Employee competency assessment template

Start with your organization’s core values and strategic objectives, then identify 5-7 universal competencies everyone needs. Next, analyze job descriptions to extract 3-5 role-specific skills crucial for each position. The most effective assessments balance technical skills with behavioral competencies that support your company culture and business goals.

First, prioritize which competencies are most critical to their current role and focus development efforts there. Create a structured improvement plan with specific, achievable goals and regular check-ins. Consider providing mentorship, training resources, and opportunities to practice these skills in low-risk situations before gradually increasing responsibility as they improve.

Use specific behavioral examples rather than vague impressions when evaluating competencies. Involve multiple raters when possible to gain diverse perspectives. Establish clear rating criteria before beginning assessments and review your ratings for patterns that might indicate unconscious bias. Consider implementing calibration sessions where managers discuss their ratings to ensure consistency.

Schedule a private, uninterrupted meeting in a neutral space. Start by asking for self-reflection on their strengths and areas for growth. Present your assessment by balancing positive feedback with development opportunities, using specific examples. Collaboratively create an action plan with clear next steps, and end by expressing confidence in their ability to grow.