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Levels & Competencies

Define practice levels with competencies and proficiency expectations.

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Practice levels define progression within a discipline. Combined with competencies and proficiency expectations, they create a transparent framework for professional growth.

Understanding Levels

Levels represent career progression tiers within a practice. Each level has:

  • Name - A recognizable title (e.g., "Associate", "Senior", "Staff")
  • Description - What this level means and what's expected
  • Display Order - Position in the level progression
  • Competency Expectations - Required proficiency in each skill

Example Level Structure

Level Title Description
1 Associate Learning fundamentals, requires guidance
2 Mid-Level Works independently on standard tasks
3 Senior Owns complex work, mentors others
4 Staff Technical leadership, cross-team impact
5 Principal Organization-wide influence, sets direction

Managing Levels

Creating Levels

  1. Navigate to Practice Lead > [Your Practice] > Levels tab
  2. Click "Add Level"
  3. Enter name and description
  4. The level is added at the end of the ladder

Reordering Levels

Drag levels to reorder them. The display order determines the career progression path.

Archiving Levels

Levels can be archived rather than deleted. Archived levels:

  • No longer appear as options for new assignments
  • Preserve historical data for members previously at that level
  • Can be restored if needed

Understanding Competencies

Competencies are the skills and capabilities that define excellence in your practice. They answer: "What do people in this discipline need to be good at?"

Example Competencies

For a Backend Engineering practice:

Competency Description
System Design Ability to architect scalable, maintainable systems
Code Quality Writing clean, tested, documented code
Technical Communication Explaining complex concepts clearly
Debugging Diagnosing and resolving issues efficiently
Mentoring Helping others develop their skills

Creating Competencies

  1. Navigate to Practice Lead > [Your Practice] > Levels tab
  2. Click "Add Competency"
  3. Enter name and optional description
  4. Assign it to relevant levels with expected proficiency

Competency Categories

Group related competencies using categories (e.g., "Technical Skills", "Leadership", "Communication"). Categories help organize the competency matrix view.

The Proficiency Scale

Proficiency is measured on a 1-3 scale:

Score Level Meaning
1 Developing Not yet meeting expectations - building skills, needs guidance
2 Proficient Meeting expectations - works independently, handles standard situations
3 Advanced Exceeding expectations - mentors others, handles complex edge cases

Setting Level Expectations

Level expectations define what proficiency is required for each competency at each level.

The Expectations Matrix

Competency Level 1 Level 2 Level 3 Level 4
System Design 1 1 2 3
Code Quality 1 2 3 3
Technical Communication 1 1 2 3
Mentoring - 1 2 3

Read this as: "To be Level 3, you need proficiency 2 (Proficient) in System Design, 3 (Advanced) in Code Quality, 2 (Proficient) in Technical Communication, and 2 (Proficient) in Mentoring."

Cascading Expectations

When you set an expectation, it automatically cascades to higher levels:

  • If Level 2 requires proficiency 2 in "Code Quality"
  • Level 3, 4, 5 will require at least proficiency 2 (unless you set higher)

This ensures levels are progressive - higher levels never require less than lower levels.

Adding Expectations

  1. In the Levels tab, find the competency row
  2. Click the cell for the level you want to set
  3. Select the required proficiency (1-3)
  4. Higher levels automatically update if needed

The Competency Matrix View

The competency matrix provides a visual overview:

  • Rows: Competencies
  • Columns: Levels (ordered by progression)
  • Cells: Expected proficiency at that level

This matrix helps:

  • Members understand what's needed to advance
  • Practice leads ensure consistent expectations
  • Managers evaluate readiness for promotion

Best Practices

Designing Levels

  • Start simple - 3-5 levels is usually enough
  • Use recognizable titles - Industry-standard names reduce confusion
  • Write clear descriptions - Members should understand what each level means
  • Leave room to grow - Don't create levels you'll never use

Defining Competencies

  • Be specific - "System Design" is better than "Technical Skills"
  • Keep it manageable - 5-10 competencies per practice is typical
  • Focus on observable skills - Things you can actually assess
  • Update over time - Competencies evolve as your discipline evolves

Setting Expectations

  • Differentiate levels - If every level requires the same proficiency, the competency doesn't differentiate
  • Be realistic - Entry-level shouldn't require expert proficiency
  • Consider the whole picture - No one is perfect in everything; focus on what matters most at each level