From assessment to action
- Your framework, your language – competencies, levels and descriptions exactly as your organisation or sector defines them, organised by area, role and type (for example personal, business and technical).
- Self-assessment – people rate themselves against each competency.
- Performance mapping from three perspectives – self, manager and employee ratings side by side, so blind spots become visible.
- Development discussion – a structured tool for the conversation between a person and their manager or mentor.
- Personal development plan – agreed actions saved as a plan, or as an action plan directly on the learner’s dashboard.
- PDF reports – an executive summary or report for each person, ready to file or discuss.
- Skills matrix – the competencies of a whole team or sector in one view.
- Multilingual – frameworks and assessments can run in several languages for international or EU projects.
Example: the ICOS Skillnet competency model
For ICOS Skillnet we built an interactive competency model for Ireland’s co-operative sector. Members explore it as a wheel: from the sector (dairy, livestock or agri-business) to an area such as operations or admin and shared services, then to a function such as finance, and finally to the personal, business and technical competencies for that role. Each competency has a clear description and a downloadable PDF, and the model links directly to evaluation and self-evaluation tools and to a separate framework for board directors.
Try a simplified example below.
Works with self-evaluation, board evaluation and mentoring
Competency frameworks connect naturally with our self-evaluation tools, board evaluation and mentorship programmes: people assess themselves, discuss the result and agree a plan.