Resources and Standards

Remote Profile Specializations and Tiers

How remote profiles and the associated tiering system work, and how this data connects with competency frameworks.

In order to better categorize SIMS members’ specializations and facilitate learning and development, we have established six remote profile types:

  • Geospatial
  • Information Design
  • Data Collection & Survey Design
  • Data Transformation & Analysis
  • Web Visualization
  • SIMS Remote Coordination

Organizing people into one or more of these profiles has a number of benefits. First, we can more easily triage certain tasks based on the necessary profile. For instance, if a SIMS Remote Coordinator (“SIMS Co”) has a mapping-related task and no one is responding to the request in Slack, then they can search in the SIMS Portal for qualifying members to reach out to. Second, it helps with individual development by providing a set of skills to focus on learning. And lastly, it allows the network to get a sense of which skill sets we are have gaps in and need to recruit for.

Profile Tiers

We have developed an Information Management Competency Framework that complements the Core Competency Framework for Surge Personnel. Following the structure of the Core Framework, each competency has associated skills that are broken down into four tiers:

  • Tier 0: Foundational
  • Tier 1: Officer
  • Tier 2: Coordinator
  • Tier 3: Manager

Members who have a profile type assigned to them also have a tier for it. So someone with excellent GIS skills may have Geospatial profile assigned at tier 3, but is still at the beginning of the process for learning dashboarding and so have Web Visualization assigned at tier 0.

To view which tier a member has for each of their assigned profile types, navigate to their profile and click the See Tiers link.

Skill Tiers

Each profile has a defined list of specific skills that are also broken down into tiers. For example, the actual survey design process is just one aspect of the Data Collection & Survey Design profile—there are more than a dozen others to consider. Here is what those tiers look like for that specific skill:

SkillTier 0Tier 1Tier 2Tier 3
Designing a surveyOutlines the elements to consider when designing a survey. Summarizes the importance of sex and age disaggregated data (SADD) and names specific use cases for when this data should be collected.Evaluates a survey for good design (for example, use of constraints, survey logic, etc.) to ensure it supports good data. Describes how good survey design, training, and tools can help mitigate various issues. Demonstrates sensitivity to cultural, socio-economic, and other differences around “acceptable” data and provides examples of how to rephrase questions to make them more contextually- acceptable.Liaises with sector experts to assemble an effective survey. Calculates sample size, and selects appropriate sampling techniques and methodologies. Applies survey methodology best practices (for example, avoiding leading questions). Analyzes how historical, economic, social, cultural, and political context can impact data availability and collection and makes necessary adjustments.Leads the process of developing a survey with scientific rigor.

Register managers will have to determine what the minumum skills at which tier are necessary to qualify for a specific profile tier.

Assigning and Updating Profile Types and Tiers

Administrator access is required to assign and update profile types and tiers. See this guide for directions on making these changes.

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