To reach a level of capability for a function, the organisation must achieve the appropriate generic goals as they relate to the function, as well as the specific goals of the function. The goals are cumulative, i.e. to reach level 3 in risk management the organisation must have achieved the generic goals and risk management specific goals at levels 2 and 3, as demonstrated through the attributes listed.

Specific attributes are only described for levels 2 and 3.

At level 0 the function is rarely, if ever, performed in a way consistent with its description in the knowledge section of Praxis. This level represents a lack of formal P3 management.

At level 1 the function achieves its goals in an ad-hoc manner. This is the key factor regardless of any specific attributes. Level 1 represents an organisation that manages to achieve goals through the work of a few talented individuals.

At level 2 the goals are generally achieved using competent people as described in the Praxis competency framework. P3 management is effective but could be more efficient.

At level 3 the organisation co-ordinates P3 management to achieve efficiencies and ensure that good practice is consistent and embedded in the organisational culture.


Generic goals

Level 2

  • Establish an organisational policy for performing the function.
  • Develop and maintain a plan for the function.
  • Provide sufficient, competent resources for performing the function.
  • Assign responsibility and authority for performing the function.
  • Monitor and control the function.
  • Perform assurance on the function.

Level 3

  • Establish centrally defined procedure and practices.
  • Tailor procedure and practices to suit context.
  • Perform independent assurance of the function.
  • Collect and utilise lessons learned.


Generic attributes


Level 1

Level 2

Level 3


The function is either not performed or only partially performed.

Where partially performed, the approach is ad-hoc and succeeds through individual effort.

An organisational policy exists that requires the function to be performed.
The function is performed by competent people and plans exist for how the function will be performed.

The procedure is monitored and controlled.

The plan for performing the function is based on a centrally defined approach that is tailored for each project, programme and/or portfolio.

Lessons learned are collected and utilised.


Level 1 attributes

Level 2 attributes

Level 3 attributes

Roles & responsibilities

No formal responsibilities are assigned for the function.

Role descriptions contain responsibilities for the function.

Role descriptions conform to organisational standards, tailored to the context.

Statements of authority and accountability are documented.

Information management

There is some ad-hoc documentation relating to the function but it is incomplete.

There is sufficient documentation relating to the function but it is inconsistent.

All documentation is based on organisational standards, has been tailored to the context of the work and is under configuration control.


The function is not assessed for the achievement of the specific goals.

The function is checked to ensure that it is being performed effectively.

The function is independently checked to ensure that it is based on organisational standards, has been tailored to the context of the work and is being performed effectively throughout the life cycle.


There is no identified budget for performing the function.

Budgets exist for all aspects of the function.

Budgets exist and include costs that have been estimated according to organisational standards.


The interfaces between this and other functions are not understood.

Interfaces between this and other functions are understood and documented.

Interfaces between this and other functions are understood, documented and acted upon in a consistent manner.


There is some evidence of relevant tools and techniques being used but no formal procedures are applied.

A management plan exists for the performance of the function.

A standard management plan exists with adjustments to suit the context of the work.

This is continually reviewed throughout the life cycle.


Members of the management team are competent in the function.

All roles that may be involved in the function include appropriate responsibilities and performance criteria in their descriptions.

Specific goals

The procedural attributes designed to achieve the specific goals of the function are described in the following sections.



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15th July 2014Updates to generic goals and attributes to be a closer fit with CMMI-Dev
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