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- 19:17, 12 May 2011 diff hist +40 N File:INCOSE UK Working Group Competency Framework.png Source: INCOSE, 2010, Permission Pending
- 18:43, 12 May 2011 diff hist -4 Roles and Competencies →Existing SE Competency Models
- 18:42, 12 May 2011 diff hist +1 Roles and Competencies →Existing SE Competency Models
- 18:41, 12 May 2011 diff hist +12 Roles and Competencies →Existing SE Competency Models
- 18:38, 12 May 2011 diff hist -38 Roles and Competencies →Existing SE Competency Models
- 18:22, 12 May 2011 diff hist +32 Roles and Competencies →Existing SE Competency Models
- 18:19, 12 May 2011 diff hist +7 Roles and Competencies →Existing SE Competency Models
- 18:18, 12 May 2011 diff hist 0 Roles and Competencies →Existing SE Competency Models
- 18:15, 12 May 2011 diff hist +11 Roles and Competencies →Existing SE Competency Models
- 18:14, 12 May 2011 diff hist +41 Roles and Competencies →Existing SE Competency Models
- 18:00, 12 May 2011 diff hist +1 Roles and Competencies →Existing SE Competency Models
- 18:00, 12 May 2011 diff hist 0 Roles and Competencies →Existing SE Competency Models
- 17:59, 12 May 2011 diff hist -2 Roles and Competencies →Existing SE Competency Models
- 17:55, 12 May 2011 diff hist 0 Roles and Competencies →6. Expert: Applies the competency in exceptionally complex situations.
- 17:54, 12 May 2011 diff hist +2 Roles and Competencies →5. Advanced: Applies the competency in considerably complex situations.
- 17:54, 12 May 2011 diff hist +2 Roles and Competencies →4. Intermediate: Applies the competency in complex situations.
- 17:54, 12 May 2011 diff hist +2 Roles and Competencies →3. Basic: Applies the competency in somewhat complex situations.
- 17:54, 12 May 2011 diff hist +2 Roles and Competencies →2. Awareness: Applies the competency in the simplest situations.
- 17:53, 12 May 2011 diff hist +3 Roles and Competencies →1. No exposure to or awareness of this competency.
- 17:53, 12 May 2011 diff hist +2 Roles and Competencies /* * Create – Put parts or elements together in such a way as to reveal a pattern or structure not clearly there before; identify which data or information from a complex set is appropriate to examine further or from which supported conclusions can
- 17:53, 12 May 2011 diff hist +3 Roles and Competencies →* Evaluate – Make judgments about the value of proposed ideas, solutions, etc., by comparing the proposal to specific criteria or standards.
- 17:52, 12 May 2011 diff hist +3 Roles and Competencies →* Analyze – Break down information into its constituent parts and recognize their relationship to one another and how they are organized; identify sublevel factors or salient data from a complex scenario.
- 17:52, 12 May 2011 diff hist +3 Roles and Competencies →* Apply – Know when and how to use ideas, procedures, methods, formulas, principles, theories, etc.
- 17:51, 12 May 2011 diff hist +3 Roles and Competencies →* Understand – Read and understand descriptions, communications, reports, tables, diagrams, directions, regulations, etc.
- 17:51, 12 May 2011 diff hist +3 Roles and Competencies →* Remember – Recall or recognize terms, definitions, facts, ideas, materials, patterns, sequences, methods, principles, etc.
- 17:50, 12 May 2011 diff hist +3 Roles and Competencies →* Mission (e.g. air defense, naval warfare, rail transportation, border control, environmental protection, etc.).
- 17:50, 12 May 2011 diff hist +3 Roles and Competencies →* Domain (e.g. aerospace, ships, health, transportation, etc.), and
- 17:50, 12 May 2011 diff hist +3 Roles and Competencies →* Life Cycle (e.g. requirements, design, testing, etc.),
- 17:49, 12 May 2011 diff hist +3 Roles and Competencies →* Discipline (e.g. electrical, mechanical, chemical, systems, optical, etc.),
- 17:47, 12 May 2011 diff hist +12,177 Roles and Competencies →Article Discussion
- 16:46, 12 May 2011 diff hist +5 Enabling Individuals →The Nature and Role of Systems Engineering Standards
- 16:46, 12 May 2011 diff hist +4 Enabling Individuals →* Education, training and development – Curriculum can be designed around desired competencies.
- 16:45, 12 May 2011 diff hist -1 Enabling Individuals →Individual, Team, and Organizational Competency
- 16:44, 12 May 2011 diff hist +3 Enabling Individuals →* Guide to the Project Management Body of Knowledge (PMBOK)
- 16:43, 12 May 2011 diff hist 0 Enabling Individuals →*Guide to the Project Management Body of Knowledge (PMBOK)
- 16:43, 12 May 2011 diff hist +1 Enabling Individuals →*Guide to the Software Engineering Body of Knowledge (SWEBOK)
- 16:43, 12 May 2011 diff hist +3 Enabling Individuals →*Guide to the Software Engineering Body of Knowledge (SWEBOK)
- 16:42, 12 May 2011 diff hist +2 Enabling Individuals →* Education, training and development – Curriculum can be designed around desired competencies.
- 16:42, 12 May 2011 diff hist +2 Enabling Individuals →* Education, training and development – Curriculum can be designed around desired competencies.
- 16:41, 12 May 2011 diff hist +2 Enabling Individuals /* * 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 are valued within their o
- 16:41, 12 May 2011 diff hist -2 Enabling Individuals →Individual, Team, and Organizational Competency
- 16:39, 12 May 2011 diff hist -2 Enabling Individuals →*[Human resources planning and placements – Competencies can be used to identify individuals to fill specific positions and/or identify gaps in key competency areas.]
- 16:39, 12 May 2011 diff hist 0 Enabling Individuals →*Human resources planning and placements – Competencies can be used to identify individuals to fill specific positions and/or identify gaps in key competency areas.
- 16:38, 12 May 2011 diff hist +2 Enabling Individuals →*Human resources planning and placements – Competencies can be used to identify individuals to fill specific positions and/or identify gaps in key competency areas.
- 16:38, 12 May 2011 diff hist -5 Enabling Individuals →*Human resources planning and placements – Competencies can be used to identify individuals to fill specific positions and/or identify gaps in key competency areas.
- 16:37, 12 May 2011 diff hist +7 Enabling Individuals →*Human resources planning and placements – Competencies can be used to identify individuals to fill specific positions and/or identify gaps in key competency areas.
- 16:36, 12 May 2011 diff hist +2 Enabling Individuals →Individual, Team, and Organizational Competency
- 16:35, 12 May 2011 diff hist +7 Enabling Individuals /* *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 are valued within their or
- 16:35, 12 May 2011 diff hist -1 Enabling Individuals
- 16:30, 12 May 2011 diff hist +5,304 Enabling Individuals