Competencies are professional evaluation criteria, or ‘markers,’ that help assess an employee's performance and assign actual points. These criteria can be quantified, allowing for a more objective evaluation of work. Each company has its own set of competencies. With our system, you can describe general competencies for the entire company and specify who they apply to.
Competencies overview
The competency table contains added competencies and the number of employees to whom it applies.
ℹ️ By default, every competency is assigned to all employees in the company unless you specify conditions to narrow it down.
Creating competency in the system
To add a new competency, follow these steps:
Go to Settings > Perform > Competencies.
Click the + New competency button and enter the competency you need, such as Communication with clients.
Provide a description of the competency to make it clear for everyone. For example, the ability to build a communication process with clients at the right time, in compliance with the norms of business communication and correspondence, in the way necessary for the company, and with positive motivation.
Add competency indicators — reference points for evaluating them. The indicators can be presented as skills required for this competence or a rating scale. For example, 1 – does not know how to build communication, 2 – makes many mistakes and does not follow instructions when communicating with customers, 3 – communicates satisfactorily, etc.
Specify the conditions under which the competency will apply. For instance, if this competency is only relevant for chief accountants and product managers in the Finance and Product departments, select these conditions in the Assigned to section.
💡 By default, every competency is assigned to all employees in the company unless you specify conditions to narrow it down.
When adding multiple conditions, you can choose Operator and option to narrow the selection, as all your conditions must work together. Otherwise, select the Or option to get employees to whom either one condition or the other is applicable.
ℹ️ The system will automatically count the employees to whom this competency will be assigned during the performance review.
Based on this list of competencies, you can create question templates for employee evaluations. For example, if one competency is 'negotiation skills,' the question template can include questions about how the employee conducts negotiations with clients or colleagues. In this way, the list of competencies serves as the foundation for creating questions for employee assessments.
All employees can see the applied competencies with descriptions and indicators in their profiles.
Managing competencies
To edit, copy, or delete a competency, click on the three dots next to it. Then, select the desired option.
There is a Search button at the top of the page for easy navigation.
This streamlined process ensures you can efficiently manage competencies to fit your organization’s needs.