 So, um, one of the things we've, we, our speakers have touched on today is the accredited certification program, the, the aspect of certain organizations choosing to be accredited under these programs and to talk about that in a bit more detail. I'm delighted to introduce Peter Bayer from DXC. He is a DXC technologist for DXC technology. He works closely with architecture capabilities to align the global strategy and exploiting the standards of mandating methods, tooling and skills. He coordinates, develops strategies and solves problems to further enhance the internal architecture profession in response to the developments in the IT industry. Dr Bayer was the chief technologist in the analytics and data management practice from enterprise services where he was instrumental in developing the new practice in the Netherlands through capability development and business development. And today, Peter is going to give an overview of the accredited certification program, how it benefits employees, employers and third parties. So a warm welcome from the open group please to Dr Peter Bayer. Welcome Peter. Nice to see you. Thank you very much. There you are. Can you hear me okay. Yes, I can hear you. Thank you. Okay, good. Great. So, welcome everyone. And thank you for joining. So, I guess we all recognize from the previous presentation from others that the shift to digital certainly isn't an easy one if you're talking perspective or professions, right. These look like they're going easier but getting things harness in the profession is, it's not an easy job. And Scotland has shown us that organizing a profession takes quite an effort to do it very well in an organization. So, part of the, the professions program as we look at today here in this, this session is the accredited certified program the ACP for short. That's what I'm going to talk about today. So this presentation is not about what the criterias are for becoming an ACP now it's talking about what is it and and how can it help you as an organization or an employee to benefit. Right. So, the next slide. So, look at organizations. Typically what I see in my organization and others is that the line of business has definitely they need to to define they need to maintain competencies build competencies in order to to service their, their clients, whether that is individual companies, whether there's governments. Everyone has to operate a line of business and you need professional people for that. Right. You need to manage supply and demand with skilled professionals. And on top of that, you also have to facilitate the career progression of your employees to to keep them happy and to give them perspective as an employer to to work for you. So, one of the key things that employers need to do is maintain and solid hiring process for contractors for recruiting do they fit in your skills program, etc. Doing that is not easy. Yeah. If you have not defined professions very well, hiring becomes an increased project risk if it doesn't. If it isn't defined properly. Yeah, what kind of people are you looking for to do a certain job. That is one of the pains that we see organization in getting someone from the market or internally even for a certain project or certain job. So it's difficult also to keep up with the changes in the world. What's going on under your show is that the whole digital shift has confronted us actually with a new discipline within the architect profession. We built a new set of skills around that. And also within organizations, consistency across job families across professionals within the organization is quite something you can benefit from. There's quite that. I often see quite a lot of conversations. Yeah, I need an architect, but what type of architect are we looking for. I need an IT specialist. Yeah, what what type of specialist are we looking for. So what you see here is generally the pains that HR organizations and also the business is confronted with in trying to find. What generally in in the. In defining the jobs. So, let's see, right. So, what we have here then is an accredited certification program. And all these perspective from my first slide were considerations to build a program that standardizes the process and the criteria for a certification. And that is the program we've seen, but the accredited certification program establishes for your organization foundation for the required skills and experience necessary to achieve certification. And the whole ACP accreditation accredited certification program that has been designed to be flexible to be extensible has gotten up give us a sneak preview of that. And we will learn also in other presentations more from that, but the framework may be adopted by any industry by any country by organization you could do country specific stuff organization specific stuff so the whole framework is built to be flexible and extensible. And it includes and this is where this program is about accreditation for third parties to establish an oppressed a professional certification program that is affiliated to the open group certification such as open certified architect open certified data specialist, and so on. So, we, within the team, we had some conflict considerations of my slides. Okay, so. So, these are all considerations in building also a set of requirements and a policy that is kind of. Natural fitting the certification program as you will learn later with the individual presentations about data scientist about architecture and so on. There is a certification policy. What policies do apply in certification land with that specific profession and what conformance requirements are there. Now, analog to that, we also built an accreditation policy and accreditation requirements. So what does it need in order to become accredited in running a program for certification within your organization. So there's a natural fit there. Yeah, and developing these conformance requirements for the individual professions. We frequently had discussions. Okay, if we come up with a requirement for certification for conformance about, for example, the data scientist. How does that affect an organization that runs a certification program. So there's a tight connection actually to the to when that's why I say. It's a natural fit, but it's also an integral part of the whole program. Right, so currently, and that has been shown before we have four professions in the program. There's the architect as the data scientist, technical specialist and trusted technology provider, which is kind of the new kid on the block. Um, as a ACP, you can adopt all four of them or any combination. So what characterizes an accredited certification program. So, in our teams, we talk about it's indirect certification. So what does that mean and basically the whole process of peer evaluation. Normally, organized by certification authority of the open peer review book that is actually delegated to the certification of the ACP program. So the ACP actually organizes all that stuff that peer review boards are people compliant with the conformance, conformance criteria. And so on. So they ensure that the candidates meet the conformance requirements. And they ensure that the whole program as defined by the open group is followed within the organization. They ensure an ACP ensure that the method of doing the evaluation, the procedures that they are functionally equivalent to those defined by certification policy and the professions configuration document. And as Scott have shown, you actually can augment that, that on top of your own requirements for your professions defined within your organization. Like I say here, ACPs may add their own requirements to those of the open group standard. Yeah, for an hour's method. So, what that basically looks like is that you have defined the profession. And that is based on the open group standards. And on top of that, you can apply your own additional standards or requirements that people must adhere to in order to become certified. So there's three choices for the road to certification. We have been developing in the regular program where we have direct certification through the the open group through the certification authority. We now have an under us has shown that a modular approach, a stepwise approach towards certification. ACPs have actually free choices. They can follow the monolithic approach, where we have a single certification package, and that can be extended with the organization zone