Commercial Function Competences

Introduction

The Defence Commercial Function (DCF) Skills Framework [PDF] External link to Ministry of Defence Intranet content was launched on 23 April 2008 following the successful completion of formal consultation with the Trades Union.

This Framework, which replaces both the previous Commercial and Procurement functional competence frameworks, has been produced to better reflect the formation of the DCF and the skills required by the Function. It also addresses DGCP recommendations to reduce the number of individual functional competences and remove duplication with both the Single Skills Framework and other Functional Competence Frameworks.

If you have any queries on this framework, please contact the Sponsor by email: DGDC-CC-Dev1.

Who is the Framework for?

The Framework is intended to cover the entire Defence Commercial Function although it is recognised that there may be some groups who have their own functional competences, but who may also wish to make use of the competences in this Framework. The Framework is also intended for use, not only by those people in the DCF, but also others who may not have a Commercial Licence but may have some commercial responsibilities, such as Project Team Leaders. It is applicable to both civilian and service staff alike.

When should it be used?

The Framework interfaces with the MOD Single Skills Framework External link to Ministry of Defence Intranet content , launched in December 2005; it is one of the functional competence frameworks that complement the core competences. Functional competences are used alongside the core competences to support Human Resources (HR) processes. In particular, they underpin training and development programmes, career planning and post filling in the various functional areas.

Skills planning enables the individual to decide which skills they need and wish to develop in order to progress, and helps the Department to ensure it has the right mix of skills to enable it to meet its objectives. By knowing what skills they currently possess, individuals can then decide which they wish to develop and to which level. HRMS includes the functionality to record the skills needed for posts and those held by individuals. This, in turn, helps them to identify the skills they already have and those that they need for the future; all this means that the MOD is better able to ensure that the right person is in the right job at the right time.

When developing Post Profiles, Line Managers should consider carefully the skills required for the post and the level Level 0, Level I, Level II or Level III - at which they are required. It is likely that the vast majority of posts will focus on a combination of Level I and Level II competences. A focused, robust Post Profile will aid the Line Manager in drafting JOB adverts in support of the staff recruitment process.

For further information please contact:

Director General Defence Commercial, Commercial Capability Development 1
Maple 2 #2233
Abbey Wood
Bristol
BS34 8JH

Tel: 9352 37895 or e-mail: DGDC-CC-Dev1@mod.uk

Associated Documents

Commercial Function framework [366KB PDF]

Change History

1 February 2010: Minor editorial amendment to remove reference to HRMS Job Codes.
1 May 2009: Change of Sponsor from DCD-HCC-Dev1 and change of further information contact details.
1 February 2009: Updated guidance for when the new Commercial Function Framework should be used.
1 September 2008: New Commercial Function Framework now available under Associated Documents.
1 August 2008: Change to Sponsor title.
1 June 2008: Updated to reflect the new Defence Commercial Function (DCF) Skills Framework launched on 23 April 2008.
1 March 2008: Minor editorial changes to reflect organisational changes.