Competency Profile: Tracking & Evaluation

Where to Find: Grow → Competency → Competency Profile

Availability: Administrators, Managers, and users with the required permissions.

In the Competency Profile, you can view and explore an employee’s competencies in detail.
After selecting an employee from the dropdown (by default, the profile shows the currently signed-in user), their profile shows how their skills match role requirements, highlights strengths and gaps, and tracks changes over time. You can also calibrate competencies, review their history, and add new ones. Competencies are grouped into two tabs: Position Related Competencies and Additional Competencies.

The profile is organized into the following key sections to help you evaluate performance and growth:

1. Competency Status Cards

• All Competencies: The total number of competencies currently tracked for the employee.
• Matched: The number of competencies where the employee meets the required level.
• Need Improvement: Highlights skills that are below the required threshold, identifying immediate development gaps.
• Outstanding: Showcases skills where the employee’s proficiency exceeds the role's requirements.

2. Position Fit

3. Progress by Categories

This section shows the employee’s competency levels grouped into categories such as Behavior, Attitude, and Administration. It helps quickly identify which areas the employee is stronger in, such as technical or soft skills.

• Position Related Competencies: These are the essential skills automatically populated from the Competency Matrix. They are directly linked to the employee’s assigned career path and represent the mandatory proficiency standards for their specific role.
• Additional Competencies: These are supplemental skills that can be manually added to an employee’s profile by clicking the Add Competency button. They allow tracking unique talents or growth areas that fall outside the standard requirements of the employee’s primary career path. 
• Each competency has a color-coded progress bar.
  
• The Orange marker on the bar represents the Target Level the employee is striving to reach.

• Set Score - Used when a competency does not yet have an assigned score. It defines the initial proficiency level.
• For competencies in the Position Related tab, these proficiency scores are updated not only manually, but also automatically based on 360-Degree Review results, with the changes instantly reflected here in the Position Related tab.
• Calibrate - Used to adjust an existing score.
•  Once the performance review cycle closes, the final proficiency score is automatically displayed here based on the evaluations.
• You can then calibrate this score based on ongoing performance observations to ensure it accurately reflects the employee’s actual level.

Note: Competencies manually added in the Additional Competencies tab can be deleted.

You can manage competencies using two actions: Set Score and Calibrate.

1. Click Calibrate on the selected competency.
2. Adjust the competency score as needed.
3. Add a reason for calibration.
4. Click Save to apply the updates.

1. Click Set Score on the competency without an existing rating.
2. Select the initial proficiency level.
3. Add a reason.
4. Click Save to confirm the score.