Ready to take your people's performance to the next level and enable a world-class team?
Then, a competency matrix template is just what you're missing.
With 36 universal competencies and strategic details for effective performance management, this is the ultimate resource for developing the skills and abilities essential for any industry.
To make Zavvy's competency matrix work for your organization, follow these steps:
Stop guessing. Start developing. Download our competency matrix template now.
A competency matrix is a tool used to map and assess the skills and competencies of employees against the required proficiency levels for their roles, allowing for better talent management and development planning.
The competency matrix for roles is a specialized form of the competency matrix where you map specific job roles against required competencies, giving a blueprint of what is expected for each role.
Our competency matrix template uses the following levels of competency: basic, intermediate, advanced, proficient, and expert.
A competency matrix has a broader scope than a skill matrix since it includes attributes beyond skills, such as knowledge, abilities, behaviors, and attitudes. A skill matrix, on the other hand, is focused on specific skills for employees.
A competency matrix is used for organization-wide purposes, including strategic planning for recruitment, performance management, and career progression frameworks. In contrast, a skill matrix is used in a more operational manner, such as for workforce planning, task allocation, and identifying areas for training and development.
🔍 Check our in-depth analysis of competency vs skills matrix. We show how, when used together, competency and skill matrices provide a comprehensive framework for assessing, developing, and leveraging talent at your organization.
A competency matrix serves as a foundational tool that provides clarity, structure, and direction for multiple HR and organizational functions.
It serves as a roadmap for both employees and managers, providing a clear, transparent, and standardized framework that benefits various aspects of human resource management and organizational development.
A competency matrix can aid in training needs identification, succession planning, and ensuring that roles are filled by individuals with the right competencies.
You can get the best out of a competency matrix when you link it with performance management, learning, job leveling and career frameworks.
There are 3 key benefits of having competence matrices as a core element of performance management:
To integrate the competency matrix into competency-based performance management, make the matrix a part of appraisal forms, where specific competencies required for a role are already listed and need to be rated during performance reviews.
As a follow up, schedule periodic check-ins, ensuring employees are consistently aligned with the competency expectations of their role.
There are 3 key benefits of having competence matrices as a core element of L&D:
To integrate the competency matrix into competency-based learning and development, follow these steps:
Perform a gap analysis: Before rolling out any training, conduct a gap analysis using the competency matrix to identify where employees fall short.
Customize your training content: Design training materials and modules that directly address the competencies listed in the matrix.
Take advantage of internal experts: Pair employees with mentors who excel in competencies they want to develop. The matrix can guide this pairing.
We know that career frameworks are a huge challenge for many people teams. There are so many moving parts and stakeholders involved. But starting with a competency framework will make it much easier to create career paths and a company-wide process.
Here is how having competence matrices will help you:
To get started, use the matrix to outline career progression. For instance, an entry-level role might require mastery of 5 competencies, while a senior role might require 7 (some of them might be leadership competencies).
It is also vital to continuously communicate the importance and relevance of the competency matrix to all employees. Regular workshops or information sessions can be useful.
Share the matrix with employees, making sure they're aware of competency expectations for career advancement. The easier it is to access, the better.
There are 3 key benefits of having competence matrices as a core element of job leveling:
Standardized job profiles: A competency matrix helps in defining and standardizing job roles based on required competencies, making recruitment and role definition more systematic.
✅ Recruitment to dos:
Fair compensation: With a standardized competency framework, organizations can ensure that compensation packages are consistent with the competencies and expertise employees bring.
✅ Compensation to do: Link pay grades or bands to the competency levels. As employees prove mastery over higher competencies, they can be moved to higher pay bands.
Balanced teams: Managers can use the matrix to ensure they have a balanced team in terms of competencies, filling in gaps as necessary with targeted hiring or internal training.