ScrumMaster Maturity Model

Learning Objective:

The intention of this Model is to help organization / individuals to measure and improve the effectiveness of ScrumMasters in their role.

For the Existing ScrumMasters:

  1. Helps the existing ScrumMasters to evaluate their current position in terms of their role maturity
  2. Helps the organization by providing the range of maturity level and helps the ScrumMasters to improve in their role maturity

For Agile / Scrum Coaches:

  1. Helps the ScrumMasters to understand the position where he / she stands and what that really mean by providing the necessary insight
  2. Helps to find out the action items and coaching technique so that the ScrumMasters can move to the next level of maturity

Expected Business Impact:

  1. This model can be used in a single Business Unit / across multiple business units as it will be generic.
  2. This model helps the ScrumMaster community in a single BU or across BU or across product lines to evaluate their position. It provides the path for ScrumMasters to improve and perform their work better

Credits:

ScrumMaster Maturity Model is developed by Mr. Brian M. Rabon, CST, PMP, President, The Braintrust Consulting Group, USA (http://braintrustgroup.com/). I have started working with him from this year beginning and tried this model as a case study with 8 scrum teams across 3 product groups in my organization (EMC Corporation, Bangalore).

I have the first cut ppt readily available with data's and interpretation.

 
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Outline/structure of the Session

The rough outline of the session:

  1. Introduction Scrum Framework 
  2. ScrumMaster - Role 
  3. CMMi Model - Just a reference slide - all the top 3 slides for 5 Min
  4. ScrumMaster Model Hierarchy - 5 Min
  5. Levels (detail of all the 5 levels) - 15 Min
  6. Case study & piloting details with data and analysis - 15 Min
  7. Q & A - 5 Min

Learning Outcome

Learning Outcome:

  1. If you have multiple scrum masters working in your organization, this model helps you to find where they stand (in a scale of 1 to 5) in terms of their role expectation & their role maturity.
  2. This helps the scrum master's to see where they stand and also helps them to grow in their maturity model.
  3. At the Organization level it helps to define a maturity model and a career path for ScrumMasters

Target Audience

Agile Coaches, Scrum Masters, Process consultants, Head of Engineering, CEO's, VP - HR

schedule Submitted 3 years ago

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  • Ellen Grove
    By Ellen Grove  ~  3 years ago
    reply Reply

    Hi Jerry - I like the content of this proposal, and I think it would be even more appealing with a little polishing:

    1) if this is an advanced presentation relating to Scrum Masters (which I believe is the appropriate place for a talk on an SM maturity model), I think you can assume that attendees have a good knowledge of Scrum and gloss over the framework and skip right past that.

    2) it's great that you've credited the originator of the idea - important to do this when we all build off of others' ideas -  but you didn't get his name or location correct in your description or slides.  Brian Rabon is a US-based Scrum Trainer. A bit of proof-reading would help improve the quality of your presentation materials.

    3) Can you tell me more about how using the maturity model drives a career path for Scrum Masters in your experience?  I think this is a topic that would be of great interest.

    • Jerry Rajamoney
      By Jerry Rajamoney  ~  3 years ago
      reply Reply

      Hi ellen,


      Thanks for your time and response. I am answering your queries here in the same order. Please revert back to me if you have more queries or not convinced


      #1. You are correct. It is intended for the SM's or Process / HR folks. The first few slides are more of setting the stage and nothing more than that. I will probably take around 3 minutes to go over the first 10 slides

      #2. My sincere apologize for this. I have corrected the same. Thanks for pointing this out. The presentation material was prepared very fast to get the link here. I will polish the same as I am still working on this.


      #3. This complete presentation is the outcome of the pilot work I have done for my current organization (EMC Corporation, India). We had specific challenges like how to motivate and set some growth path for people who are working as Scrum Master's.

      In our case the SM's are not full time. They are part time and also they have other roles to play like QA, Architect, Program Manager, etc. Our current HR system and policy doesn't have the Role "ScrumMaster" defined in our HR system and because of this there is no way we can define a career path at the organization level. So, being the Agile Coach for EMC, I tried to find a way to solve this impediment.

      In that regard I came across this model and started working with Brian from Dec 2012. The piloting was conducted with 8 scrum masters. The results are collected analyzed and presented back to the business units and SM's. Based on the results I had 1x1 with the SM's and come up with key action items that helps them to improve to their next maturity level. At every stage of this 9 months work, I was in touch with Brian and got his views.

      At present I am working with the SM's on their action items that will help them to move to the next maturity level. The next level of data collection is planned in Q4 2013 to see how much of those action items worked.


      Please note: I have not shared the results data of the Scrum Master's analysis here since it contains the organization data and our policies doesn't allow to publish in web. But in the actual presentation (If I get the chance to present :), the above ppt will be followed with showing the actual data, the graphs generated on those, the action items agreed upon. The next plan is to collect the next set of data in Q4 2013 to validate how effective the identified action items are.

      To answer your question, the SM's agreed for a yearly development Goal that they will move one level up in their maturity model. One of the SM is currently at the Level 2 (new to this Role) and I am working with him with the set of action items identified by him & the team that helps him to move up. Since most of the SM's are part time in our case, we are defining some yearly goals based on this data to help them to improve.

      My final goal is to get the SM role in our regular HR system but for that there are lot of work to be done.


      Thanks,
      Jerry


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