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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

ConceptWhat it isExample
Competency CategoryA grouping of related competencies”Technical Skills”, “Soft Skills”, “Leadership”
CompetencyA specific capability”Communication”, “Data Analysis”
LevelsDescriptions of proficiency at each stageLevel 1: “Communicates clearly in writing” → Level 4: “Influences org-wide communication strategy”
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.

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Skills

Skills are more granular than competencies — specific abilities you can develop. Skills are:
  • Linked to competencies (e.g. “Public Speaking” skill under “Communication” competency)
  • Linked to positions (each career path position lists required skills)
  • Tracked with levels (1–5) in your goals
When you add skills to a goal, you set a target level and track your progress over time.

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Assessments

Your organization may use competency assessments to evaluate where you stand: Self-assessment:
  • You rate yourself on each competency relevant to your role
  • Helps identify your own strengths and development areas
Manager assessment:
  • Your manager evaluates you on the same competencies
  • 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 feed into your Personal Development Plan.

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How it all connects

Competency Framework (admin-defined)
└── Competency Categories
    └── Competencies (with IC + Managerial levels)
        └── Skills (with target levels)
            └── Linked to Positions (Career Paths)
                └── Feeds into Goals & PDP
  • Career Paths define which competencies and skills each position requires
  • Goals let you target specific skills and track levels
  • PDP shows you what to develop based on your position’s requirements
  • Assessments reveal gaps between current and expected levels
Last modified on March 26, 2026