System Engineering Competencies : Raytheon s Engineering Competency Model Framework. Brian H. Wells Raytheon Chief Systems Engineer

Transcription

1 System Engineering Competencies : Raytheon s Engineering Competency Model Framework Brian H. Wells Raytheon Chief Systems Engineer brian_h_wells@raytheon.com 9 June 2009 Copyright 2009 Raytheon Company. All rights reserved. Customer Success Is Our Mission is a registered trademark of Raytheon Company.

2 Purpose of Presentation Present a Complete Framework for Engineering Competencies that includes Systems Engineering Present Competency Model Framework Uses and Limitations Indicate how the models relates to the individual and the enterprise Define what this adds to the current approach Page 2

3 Motivation for the Framework Brings structure and discipline to the process of defining engineering competency models Enforces consistent competencies (knowledge, skills and behaviors) across the broad range of engineering competencies Simplifies the creation of engineering competency models Enforces commonality with other functions competency models Applies consistent leadership competencies to the engineering competency models Framework simplifies the process and provides needed consistency Page 3

4 Competency Model Framework Characteristics Multi-layer Separates Engineering unique abilities from abilities generally required for personal and business enterprise success Multi-Dimensional Engineering Abilities Each dimension has unique knowledge and skills that are orthogonal to the other dimension The number of dimensions depends on the engineering organization considered Full Engineering Competency Model has four dimensions plus the foundation layer Hierarchical Competencies have associated lower level competencies Computer Based, User Friendly Easy to Implement, Suitable for Use by Managers and Individuals Page 4

5 Multi-Layer Two groups of abilities in three layers Engineering Unique abilities are collected in one layer Enterprise wide abilities are in two layers Enterprise wide Abilities Leadership Knowledge and Skills Engineering Knowledge and Skills Engineering Unique Abilities Enterprise wide Abilities Foundational Knowledge and Skills Page 5

6 Multi-Dimensional Engineering Competency Model Framework 3-Dimensional Example shown (applies to one mission area) Leadership Knowledge, Skills and Behaviors Domain Expertise Discipline Expertise (dimension -2) Mechanical, Electrical, Software, Systems, etc. Lifecycle Knowledge (dimension -3) Life Cycle processes from concept definition to system retirement Domain Expertise (dimension -1) Radar, Communications, Sonar, Missiles, Space, Intelligence, etc. Mission Knowledge (dimension -4) Air Traffic Control, Missile Defense, Air Defense, Strike, etc. Discipline Expertise Engineering Knowledge, Skills & Abilities Foundational Knowledge, Skills and Behaviors Foundation Knowledge, Skills and Behaviors Communication (writing and speaking), ethics, security, etc. Attitude/Motivation Leadership Knowledge, Skills and Behaviors Organizational, Negotiating, etc. Page 6

7 Using the Multi-Dimensional Concept Discipline Expertise 3-Dimensional Example Verification Design Requirement Concept Mech H/W S/W Elec H/W SE Radar Comms Sonar Domain Expertise Basic Advanced Skilled Expert Sub-cubes are filled in through education and experience Four proficiency levels: basic, skilled, advanced and expert, plus: No expertise and minimal training - introductory level (blank) Example shows a Radar Electrical Designer that is an expert at hardware verification, is skilled at writing radar electrical requirements, and has some basic knowledge of electrical H/W concept and detailed design Intersection of the dimensions provides unique abilities not found in a single dimension Page 7

8 Acquisition of Engineering Knowledge and Skills (four dimensions) Discipline Provided by Colleges and Universities Domain Basics taught in undergraduate, expertise developed on the job or in graduate schools Lifecycle (Process) Developed within corporation in the past Provided by INCOSE, IEEE and others today Recently added to Master s programs in about 50 Universities Mission Area Expertise developed on the job Page 8

9 Application of Hierarchy Domains, Disciplines, Processes and Missions break down into lower level, more detailed areas e.g. Radar Design can break into Radar Receiver Design, Radar Antenna Design, etc. Engineers may specialize in one or more of the lower level areas For each high level area lower sub-areas are defined and used to assess knowledge and skills Number of lower levels is not limited but should typically not be more than 2 for practical (time and complexity) reasons Page 9

