Applicable Product:

• Talent Management: Performance

Applicable Release:

• ALL

Summary:

Viewing and Managing Assigned Competencies

Overview

Once competencies are assigned to a job, they appear in a grid that displays key information such as:

• Competency name
• Competency group
• Target rating value
• Rating scale used

This grid allows administrators to review and adjust target ratings for each competency based on the expectations for the job role.

Understanding Rating Controls

Each competency includes two key controls:

• Rating Scale:
  The scale used to evaluate performance (e.g., 1–3 or 1–5).

  Note: You must select a rating scale before choosing a target rating. This should match the rating scale defined on the competency itself.

• Target Rating:
  The expected performance level for the job (e.g., a value of 3 on a 1–5 scale).

  Note: The target rating cannot be selected until a rating scale is chosen.

When viewing the competencies grid, hovering over the target rating value will display the rating scale used.

Example Use Case

Consider a competency that measures writing skills using a 1–5 rating scale:

• For a Technical Writer role, you might assign a target rating of 4 or 5, reflecting the need for strong writing ability.
• For a Software Engineer role, the same competency might only require a target rating of 2 or 3, as writing is less central to the job.

Flexibility by Job Role

Each job-to-competency association can have its own target rating, allowing for maximum flexibility in defining expectations. This ensures that the same competency can be tailored to the specific needs of different job roles.