Skills
Can your people do the job they were hired to do?
What it measures
Whether each role has clearly defined competencies and whether the people in those roles have them. Uses a skills matrix, training plans, onboarding coverage, and mentorship presence.
Why it matters
Unclear job requirements create quiet mismatches that show up months later as turnover or missed deliverables. Clear skills and a plan to build them is the cheapest way to improve output.
What good looks like
- Every role has a position description listing required competencies
- A skills matrix shows who has which skills at what level
- New hires have a 90-day training plan from day one
- Mentorship or apprenticeship exists for the hard-to-teach skills
How it evolves across levels
- L1 Foundation
Position descriptions exist; onboarding covers the first 90 days.
- L2 Structure
Skills matrix is maintained; gaps are visible.
- L3 Performance
Training plans close the gaps; progress is reviewed.
- L4 Excellence
Mentorship is normal. People in the company are visibly growing.
- L5 Mastery
The company is a known place to learn the craft in your industry.