IMPLEMENTATION & CONSULTING
From the competence model to everyday practice
Digital Competence Model for Austria - DigComp 3.0 AT(opens in new tab) (Domany-Funtan et al., 2026) makes digital competence visible, applicable, and measurable — as an open, freely accessible model with competence areas, competence levels, and learning outcomes. How can organisations actually bring this model into practice with targeted support? Quite simply, with fit4internet as the model owner and Talentary [x] as the implementation partner at their side.
The model at a glance
The expertise at a glance
Starting point
A strong model — for organisations undergoing digital transformation
The competence areas, competence levels, and learning outcomes based on Digital Competence Model for Austria - DigComp 3.0 AT(opens in new tab) (Domany-Funtan et al., 2026) already give organisations a common language and structure for digital competence — this website serves that purpose too. For many HR and leadership teams, this reference work alone is already a valuable support tool.
For those who want support translating the model into diagnostic and assessment practice, into concrete job or competence profiles, or in dealing with external evidence requirements (EU AI Act, NIS2 etc.), Talentary.x helps in cooperation with fit4internet.
30 individual competences and 8 proficiency levels are a lot of structure without a concrete occupation or project in mind.
DigComp can be applied and adapted for any team, any project and any organisation.
Self-assessment, knowledge test or a combination of both — the choice of evaluation method determines how robust the resulting baseline is.
DigComp assessments help HR and organisational development put the right measures in place.
It is not only the AI Act and NIS2 that increasingly require documented, traceable competence development — every occupational profile is digital today, to varying depths.
DigComp works across 8 proficiency levels — from “elementary BASIC” (NQF 1) to “innovative HIGHLY ADVANCED” (NQF 8).
The consulting approach
Six steps that repeat with every cycle
Talentary [x] accompanies organisations along a recurring cycle that connects directly to Digital Competence Model for Austria - DigComp 3.0 AT(opens in new tab) (Domany-Funtan et al., 2026): from the first engagement with the competence model to the individual learning path of each person. Each cycle sharpens the picture — and can then begin anew, as an integral part of personnel and organisational development.
- 1
Engaging with the competence model
A shared introduction to the 6 competence areas and 8 proficiency levels of DigComp 3.0 AT — as common vocabulary for every following step, and adapted for the organisation where needed.
Tool: DigComp 3.0 AT · model & proficiency levels - 2
Choosing the focus
Which topics and target groups are in focus? AI, cloud, cybersecurity, IoT or Industry 4.0 — tailored to a division, project or occupational group.
Tool: DigComp × BIS competence profiles - 3
Choosing the diagnostic method
Self-assessment, knowledge test or a combined tool — depending on the purpose of the survey and codetermination requirements in the company.
Tool: DigComp assessment tools - 4
Working on job and competence profiles
The competence-profile worksheet captures activities, professional and transversal competences and the digital tools each role needs.
Tool: competence-profile worksheet - 5
Defining and referencing learning paths
The target-actual gap turns into concrete learning paths, referenced against existing or newly connected learning opportunities (LMS inventory).
Tool: DigComp training and course mapping - 6
Routing participants
Based on the individual target-actual diagnosis, employees are routed straight into the matching learning path.
Tool: DigComp assessment results × job profile × learning path
The cycle is deliberately not a one-off project: competence requirements, job profiles and competence levels keep evolving, which makes this cycle an integral part of modern, digitally oriented organisations — supported by interval measurement and ongoing monitoring.
Fields of application
For every value-creating area of the organisation
Recruiting
Name digital requirements in the job advertisement in a DigComp-compliant way.
Upskilling
Develop existing teams specifically in the gaps identified.
Reskilling
Enable employees for new digital roles and technology areas.
Cross-skilling
Make digital competences visible and usable across divisions.
The partners
Model owner and implementation partner at one table
fit4internet
Austria's leading expert organisation for standardised digital competence development based on European standards — and a contributor to DigComp 3.0 EU as well as developer and implementation specialist for the Digital Competence Model for Austria - DigComp 3.0 AT(opens in new tab) (Domany-Funtan et al., 2026).
TALENTARY[x]
Specialised in talentification in digital transformation: with a proven SaaS platform for assessments and consulting expertise for baselining, qualification and monitoring of digital competences — based on DigComp and EQF.
Supporting partners from international organisations, public administration, labour-market qualification and industry — for target groups such as female talents, youth and apprenticeship training, and many more.
Contact
Start a conversation
For a first conversation about the competence-profile workshop or the DigComp assessment platform — without obligation and tailored to your own organisation.
Talentary.x FlexCoHintere Zollamtsstraße 17, 3. Stock
1030 Wien · Österreich
office@talentaryx.at
Note: This page complements digcomp.at with a practice-oriented implementation perspective. The DigComp 3.0 AT model itself remains independent, freely accessible and not tied to any single consulting or software offering; the support described here is an optional offering from Talentary[x] in cooperation with fit4internet.