EPMS Skills Tracking: Competency Assessment and Development

System Features Special Features Performance Management
Last updated: January 26, 2026 β€’ Version: 2.0
Table of Contents

EPMS Skills Tracking: Competency Assessment and Development

Overview

EPMS Skills Tracking is an enhanced module that provides comprehensive competency assessment, skills gap analysis, and development planning capabilities. This system helps organizations identify skill strengths and gaps, plan professional development, and align individual capabilities with business objectives.

Prerequisites: EPMS Goals Management module must be enabled (Skills Tracking builds on goal-setting capabilities)

Who this is for: HR Administrators, Managers, and Employees focused on professional development and career growth

How Skills Tracking Works

Core Skills Framework

graph TD A[Skills Framework] --> B[Core Competencies] A --> C[Technical Skills] A --> D[Soft Skills] A --> E[Leadership Skills] B --> B1[Communication] B --> B2[Problem Solving] B --> B3[Teamwork] C --> C1[Job-Specific Technical] C --> C2[Software/Tools] C --> C3[Industry Knowledge] D --> D1[Emotional Intelligence] D --> D2[Adaptability] D --> D3[Time Management] E --> E1[People Management] E --> E2[Strategic Thinking] E --> E3[Decision Making] style A fill:#e1f5fe style B fill:#e8f5e8 style C fill:#fff3e0 style D fill:#f3e5f5 style E fill:#fce4ec

Skills Assessment Process

1. Self-Assessment

Employee Process:

  1. Navigate to EPMS β†’ Skills Tracking β†’ My Skills
  2. Complete self-assessment for assigned competencies
  3. Rate current proficiency level (1-5 scale)
  4. Provide evidence and examples of skill application
  5. Identify areas for development and growth interests

Proficiency Scale:

  • 1 - Novice: Basic awareness, requires significant guidance
  • 2 - Developing: Some experience, needs supervision
  • 3 - Proficient: Competent, works independently
  • 4 - Advanced: Expert level, mentors others
  • 5 - Master: Thought leader, sets standards

2. Manager Assessment

Manager Review Process:

sequenceDiagram participant E as Employee participant M as Manager participant S as Skills System E->>S: Complete Self-Assessment S->>M: Notify Manager for Review M->>S: Review Employee Assessment M->>S: Provide Manager Rating M->>S: Add Comments & Examples S->>E: Share Combined Assessment S->>S: Generate Skills Gap Analysis

Manager Actions:

  1. Review employee self-assessments
  2. Provide independent manager ratings
  3. Compare self vs. manager assessments
  4. Discuss discrepancies in 1:1 meetings
  5. Collaborate on development priorities

3. 360-Degree Skills Feedback (Optional)

When 360 Feedback module is enabled:

  • Peer assessments of collaborative skills
  • Cross-functional project feedback
  • Customer/client interaction skills
  • Leadership effectiveness (for managers)

Skills Gap Analysis

Automated Gap Identification

The system automatically identifies skill gaps by comparing:

Current State vs. Target State:

  • Employee current proficiency levels
  • Role requirements and expectations
  • Career path skill requirements
  • Industry benchmarks (when available)

Gap Analysis Dashboard:

graph LR A[Current Skills] --> C[Gap Analysis Engine] B[Target Requirements] --> C C --> D[Priority Gaps] C --> E[Development Recommendations] C --> F[Learning Paths] D --> D1[Critical Gaps] D --> D2[Important Gaps] D --> D3[Future Needs] style C fill:#e1f5fe style D1 fill:#ffebee style D2 fill:#fff3e0 style D3 fill:#e8f5e8

Skills Development Planning

Individual Development Plans Integration

Skills gaps automatically flow into development planning:

  1. Prioritized Skill Development Goals
    • Critical gaps become mandatory development goals
    • Important gaps become suggested goals
    • Future needs become stretch goals
  2. Learning Resource Recommendations
    • Internal training programs (via LMS integration)
    • External courses and certifications
    • Mentoring and coaching opportunities
    • On-the-job development projects
  3. Development Timeline Planning
    • Short-term goals (3-6 months)
    • Medium-term objectives (6-12 months)
    • Long-term career development (1-3 years)

