Start with your problem
Outcomes – Pick the outcome you need; we’ll show the simplest way to get there—using your terminology and data.
Most teams don’t need a platform tour—they need a fix. Below are the common problems we solve. Each page explains what changes, shows examples, and gives you a clean next step.
Quick selection (60-second guide)
What’s closest to your need?
- Effective onboarding – team competence on the job→ Professional Team Competence
- Front line Staffing, risk reduction, compliance in critical areas → Operational Competency Assurance
- Grow workforce capability & careers → Manage Career Pathways – Individual Development –
- Skills shortages → Plan Reskilling & Succession
- Performance Management Fair, Day to Day, Low-Admin→ Credible Performance Management
- We want to get started with competency management – Building the right Competency Framework
- We have a competency model; we need a platform → Run Your Framework (As-Is) assess and report
- Our model exists but managing it is difficult with current tools → Streamline your competency management process
(If you’re not sure, start with Single Source of Truth.)
Professional Team Competence
Define role requirements, link learning resources to competencies, run assessments, identify where the gaps are, the training needed. Identify the right people for teams and projects.
Operational Competency Assurance
Frontline workers – high stakes environments. Identify critical tasks and training, assess workplace competence for onboarding, regular audits. Track mandatory training and certification requirements. Meet audit evidence requirements. Clear picture of current readiness position by unit.
Manage Career pathways - Individual Development
Organize job families, role profiles and career pathways – vertical and lateral, assess to identify development needs, match to suitable learning resources and track individual progress.
Plan Reskilling & Succession
Identify current and future skills shortages – plan development programmes, identify potential talent, make contingency and longer term plans to cover critical positions.
Credible Performance Management - Fair, low-admin
Role-based reviews based on expectations, performance conversations, within reviewer and overall calibration, minimal administration load.
Building the right Competency Framework
Getting started – Identify what’s important, the right structure to match your culture, coachable indicators, pilot on one role/team. Use and adapt our libraries and AI suggestions.
Migrate competencies from spreadsheets (as-is)
Import your model with original scale labels/codes, set up profiles and assessments – select the reports you need
Streamline your competency management process
Centralize, make use of advanced management & reporting tools -Versioning, SME permissions, multi method assessments, dashboards, exportable analytics
Platform: Single source of truth
One versioned place—searchable and reportable for
- roles
- capabilities
- career paths
- competencies (knowledge + skills + appropriate application)
- assessments and evidence
- learning resources
- training
- succession pipeline
