About ICF

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Meeting the needs of the industry by:

  • 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
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Shaped along the following principles

  • Industry Driven
  • Globally Benchmarked
  • Forward Looking

Industry Competency Framework (ICF)

the 1st 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.

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Across (7)* Regulated Capital Market Activities (Including compliance & back-office functions):

  1. Dealing in Securities
  2. Dealing in Derivatives
  3. Fund Management
  4. Advising on Corporate Finance
  5. Investment Advice
  6. Financial Planning
  7. Dealing in Private Retirement Schemes

* excluding clearing for securities or derivatives

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Defined and Documented

in the Competency Dictionary, with the competencies related to the Roles identified along with their associated required current level (RCL) assigned and reflected in the Competency Mapping Matrix

 

The Rationale Behind The Logo

 

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.

 

Benefits of the Industry Competency Framework

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

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

Professional

  • Identify knowledge, skills and attributes (behavioural) required for own job
  • Chart a career pathways
  • Identify own development requirements
 
 

Acknowledgement

SIDC would like to thank all focus group participants, panel interviewees and stakeholders of our ICF projects for their invaluable feedback and comments. Our special thanks and gratitude go out to the ICF Working Committee, ICF Taskforce and ICF Advisory Panel for their feedback, commitment, support and contribution toward this initiative.

 

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