Transform abstract concepts like "strong communicator" or "natural leader" into observable behavioral indicators you can use in both 360° feedback and performance reviews.
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 |
Skills are things you can do: speak SQL, edit a video, run a meeting. Competencies are how you behave: collaboration, judgment, ownership. A skills matrix tells you who can do what; a competency framework tells you how the work gets done. Modern HR programs use both, with skills mapping role coverage and competencies driving promotion and development.
Behavioral indicators are concrete, observable actions that show whether someone is demonstrating a competency. For "collaboration," indicators might be: shares context proactively, invites input before deciding, credits contributors. Indicators turn abstract concepts into evidence managers can actually rate. Devokr stores indicators per competency and per proficiency level.
No. Most competency frameworks combine three layers: core competencies for everyone (communication, ownership), functional competencies tied to specific roles (technical depth in engineering, customer empathy in support), and leadership competencies for managers and above. Devokr lets you define which competencies apply to which title and at which proficiency level.
Competency ratings sit alongside OKR scores in the performance review. The OKR side captures what was achieved; the competency side captures how it was achieved. Combined, they give managers a structured way to talk about both outcomes and behavior in the same conversation, rather than relying on a single subjective summary.
Devokr lets you build a competency library, define behavioral indicators per level, assign competencies to job titles, and run formal assessments alongside OKR and 360° feedback cycles. Results feed into the same employee file used for performance reviews, so competency data is part of every promotion and development conversation rather than living in a separate document.
Create your own competency pool with behavioral indicators, link them to positions, and assign them to your employees.