Skills Matrix and Team Analytics

Team Skills Overview

For Managers:
View comprehensive team skills matrix showing:

Employee Core Competencies Technical Skills Leadership Development Priority
John Smith 4.2/5 3.8/5 3.0/5 Leadership Development
Jane Doe 4.8/5 4.5/5 4.2/5 Advanced Technical
Mike Johnson 3.5/5 4.0/5 2.5/5 Core Competencies

Skills Analytics

Organizational Insights:

  • Skills strength distribution across teams
  • Common skill gaps requiring training investment
  • High-potential employees with advanced capabilities
  • Succession planning skills analysis
  • Training ROI and skill improvement tracking

Team Planning Features:

  • Project staffing based on required skills
  • Skills-based team formation
  • Knowledge transfer planning
  • Succession readiness assessment

Integration with Other EPMS Modules

Performance Reviews Integration

Automatic Skills Context:

  • Skills assessments feed into performance review discussions
  • Performance ratings consider skill demonstration
  • Development goals linked to skill improvement
  • Career progression tied to skills advancement

Goals Management Integration

Skills-Based Goal Setting:

  • Skill development goals auto-generated from gap analysis
  • SMART goals template for skill improvement
  • Progress tracking against skill development targets
  • Manager collaboration on skill priorities

Development Plans Integration

Comprehensive Development Planning:

  • Skills gaps drive development plan creation
  • Learning paths mapped to skill improvement
  • Progress tracking across multiple skills
  • Career advancement planning based on skills growth

Getting Started with Skills Tracking

For HR Administrators

Initial Setup:

  1. Enable Skills Tracking Module
    • Navigate to EPMS β†’ System Administration β†’ Settings
    • Enable β€œSkills Tracking” in enhanced modules
    • Configure organizational competency framework
  2. Define Competency Framework
    • Set up core competencies for organization
    • Define role-specific technical skills
    • Configure proficiency scales and definitions
    • Import industry-standard frameworks if available
  3. Role-Based Skills Requirements
    • Map skills requirements to job roles
    • Set minimum proficiency levels
    • Define career progression skill paths
    • Configure assessment schedules

For Managers

Team Skills Management:

  1. Launch Team Skills Assessment
    • Review and approve employee self-assessments
    • Provide manager ratings and feedback
    • Identify team skills strengths and gaps
    • Prioritize development needs
  2. Development Planning
    • Collaborate with employees on skill development goals
    • Approve individual development plans
    • Monitor progress and provide support
    • Adjust priorities based on business needs

For Employees

Personal Skills Development:

  1. Complete Skills Assessment
    • Honest self-evaluation of current capabilities
    • Provide specific examples and evidence
    • Identify areas of interest for growth
    • Set personal development priorities
  2. Development Goal Setting
    • Work with manager to set skill development goals
    • Create action plans for skill improvement
    • Track progress and celebrate achievements
    • Seek feedback and support from team

Best Practices

Effective Skills Assessment

  • Be Honest and Specific: Accurate self-assessment leads to better development
  • Provide Examples: Support ratings with concrete examples
  • Focus on Growth: View gaps as opportunities, not deficiencies
  • Regular Updates: Keep skills profiles current as you develop

Manager Guidance

  • Regular Check-ins: Discuss skills development in 1:1 meetings
  • Provide Opportunities: Create stretch assignments for skill building
  • Give Feedback: Specific feedback helps skill development
  • Support Growth: Connect employees with learning resources

Organizational Success

  • Consistent Framework: Use standardized competency definitions
  • Regular Calibration: Ensure rating consistency across managers
  • Investment in Development: Provide resources for skill building
  • Recognition and Rewards: Acknowledge skills growth and application

Summary

EPMS Skills Tracking transforms professional development from ad-hoc efforts into systematic, data-driven capability building. By providing clear visibility into skills gaps and development needs, organizations can:

  • Align Individual Growth with business objectives
  • Identify Talent and succession planning opportunities
  • Optimize Training Investment based on actual skill gaps
  • Improve Performance through targeted skill development
  • Support Career Progression with clear skill pathways

For additional guidance on related modules, see our articles on Development Plans, Goals Management, and Performance Reviews.

Article ID: skills_tracking