BIICF outlines the competencies both technical and soft skills that are essential to effective performance in the ICT roles. The framework can be used as the basis of ICT talent management processes and provides a common reference for the ICT professionals in performing their daily tasks, and identifying specific competencies needed to perform the tasks or role. This will help to strengthen the capability of the organisation.

BIICF defines the range of skills and competencies that the ICT professionals needs to have to perform their tasks effectively. It is a guide to assess the knowledge and skills needed for current and future ICT roles as well as the competencies that ICT professionals need to enhance their careers and to create and preserve value for their organisation. Ultimately as depicted in the diagram, the competency framework is essential for holistic workforce management.



BIICF consists of the following components for each Job Role:

Component of the BIICF Description


Job Title

Name of the Job Role


Alternate Job Title

Alternative or other names for similar Job Role



Name of the common Sub-Sector of the Job Role


Functional Group

Name of the main of the Job areas or functions


Job Family

Name of the specific Job roles within the Function


Job Level

Common Job Level in the company or organisation


Job Description

Common list of key duties and responsibilities for the Job Role


Critical Work Function

Common job activities or task performed by the Job Holders


Entry Requirements

Minimum educational qualification based on Brunei Darussalam Qualifications Framework (BDQF) required to hold this position


Technical Skills and Competencies

List of required technical skills and competencies and expected proficiency levels


Soft Skills and Competencies

List of required soft skills and competencies and expected proficiency levels


Trainings / Professional Certifications

List of recommended training and professional certifications for the Job Role


Technical Competency Descriptors

Description of each technical competency and proficiency level


Soft Skills Descriptors

Description of each soft skill and proficiency level

The list of competencies and recommended trainings provided in this framework is however non-exhaustive and shall be continuously updated so they remain relevant.

This section helps the reader understand how to navigate the BIICF.

The framework is divided into several sections:

  • Job Roles – Showing the details of the individual Job Roles. This section contains information such as job description, entry level for the role and its critical work functions. Included in this section is a list of recommended Technical Competencies and Soft Skills that are deemed relevant as well as the Proficiency Level that a person should strive to attain in the role. At the end, a list of recommended Trainings or Certifications is included.

Entry requirements based on BDQF Levels:

BDQF Levels Schools Sector Qualifications Technical and Vocational Education Sector Qualifications Higher Education Sector Qualifications
8     Doctoral Degree
  • Master's Degree
  • Post Graduate Diploma
  • Post Graduate Certificate
6     Bachelor's Degree
  • IBTEBrunei Maritime Academy (BMA) Diploma
  • Advanced Diploma
  • Higher National Diploma (HND)
  • Foundation Degree
  • Advanced Diploma
  • Higher National Diploma (HND)
  • GCE "A" Level
  • IGCSE "A" Level
  • IB Diploma
  • STPU
  • Higher NationalTechnical Education Certificate (HNtec)
  • BDTVEC Diploma
  • GCE "O" Level (Grades A-C)
  • IGCSE and GCSE "O" Level (Grade A*-C)
  • SPU (Grades A-C)
  • BTEC Level 2 Diploma
  • National Technical Education Certificate (NTec)
  • Skills Certificate
  • GCE "O" Level (Grades D-E)
  • IGCSE "O" Level (Grade D-E)
  • SPU (grades D)
  • BTEC Level 2 Extended Certificate
  • Skills Certificate 2 (SC2)
  • Industrial Skills Qualifications (ISQ)
  • Competency Proficiency Apprenticeship (COP)
1 BTEC Level Introductory Certificate Skills Certificate 1 (SQ1)  





This guide has been produced to explain how to use the ICT Competency Framework to get the most out of the framework’s functionality to practically implement competency improvement efforts. The BIICF can be used to meet the businesses needs for:

  • Talent attraction and recruitment
  • Managing employee performance
  • Planning and executing reskilling and upskilling of the workforce
  • Transforming the ICT function to fit on the current requirement by the business

As for academia, BIICF will support the following:

  • Review of existing curriculum to align with the competencies needed by the industry
  • Used as a reference to enhance the curriculum by offering industry specific skills training as top up skills for their undergraduates. This will enhance their graduate employability ratio
  • Offer industry relevant skills training to the public which can be an additional revenue generating programme by the academic institutions.
  • Introduction of new courses and programmes which is aligned with the current needs of the industry.

Training Providers will benefit from the skills training requirements that have been captured in the BIICF. They can deliver or develop programs by associating themselves to the certification domain partners recommended in the document. At the same time, they can review the programmes they are currently offering and identify to align with those that are sought after by the industry. This is also an avenue for them to make investments to upgrade their training courses and offer new ones which will assist in growth of their business and long-term sustainability.

BIICF helps ICT organisations and the ICT support functions to equip their employees with skills and competencies needed for success. It is designed to help ICT professionals and their employers understand the knowledge required and to assess the skills needed for professionals in existing and desired ICT roles. The need for objectivity, integrity and ethical behaviour underpins the framework, which also supports a commitment to the continuous acquisition of new skills and knowledge.

The reader can use the BIICF flexibly, depending on their organisation’s specific needs. It can be adopted in totality or customised in accordance to the needs of the respective organisations or stakeholders. For organisation which may already have some form of competency framework, they may use the BIICF as a comparison for improvisation where appropriate.

The following sections depict on how the BIICF can be used by the respective stakeholders especially the industry in managing their ICT talent acquisition as well as managing their career cycle. It has been broken into specific activities as had been highlighted earlier.


Activity Description Benefit & Outcome

Talent Acquisition

Recruiting ICT professionals and providing the organisation with relevant data about talent capability availability

Strengthening overall recruitment practices for the ICT function by:

  • Developing new job roles and descriptions
  • Articulating specific competencies for job roles
  • Comparing competency levels across job categories
  • Standardising or customising existing job roles and functions
  • Developing interview questions or scenarios to challenge applicants
  • Gauging applicants’ skill sets compared to desired standards
  • Identifying the right talent

Performance Management

Assessing employees’ performance against predefined goals and behaviours


Strengthening the overall effectiveness of performance management and the efficiency of the ICT function by:

  • Clearly communicating the required standards of competency
  • Identifying the right talent in the existing team with the required competencies
  • Better matching of needs to talent by deploying the right talent in areas where needed
  • Improving workforce and succession- planning efforts
  • Managing employees’ performance and measuring their contributions
  • Boosting performance review discussions by providing structured feedback to employees
  • Assessing gaps in employees’ knowledge and skills

Learning and Development

Building those capabilities, skills and competencies that the ICT workforce needs to ensure and maintain organisational success


Strengthening organisational resilience through a skilled workforce within the ICT function by:

  • Setting required standards of competency
  • Measuring knowledge gaps for remediation
  • Developing a structured plan to address remediation
  • Unlocking workforce potential and motivation
  • Aligning job-related capabilities to improve performance
  • Aligning employees’ behaviours with organisational objectives and vision
  • Improving workforce and succession-planning efforts

ICT Function Transformation

Evolving from a basic support function to transformation enabling function


ICT team that helps managers achieve and sustain superior organisational performance by:

  • Developing relevant digital strategies and plans
  • Aligning the operating model with strategy for sustainable success
  • Optimising the organisation’s ecosystem
  • Developing digital channels and customer fulfilment
  • Assembling and presenting decision-relevant data
  • Creating, improving and protecting digital assets