 10. This session provides an update on progress so far and another opportunity to contribute ideas, questions and feedback as the work develops. You do not need to have attended the earlier workshops. If you did, there is still plenty of value in joining again: you can see how the work has progressed, respond to emerging proposals and help influence the next stages of SFIA 10.

.Most organisations already have capability frameworks, competency models, professional standards or internal role structures in place. The practical question is often not whether SFIA should replace them, but how different frameworks can work together without creating duplication or confusion. This session is intended to bring together several perspectives on multi-framework use. Proposed contributors would share short practical examples of working with different frameworks, followed by discussion on where frameworks overlap, where they complement one another and how organisations can decide which framework is most appropriate for a particular requirement. The session will also look at the risks of forcing artificial equivalence between levels and the importance of comparing the underlying descriptions, outcomes and responsibility expectations rather than simply matching numbers.

Airservices Australia (Airservices) is Australia's Air Navigation Service Provider (ANSP), in line with the Chicago Convention of ICAO (https://en.wikipedia.org/wiki/Convention_on_International_Civil_Aviation). Airservices encompasses a wide range of employees, who manage equipment, technology and facilities across Australia. Our use of competency management allows us to understand people's abilities, skills, experience and suitability for asset, technical and engineering work. SFIA provides a structural baseline and framework for assessing and recording skills and proficiency, which is aligned with Australia's national use of SFIA. This presentation will show how SFIA has assisted us in achieving our target of effective Competency management.

• The relevance of Competency Management at Airservices Australia. The relevance of SFIA for Competency tracking and management. How SFIA has been incorporated. Periodic updates and assessment.

This session will look at technology workforce trends and the increasingly role for professionalisation as diverse pathways into technology careers are increasingly being used. We will discuss econometric modelling that suggests a wage premium for undertaking SFIA accredited training.

• Benefits of professionalisation of the technology workforce in Australia, econometric modelling

Session 2 — Designing Focused, Outcome-Based SFIA Role Profiles A recurring challenge I observe when helping customers map jobs and roles to SFIA is the tendency to select an excessive number of skills. This can result in over-engineered role profiles that obscure the position’s core accountabilities and the outcomes it is expected to deliver. This session will provide new and experienced SFIA practitioners with a practical approach to designing focused, fit-for-purpose role profiles. Participants will learn how to identify the essential skills, align them with role outcomes and avoid unnecessary complexity—an increasingly important discipline as AI reshapes tasks, responsibilities and ways of working.

• Lesson learn form mapping role description to SFIA.

This session explains how to map, evaluate, and build organisational capabilities for sustainable technology and GreenOps using durable, standardised SFIA skills without creating redundant job titles or isolated frameworks.

• This session introduces the Companion Guide, Skills Applicability Table, and Interactive Summary Chart, while explaining how existing SFIA skills map to environmental and GreenOps outcomes.

Explore how SFIA can strengthen L&D through skills-based gap analysis, personalised learning pathways, career development, succession planning, internal mobility, and workforce capability planning. This session shares practical insights on connecting SFIA skills and proficiency levels with targeted learning interventions and evolving business capability needs.

• Skill Gap Analysis, Learning Pathways, Career Development & Internal Mobility, Succession Planning, Workforce Capability Planning

Beyond Job Titles: Rethinking How We Define, Develop and Recognise ICT Skills How The Collective X is using SFIA to bridge the gap between skills development and workforce demand.

As ICT roles evolve and new skills emerge, how do we ensure that the skills being developed are the skills employers actually need? Differences in job titles, role definitions and competency requirements continue to make it difficult to align skills development with workforce demand, highlighting the need for a consistent, skills-driven approach across South Africa’s ICT ecosystem.

In this session, Deidre Samson will share how The Collective X has adopted and operationalised the Skills Framework for the Information Age (SFIA) to move beyond job titles and establish a common language for defining, developing and recognising ICT skills.

She will explain why SFIA was selected as an open, interoperable, internationally recognised and evolving framework, and how its skills-based structure enables organisations to respond to changing workforce requirements, incorporate emerging skills and align learning with the competencies required in the workplace.

Drawing on The Collective X’s implementation experience, the session will explore how SFIA supports ICT job role mapping, skills programme design, work-integrated learning (WIL) and competency assessment. It will also examine the distinction between ICT and digitally enabled skills, and how a shared understanding of skills can strengthen alignment between employers, government, education institutions and training providers.

Deidre will outline the quality assurance approach implemented with SkillsTX, through which skills programmes are mapped to SFIA and the programme mapping is accredited by a SFIA-accredited assessor. Learners who complete the aligned programme and successfully demonstrate the required competencies through the verification process can receive internationally recognised digital proficiency badges issued through APMG International.

The session will conclude with practical lessons from The Collective X’s SFIA implementation journey, highlighting how a common skills language can help bridge the gap between education, training and employment, and offer valuable insights for organisations looking to strengthen workforce readiness and recognise demonstrated ICT proficiency.

• • The need for a consistent and reliable digital/ICT competency framework. • Why The Collective X selected SFIA as an open, evolving, holistic and internationally relevant framework. • How The Collective X adapted SFIA to create a unified digital/ICT competency framework. • Extending the framework to support progression from school-level digital literacy to professional digital skills. • Creating a common skills language for employers, educators, training providers and learners. • Supporting workforce planning, curriculum alignment, skills assessment and the identification of skills gaps. • Practical lessons from the SFIA journey and perspectives from The Collective X cohort. • A short nod to APMG, informing the audience of skills badges through certification (Scott can provide stats for this)

As SFIA adoption continues to grow, more organisations are investing in internal capability, and more practitioners are finding themselves responsible for delivering successful SFIA initiatives.