10 Implementation of the Framework Framework Tool creates Engineering Competency Models for use in the HR Talent Management System Competency models are Role Specific HR Talent Management system connects people to roles at assess how well they fit with the position and to determine training and development needs Manager Input Role Syntax Organization Specific Role Engineering Framework HR Talent Management System Manager Employee Input Input HR Talent Management System Competency Framework Role and Organizational Specific Competencies Competency Database Role Role Role Role Competencies Competencies Competencies Competencies Page 10

11 Uses of Competency Model Recruitment and Selection--Competencies define categories for behavioral-event interviewing, increasing the validity and reliability of selection and promotion decisions. They also let candidates know what behaviors Raytheon values, contributing to better organizational fit. HR Review--Competencies can be used to identify individuals to fill specific positions and/or identify gaps in key competency areas Recruitment and Selection HR Review Competency Model Training and Development Training and Development-- Curriculum can be designed around desired competencies. Page 11

12 Definition of Roles Pre-defined Roles are mapped by defining the capabilities in the multi-dimensional space and the foundation that must be possessed by the person in that role. Some (specialist) roles will have narrow (limited) extent in the multi-dimensional space Typical Systems Engineering roles require a broad range of skills that span the multi-dimensional framework Senior roles typically have greater extent with more advanced and demonstrated knowledge, skills and abilities required Roles mapped to knowledge and skills, combined with behaviors provides the position-specific competency model Page 12

13 Creation of Systems Engineering Competency Models using the Framework 10 Systems Engineering Competency Models created using the Framework Chief SE, Chief Architect, SE Team Lead, I&T Lead, M&S Lead, Requirements engineer, IV&V engineer, M&S engineer, Mission Analyst, Logistics Support engineer Significant categories identified and rated We are in the process of defining another 10 models Model definition with the framework was quick less than 2 hours for a team of a few experts Page 13

14 What is New with this Approach Framework provides a method for creating consistent engineering role competencies Existing tools require a predefined competency model and do not provide a means for creating the hundreds of competency models needed for engineering Framework allows individuals to characterize themselves without presuming or declaring a role Individual can then be compared to many role competency models or at least to current role and desired role competency models Enables matching of personnel to open positions (roles) Current approach requires the individual to work through each competency model separately Minimizes the time required by the individual Framework and augmented proficiency scale definition provides an evidence based approach for determining proficiency Page 14

15 Status and Summary Framework has been defined Initial Assessment and Role Definition Tool developed Process and tool have been tested on Engineering Fellows Updates and Improvements are being made General release and use within Raytheon is planned for late 2009 or early 2010 Page 15

16 Biography Brian Wells is the Raytheon Chief Systems Engineer and a Senior Principal Engineering Fellow within Raytheon s corporate engineering organization. Prior to this assignment, he was the Technical Director of the Future Naval Capabilities organization within Integrated Defense Systems, and the Total Ship Systems Engineering Lead for the Navy s Zumwalt program. He has held a number of management positions including manager of the Systems Design Laboratory, Patriot System Engineering manager, and Missile Concept and Design department manager. Brian has been with Raytheon for thirty-three years. He is a member of the International Council on Systems Engineering (INCOSE), Institute of Electrical and Electronics Engineers (IEEE), and the National Defense Industrial Association (NDIA). Page 16

17 General Syntax for Role Definition Dimension 1 Level 1 _ [Dimension 1 Level 2] _ Dimension 2 Level 1 _ [Dimension 2 Level 2] _ Dimension 3 Level 1 _ [Dimension 3 Level 2] _ Dimension 4 Level 1 _ [Dimension 4 Level 2] _ [Leadership Role] _ Engineer Where: [ ] are optional depending on whether capability in that dimension is two levels deep and on the degree of specialization associated with the role, Cross dimensional capabilities are noted with an x Lower levels can be added to define further specialization Page 17