Build Stronger Teams with Competency Frameworks
Turn competencies into actionable insights for development and performance.
Smart Competency Allocation
- Allocate by department, team, designation, or custom groups
- Choose whether competencies apply to a few roles or your entire organization
- Group employees based on job level or function for relevant comparisons
Meaningful Evaluations That Drive Developement
- Set weightage for each competency based on its business importance
- Use 9-box or 16-box grids to assess performance and potential
- Encourage self-ratings while ensuring manager ratings are final for consistency
Review Cycles That Work for You
- Set up cycles annually, half-yearly, or maybe quarterly
- Align reviews with your team’s growth and planning rhythms
- Automate timelines, reminders, and visibility across the org
Empower Growth Conversations
- Dual ratings spark reflection, and meaningful 1:1s
- Managers get a holistic view of skill gaps and strengths
- Helps inform development plans, promotions, and succession
Frequently Asked Questions
What is competency tracking?
It’s a way to define and measure the key skills needed for each role, so teams know what’s expected and how to grow.
Can I choose who gets which competencies?
Yes! You can assign competencies to specific departments, teams, roles, or everyone in the company.
How do evaluations work?
Both employees and managers rate the competencies. The manager’s rating is used for the final evaluation.
How often can I run reviews?
You can run them annually, half-yearly, or quarterly – whatever fits your review process best.
Do reminders go out automatically?
Yes, JOP sends timely reminders so no one misses a review or deadline.