Design of a Competence Model for Testing Teams

1. Design of a Competence Model for Testing Teams Sheikh Omer Tariq - 6898271Submitted toProfessor Shervin Shirmohammadi in partial fulfillment of the requirements for the course ELG 5100

2. Agenda • Introduction • Literature review of competence model • Design of competence model • Validation and refinement of the competence model • Conclusion

3. Introduction • In today’s software development industry, software testing is one of the most important processes because it allows one to ensure the quality of software products. “ Traditionally testing is defined as execution of a program in the intent of finding errors” • Software testing is a way to improve software reliability and increase product quality Problem : The staff usually has problems developing testing activities because they do not have the appropriate competences to carry out these activities effectively this results in low performance in organizations and increased costs of software products. 1

4. What is a competence model “A competence is the knowledge, skills and attitudes that are applied to carry out a certain responsibility or professional contribution ensures their success” Explanation : Developing a competence model that defines the roles who participate in the software testing activities as well as the General and Technical competences required for them. Therefore this model could be applied to train staff in software testing activities and to recruit the appropriate profiles, which contribute to improving their performance. 2

5. Competence Model Definition Process There are different approaches to elaborating a competence model. • Direct use of an existing model, Adaptation of an existing model according to specific features of the organization or establishment of the Organization's own model. When an organization is going to create its own model, several methodologies can be used: • Job analysis: It is the most widespread methodology. It identifies competences from job features in terms of mission in the organization, operative objectives, assessment criteria, organizational situation, activity areas and autonomy level and job responsibility. • Collection and synthesis of statistical information: This approach is done through interviews or surveys, and/or experts filling in complex forms in each matter or activity area. • Mixed model: It combines both internal and external issues of the organization In this paper author defines new competence model using methodology based on job analysis &literature review 3

6. Design Methodology 4

7. Design of Competence Model • The authors have analyzed the main competence models used in Spain White Book, and in Europe Career Space, to develop programs of computing and software engineering studies. • Other approaches defined to improve testing process includeswere TMapTMMi and ISTQB because they are the most widespread in the industry. • SWEBOK , ACMCurriculaand PMBOKthey are not competence models, but are used as guidelines to develop such programs 5

8. Comparison between existing models 6

9. Design of Competence Model 7

10. Design of Competence Model Considering the goal of tasks and activities to be performed in each step, the job analysis and work to be done by them were identified. These roles are: • Test Contract Manager: His main responsibilities are managing resources, hiring services and tracking and controlling the project. He supervises testing processes and improves it, and maintains and applies the testing policies. • Test Manager: He performs the coordination and management tasks of the testing team. He is responsible for ensuring the quality of products and processes and checks that test documentation is correct. He carries out activities related to testing, monitoring and tracking and estimates time, schedule and costs needed to perform the tests. 8

11. Design of Competence Model • Test Engineer: His main responsibilities are managing and maintaining the testing plan, analyzing results obtained from the test execution, designing and reviewing test cases, supervising the establishment of the testing environment and developing logical reviews. • Tester: This role is responsible for creating and executing test cases, ensuring that test cases are executed with the required data, and documenting results obtained from the execution of tests. 9

12. Competence Model (General competences) 10

13. Competence Model (Technical competences) 11

14. Validation and refinement of the competence model • The authors of this paper uses survey methodology to validate and refine the competence model for testing teams. • There were four sections of this type, one for each role. They contained questions addressed to determine the General and Technical competences required for a specific role and the level at which they are needed. 12

15. Validation and refinement of the competence model • These people had an average experience in the testing area of 7.1 years. Moreover 73% of respondents had 5 or more years’ experience. • As regards education, 67.5% of respondents held a master’s degree mainly computer science engineers, whereas 25% had a first degree in different areas, especially in computer science. 13

16. Refinement of the competence model Competences for the Test Contract Manager role General competence: GC7,GC9,GC17,GC19 updated from H to VH. GC 13 updated from VH to H Technical competences: TC 1 updated from VH to H Competences for the Test Manager role General competence: GC13,GC15 updated from VH to H. GC 19 updated from H to VH Technical competences: TC 1 , TC 4, TC 6, TC 8 updated from VH to H 14

17. Refinement of the competence model Competences for the Test Engineer role General competence: GC4,GC5,GC6,GC14 updated from H to M GC 15, GC10 updated from VH to H Technical competences: TC 4, TC5 updated from VH to H Competences for the Tester role General competence: GC9,GC20 updated from H to VH GC 2 updated from M to H GC 6,GC18 updated from L to M GC 14 M to L Technical competences: TC 1 , TC 3, updated from VH to H TC 4 , updated from H to M 15

18. Refined Model 16

19. Conclusion Testing is an essential activity in software industry because it allows one to control and improve the quality of the software product. • The main objective of this paper is to define a new competence model for the main roles that appear in a testing team aligned with the needs of the software industry. • The competence model presented in this work constitutes a reference model for the roles that carry out the activities of testing processes. It may be used by organizations in different ways • To determine whether people who perform testing activities have the suitable competences to work efficiently. • To develop training courses addressed to people who work in testing teams. • To assess applicants and select the most appropriate profiles to participate in testing teams. 17

20. Reference 18