This session is for SFIA consultants, assessors, workforce practitioners and organisational leads who want to strengthen their practice and deliver better results for their organisations and clients.

We'll discuss what we see in successful SFIA engagements, where practitioners most often need additional support, and practical approaches for building capability, confidence and credibility.

The session will also introduce a new platform from the Digital Skills Agency that brings together training, resources, and specialist support for people using SFIA in their own organisations or delivering SFIA services to others.

We'll introduce a new way for practitioners to access training, resources, mentoring and expert support. Practical help from experienced SFIA practitioners, when additional capability or specialist expertise is needed.

• Building SFIA capability as a practitioner

Job titles, CVs and career histories only tell us so much about what someone can actually do. As tech roles continue to change, hiring managers need better ways to understand the skills and capability candidates bring and how these align with the work that needs to be done. This session explores how SFIA can bring a stronger skills lens to recruitment, helping organisations look beyond familiar job titles and career paths and make more informed hiring decisions. We'll consider professional skills, behavioural factors, transferable capability and the value of better evidence when assessing candidates. Drawing on Storm Digital Talent's experience in skills-based tech recruitment, we'll also introduce the Lightning Profile, our SFIA-based candidate profiling service, and show how it gives hiring managers a richer view of candidate capability to support confident hiring decisions.

• SFIA in recruitment, evidence based hiring, skills based hiring

Many organisations rely on self-assessment to understand internal capability, but not all skills data carries the same level of confidence. When important decisions depend on capability information, the quality and credibility of that data matters.

This session explores the value of accredited assessments and the role they can play in building trusted skills data for individuals and organisations. Drawing on practical experience from the Digital Skills Agency and SkillsTX, the panel will discuss how accredited assessment supports workforce planning, capability development, recruitment, learning programmes and talent decisions.

Attendees will learn what distinguishes accredited assessment from other approaches, why trusted skills evidence matters, and how accredited assessments can support more confident workforce, learning and talent decisions. The session will be particularly valuable for organisations looking to strengthen the quality and credibility of their skills data.

• Accredited Assessments

Licensing SFIA is straightforward. Making it operational is not. Most organisations map roles to skills, publish the result, and then discover they have a reference document rather than workforce data.

This commercial showcase demonstrates what SFIA looks like once it is running inside a system. Working through a single organisation end to end, Ben Satchwell shows how SFIA is configured against roles, how assessment is run and validated at scale, how gaps are reported to leaders, and how those gaps connect to development that is actually targeted.

The session also covers version migration, reassessment cycles, and how SFIA operates alongside a broader capability framework covering the human skills SFIA was never designed to describe.

Practical, demonstration-led, and aimed at practitioners who have completed their mapping and are deciding what happens next. Includes extended time for questions.

• - Configuring SFIA skills and levels against roles and job families - Running assessment at scale: self-assessment, manager validation and evidence capture - Gap analysis and reporting for capability leads, business unit leaders and executives - Linking assessed gaps to development activity without defaulting to a course catalogue - Managing SFIA version changes and reassessment cycles - Operating SFIA alongside a broader capability framework in a single system - Practical implementation sequencing and common failure points - Live Q&A

Join Assess Management (ValidateSkills) for a demonstration of our next-generation SFIA skills assessment platform. See how the integration of AI enhances the assessment experience, helping employees better articulate their skills, recognise transferable capabilities, and identify personalised development opportunities.

• - Step by step guide of our next generation Validate Skills Assessment Platform (VSAP). Taking a look at how to manage SFIA from a business perspective. The processes employees and manager go through and how the outcomes give an insight into the organisations skills competency aligned to SFIA. Transforming your IT PDR's (Personal Development Reviews) following an international skills framework. We will highlight some of our AI features that can help users to improve competency and proficiency in their career.

Qualifications tell employers what someone has studied. But do they tell them what that person can actually do? As AI reshapes entry-level roles and employers raise expectations of new talent, the gap between education and workplace readiness is becoming harder to ignore. Young people need more than knowledge; they need commercial awareness, business understanding, critical thinking, innovation and sales, and the ability to operate effectively in the real world of work. Crucially, they also need a credible way to prove those capabilities.

In this session, “The Company Doctor”, Gary Gamp explores why Career Ready Academy was created to tackle that gap and how, by working with APMG International, a SFIA partner, these employer-led certifications have been mapped to the SFIA Framework to enhance the student’s credibility

Gary will show how SFIA-aligned digital badges can turn often invisible workplace skills into credible, shareable evidence, helping emerging talent stand out beyond academic qualifications and giving employers greater confidence that the people they recruit are genuinely ready to contribute from day one.

• • The workplace-readiness gap facing students, graduates and early-career professionals. • How AI and automation are changing entry-level roles and employer expectations. • The professional, commercial, technological and interpersonal capabilities often missing from traditional education. • Why Career Ready Academy was developed and the employer-led thinking behind it. • Mapping Career Ready Academy achievements to the globally recognised SFIA Framework together with APMG International • Turning learning into credible and shareable evidence through SFIA digital badges. • Helping young people communicate their capabilities and stand out beyond academic qualifications. • Giving employers greater confidence when identifying workplace-ready talent. • Lessons from connecting a career-readiness programme with an established skills framework.

Identify the struggles organizations have executing initiatives wthout clear visibility into the available skills and/or actual skills required to deliver the project. How a digital skills inventory can map to core disciplines such as: Cybersecurity, Business Continuity, Information Management, Cloud Management, and IT Strategic Plannning.

• Developing a digial skills inventory and why this is a critical process. Struggles delivering technology projects. Limited visibility into skills. Why a frameowkr for digital skills is just as important as other frameworks for ITSM, cybersecurity, business continuity, etc.