Competencies are professional evaluation criteria, or ‘markers,’ that help assess an employee's performance and assign real 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 has been updated. Now, it displays the name of each competency and the number of employees to whom it applies.
💡 By default, every competency is assigned to all employees in the company unless you specify conditions to narrow it down.
Managing competencies
To edit, copy, or delete a competency, click on the · · · Menu next to the competency. Then, select the desired option. This streamlined process ensures you can efficiently manage competencies to fit your organization’s needs.
Creating a competence in the system
To create a new competency, follow these steps:
1. Go to Settings -> Perform -> Competencies.
2. Click the `+ Add competence button and enter the competency you need, for example, "Communication with clients."
3. Provide a description of the competency, such as: Ability to build a process of communication 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.
4. Add competency indicators—reference points for evaluating them. The indicators can be 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.
5. 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.
💡 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 of the competencies 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 question templates used for employee assessments.