SI Competency Framework

The Competency Framework is the joint Screen Ireland + Screen Guilds of Ireland publication (December 2024) that defines crew roles, career levels, and competencies across the Irish screen sector. It is cited by SI as "best practice approach" for Individual Learning Plans on S481 / S487A productions.

Five universal career levels

Each level builds cumulatively on the previous. Not every crew member needs to reach Leadership — being an Expert in your craft is a valid end-state.

Four competency clusters

### Core (behavioural, shared across all roles — 7)
Creative Thinking · Adaptability to Change · Problem Solving & Decision Making · Collaboration & Team Culture · Planning & Prioritising · Dedication & Resilience · Communication

### Technical Skills (role-specific)
Per-role per-level technical indicators in each department's booklet.

### Leadership (behavioural, shared — 7)
Managing People · Strategic Thinking · Integrity, Trust & Respect · Inspirational Leadership · Mentoring & Coaching · Innovation · Managing Finance

### Personal Development (behavioural, shared — 6)
Listening & Observation · Self-Awareness · Proactive Learning · Freelancer Skills · Managing Wellbeing · Industry Knowledge

Each competency has explicit behavioural indicators per career level (e.g. Creative Thinking · New Entrant: "You see challenges and requirements from a new perspective to come up with a new idea or way of doing things").

17 departments

Accounts · Art · Assistant Directors · Construction · Costume · DIT · Grip · Hairdressing · Locations · Make-up · Model Making · Production · Set Decorating · Script Supervisors · Sound · Transportation · VFX

Approximately 84 distinct roles across the 17 departments.

Coverage gap

The Competency Framework covers below-the-line live-action crew only. It does NOT cover:

• Above-the-line creatives (Director, Writer, Composer, Actor, creative Producer)
• Animation production roles (2D Animator, Storyboard Artist, FX Animator, etc.)

These are covered in the SI Priority Areas — sector skills deficits list with less depth.

How to use it on a production

1. Match the participant to their department + role
2. Identify their current career level (and the level they're working toward)
3. Pull the behavioural indicators for the target level + cluster
4. Use those indicators as the measurable goals on the participant's ILP
5. Track demonstration of those indicators through the Skills Development Plan (Tab F) reflective journal

In Togra

Togra mirrors the 5-level structure in the participant register, links each participant's role to the department/role catalogue extracted from the framework, and surfaces a "view SI booklet for this role" deep-link on each participant card.