Industry Competency Framework (ICF) the first framework in the Malaysian capital market, covering a total of 105 job roles, 58 competencies titles and across the seven main regulated activities. Overall, the ICF sets out in detail the required knowledge, skills and attributes (behavioural) for all seven regulated capital market activities.
1. Meeting the needs of the industry
Determining and setting minimum competencies requirements to enter the capital market.
Establishing proficiency levels to facilitate the continuous development of competencies and capacity building.
Facilitation the development of career pathways for capital market professionals.
2. Shaped along the following principles
Industry Driven
Globally Benchmarked
Forward Looking
3. Across seven* Regulated Capital Market Activities – including compliance & back-office functions (excluding Clearing for Securities or Derivaties):
- Dealing in Securities
- Dealing in Derivatives
- Fund Management
- Advising on Corporate Finance
- Investment Advice
- Financial Planning
- Dealing in Private Retirement Schemes
4. Defined and Documented
In the Competency Dictionary, with the competencies related to the Roles identified along with their associated required competency level (RCL) assigned and reflected in the Competency Mapping Matrix.
An amalgam of dark blue and yellow, orange-hued stripes encasing a globe, the logo’s stripes converge down the middle, working in tandem to symbolise the balance of optimism, intellect and intellectual capacity in achieving competency.
The positioning of the words “Industry Competency Framework” in the middle symbolise that the ICF does not “break” the circle, rather it completes it, thus reinforcing that the ICF is for the capital market and industry.
1. Industry
Minimum entry and required standards for each regulated activity
Establish proficiency levels to facilitate the continuous development of competencies and capacity building
Facilitate the development of career pathways for capital market professionals
2. Organisation
Establish criteria for ease of hiring and selection
Encourage development of critical knowledge, skills and behaviours
Identify training and development needs from job entry level
Identify development needs for career and succession planning
Clarify performance expectations and focus coaching and development initiatives on desired behaviours
3. Professional
Identify knowledge, skills and attributes (behavioural) required for own job
Chart a career pathways
Identify own development requirements