Level trap: DigComp measures competence, not job title

Level trap means this: DigComp is not a ladder from junior user to IT boss. It is a set of competence descriptors. A person can be advanced in one area and basic in another. So 'developer', 'manager', 'assistant', or 'trainee' is only background noise until the scenario tells you what the person actually does. The exam may give a fancy role to bait you into over-scoring, or a plain role to bait you into under-scoring.

Use a verb-first scan. Circle the action: follows instructions, chooses a tool, adapts a workflow, helps others, designs a new solution, evaluates risk, or leads improvement. Low levels usually sound like help, routine, and clear instructions. Middle levels sound like independent selection and adaptation. High levels sound like complex situations, guiding others, innovation, or solving problems that are not already defined. If an option says 'high level because they work in IT', reject it unless the action proves it.

Quick trick for multiple choice: ask 'could a non-IT person do this?' If yes, the role cannot be the reason. Then ask 'could an IT person fail this?' If yes, again, title is irrelevant. Example: a database administrator who only resets passwords may show routine competence; a records clerk who redesigns a folder structure, permissions, retention rules, and staff guidance may show higher competence in information management. Score the behaviour, not the badge.