FF07 Software development and engineering medior ITmanagementservices

Scrum Master

Also known as: Agile Coach · Agile Team Facilitator

Guides a development team in its way of working, facilitates meetings and decisions and removes impediments that block progress.

The scrum master focuses on the process and the functioning of the team, not on the content of the solution or the priority of the work. Unlike the technical lead, this role does not decide on technology, and unlike the product owner it does not decide what gets built. Selection leans almost entirely on certification and agile vocabulary, while in practice the role depends on intervening when tension arises in the team and confronting people outside the team who do not keep agreements.

Competencies to measure

These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.

Competencies to measure	Target level	hrmforce instrument	Assessment method	Behavioural anchor at target level
Abstract and figural reasoning	N4	Ability Scan	Cognitive ability test	Discovers the underlying rule in unfamiliar material with several changing features and uses it to explain deviations.
Accuracy and attention to detail Competency (50-framework): Accuracy	N4	Big Fifty, 360 Feedback	Personality questionnaire	Builds check moments into the own process, keeps track of errors and prevents repetition by adjusting the method.
Working independently Competency (50-framework): Independence	N3	Big Fifty, 15PF, Competency Check	Personality questionnaire	Determines own approach for a full work package, consults colleagues purposefully when unclear and delivers on time without reminders.

Short profile

The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.

T	Skill	Target level	Weight	Knockout	Assessment method
V	Problem analysis	N4	5	yes	Assessment centre
V	multidisciplinary collaboration	N4	5	no	Assessment centre
V	promoting psychological safety	N4	5	no	360-degree feedback
A	Abstract and figural reasoning	N4	4	no	Cognitive ability test
V	Modelling and abstraction	N4	4	no	Work sample test
G	Accuracy and attention to detail	N4	4	no	Personality questionnaire
V	conflict handling	N4	4	no	Assessment centre
V	giving feedback	N4	4	no	Assessment centre
V	facilitating team reflection	N4	4	no	Assessment centre
V	Continuous improvement	N4	4	no	Work sample test

See all 25 skills in the full profile

Assessment instruments for this job

13 measurable constructs

Work sample test

Representative work sample under standardized conditions

8 measurable constructs

Knowledge test (client-specific)

Professional knowledge test, customized for each client

6 measurable constructs

Competency Check

Behavioral-Level Competency Assessment

6 measurable constructs

360 Feedback

Multiple assessments based on behavioral anchors

5 measurable constructs

Portfolio

Evaluation of prior work against fixed criteria

3 measurable constructs

Pulse Survey

Periodic measurement at the team and organizational levels

3 measurable constructs

Big Fifty

Personality questionnaire, 150 items, 25 factors

2 measurable constructs

Ability Scan

Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills

1 measurable constructs

Conflict Styles

Preferred style in conflict situations

1 measurable constructs

Communication Styles

Preferred communication style

1 measurable constructs

Development Review

Structured development interview

1 measurable constructs

Structured interview

Behavioral interview with a fixed structure

1 measurable constructs