criteria. The ACP can follow the steps defined by the open group, which we call the modular approach with all the badges. You can define your own steps as long as this follows functionally that it is equivalent to what the the open group has defined. So anyone certified through an ACP must meet or exceed of course the requirements for certification direct with the open group. And that is what characterizes the program and that organizations need to look after when they start such a program, but what parties are involved them. So becoming an ACP the open group has the certification authority, and they do all the administration and the certification authority appointed an assessor to look at your process and the way you have organized your steps to enable people to evaluate people assess people where they are with their level of conformance with their portfolio experience. So normally organizations apply a certification program manager, typically a person who is responsible for responsible for the operation for the quality for the integrity of the program. And basically that person who organizes it within the organization and the single point of contact for the certification authority. All right, so the road towards certification with ACPs, like I mentioned before, you can augment criteria on the certification or the certification conformance requirements. So basically, as an ACP, you can personalize the road towards certification, you can add your own requirements to that. You can modularize it create a whole new structure. And you can actually choose whether you use the, the certification authority to issue, issue milestone patches, but you can also do with your own. The key question for ACPs to follow is whether have the professions conformance requirements been met. And is the innovation process functionally properly done doesn't need to be identical it doesn't need to follow all the steps that have been defined by the direct certification. But there must be a functional level that we can say, okay, there has been a evaluation taking place by the candidate for the candidate by peer reviews that is functionally properly and equivalent. So let's level look at the other side of the coin. What's in it for the professional. So for the professional, it assures your own power with your peers within your organization outside your employer's organization. So for the professional, this actually increases your value increase that increased value to yourself that increased value to your peers and to your employer, because we have a good defined profession based on industry standards here within the open group. That's a long history. So that really increases your value to the outside world and to yourself and employer. It articulates very well your portfolio of experience. Those who have gone through the process of becoming sure to find will recognize that there's lots of questions that are experience based. Like previous presenters already said the focus is on experience not on knowledge also knowledge but experiences the center of gravity. So as a professional, we are trying to understand what you did as a professional to solve business problem with a technical solution. And it gives you a lot of clarity on your career progression. This is a challenging statement but would for you as a professional with an ACP be a selection criteria for your next employer. Something to think about, because if I look at it from the outside world. If I look at an employer that runs that has been accredited as a ACP as the accredited certification program. To me, that would mean this employer has things very well in order they have a structure they think about their profession they think about how they, they organize things. So, something to think about. Typically what I see from enterprises that run an accredited program. They apply a profession framework that sets the baseline. It sets the standard for people what they are expected to do what they need to do. They typically augment in our standards on top of the baseline, the baseline has defined by the open group. The benefit of economy of skills in both ways larger organization actually can scale up the profession program doesn't cost benefit. And if you look at if you join the program versus individual certification, while smaller organization can actually take advantage of the plug and play mechanism. You can just plug and play the whole framework in your organization, because that framework has already been built on. There's very few resources needed in order to get it going. So this is typically what we see with organizations that run the program. Second part of that. Yes, you do need to set up your own system. And what we have really seen is that structuring that part in your organization. It also leads to communities because you have birds of a feather people that have a common thing to talk about. So, you actually automatically start creating communities. So very nice is that we can introduce or the industry can introduce new professions to contribute. We've recently seen the trusted technology arts, which is a new profession really emerges in the industry and that is contributed to the program. We can actually talk about think about profession in the box, so that we create actually a box. Okay, how do we need to add a new profession to the certification program as a whole organizations typically are more mindful about their individual property. What do we share versus what do we not share that's also part in the, if you participate in the work groups. Great. And that's how this whole program started a couple of organizations in the industry joined together. Hey, this is common. We all face the same problem. And we share things without sharing too much because you might throw that. And one of the great benefits is that they, those enterprises they externalize what they do regarding the profession I've seen, and probably what Scott not have shown us it's a great example of an organization can externalize what they do regarding the profession. Isn't that a great advertisement. Hey, this is what we do as an organization to build your career towards your potential clients and employees. This is what we do. Also, think about RFPs request for proposals. How many people are asked how many organizations are asked. What do we have organized in terms of the knowledge and experience that is going to help me with my project. So this is really a good sales item for organization. This is the way we have organized our profession. Professions and how we we evaluate them that they are current enough today. So, in summary, an ACP. The short for accredited certification program. We see it as an integral part of the professions program. That's on the spotlight today. There's benefit for both the employer and the professional like I've shown you. Think about it is the in ACP my next employer. There's a framework for third parties. About the profession about certification about evaluation and the whole program is flexible and extensible. Think about profession in the box. Think about how we can add a new profession to the program. I'm sure there's many. Professions looming down with the whole digital shift. I think we only see the very beginning of it. Okay, Steve, back to you. This is what I had to share today. Thank you, Peter. And it's great to leave on that on that note is this is the start, but there, there are almost certainly many more. So, thank you for your overview from the ACP perspective and we'll have you back for the panel session just a little later. Thank you for your questions coming in there as a reminder, please put your questions in the Q&A channel rather than the chat. But great job, Peter, warm round of applause please for Dr. Peter buyer. Thank you. So folks, just before we go to the break, I just made a quick note of some of the countries I said why not go into chat and say where you where you're joining us from and many of you did and I appreciate it. So just based on what I see in the chat, we've got people in the UK, Australia, India, United States, Canada, Singapore, Algeria, South Africa, the Czech Republic, Dubai and Peru. So if your country isn't in there then please go in the chat and even if it is, go in the chat and tell us where you're joining from and anything else you want to share with your fellow colleagues. We'll take a break and be back in 10 minutes. Thank you for your attention and we'll start from again in 10 minutes time. Thank you.