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What are competencies?

Competencies are the behavioral and technical capabilities your organization values — things like “Communication”, “Leadership”, “Technical Problem Solving”, or “Customer Focus”. Your admin defines the competency framework. Each competency has level descriptions that describe what “good” looks like at different stages of your career.

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How competencies are organized

Each competency has two sets of level descriptions:
  • Individual Contributor — what’s expected for IC roles
  • Managerial — what’s expected for people-leadership roles
This means the same competency (“Communication”) has different expectations depending on whether you’re on an IC or management track. Admins attach competencies to a position by selecting competency categories on the position. Every competency in a selected category applies to that position.

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Skills

Skills are more granular than competencies — specific abilities you can develop. Skills are:
  • Grouped into skill categories by your admin
  • Attached to positions, each with the level the position expects
  • Tracked with levels. By default these are Beginner, Junior, Proficient, Senior, and Expert, and your admin can change them
  • Described by your admin if needed. The description shows under the skill name on career map positions
If your organization uses Career Paths, you set your own level on a skill from a position on the career map. Your manager can set their own evaluation of your level too. When you add skills to a goal, they follow your organization’s skill levels. See Goals.

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Where your starting skills come from

The first time you sign in and select Let’s Begin, Juno fills in your skills for you:
  1. Juno finds the position that has your job title.
  2. It adds that position’s skills, at the level the position expects.
  3. If the position gives fewer than six skills, Juno also suggests skills typical for your job title.
The next screen says “We created this Skills profile based on your position” and lists your skills under My Skills. Select Customize my profile to add or remove skills, or Continue to Juno to keep them. Juno recommends 5 to 7 skills. If your job title doesn’t match a position, Juno suggests skills from the job title alone.
Ask your admin to match your job title to a position. That’s what links you to the position’s skills and to your career map. See Career Paths.

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Assessments

Your organization may use competency assessments to evaluate where you stand: Self-assessment:
  • You rate yourself on each competency of a position in the Competencies Questionnaire
  • You use your organization’s rating scale. By default the labels are Beginner, Learner, Professional, and Master, and your admin can change them
  • Helps identify your own strengths and development areas
Manager assessment:
  • Your manager opens your page from My Team and rates you on the same competencies, and on your skills
  • Your manager sees your self-evaluation next to their own
  • Provides an external perspective on your performance
Assessment results help identify gaps between where you are and where your position (or target position) expects you to be. These gaps drive the suggestions when you create a goal from a position.

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How it all connects

  • Career Paths define which competencies and skills each position requires
  • Goals let you work on specific skills and competencies. You can start one from a position’s gaps
  • Personal Development Plan shows you what to develop based on your position’s requirements
  • Assessments reveal gaps between current and expected levels
Last modified on October 7, 2026