Transform abstract concepts like "strong communicator" or "natural leader" into observable behavioral indicators you can use in both 360° and period evaluations.
Each competency is not an abstract concept but a measurable capability fed by observable behavioral indicators. Every indicator becomes the smallest unit of the organization's shared measurement language.
Competency, behavioral indicator, job title and annual competency assignment, plus five quick wins: import templates, copy from previous year, bulk competency assignment, search, and role hierarchy.
The central pool where organization-specific competencies are defined. Each competency includes at least 1 behavioral indicator, an optional description, and an orderable indicator list.
Observable and orderable behavioral statements that make each competency concrete.
The job title catalog that enables position-based competency matching.
Tracks which competencies are active for each employee for each year on a yearly basis.
The most-used feature at year start. Competencies can be copied from the previous year for the entire organization or selected users.
Update a user's entire competency list for the current year in bulk.
Admin builds the library; managers can assign competencies from this pool to their direct reports based on their positions.
Competencies are linked to one or more job titles. When assigning competencies to employees, the system guides administrators based on the employee's position.
| Job Title | Team Leadership | Communication | Problem Solving | Customer Focus | Results Orientation |
|---|---|---|---|---|---|
| Senior Software EngineerEngineering · L3 | |||||
| Team LeadEngineering · L4 | |||||
| Sales SpecialistSales · L2 | |||||
| Project ManagerPMO · L4 | |||||
| HR SpecialistHuman Resources · L2 |
Create your own competency pool with behavioral indicators, link them to positions, and assign them to your employees.