User Profiles and Skill Self-Assessment

User profiles enable employees to self-assess their competencies in the Skill Matrix system. This is a key functionality that allows mapping of the team's actual skills.

Accessing User Profile

Each employee has access to their own profile with a Skill matrix section:

1. Click your name in the top right corner
2. Select Profile from the dropdown menu
3. Navigate to the Skill matrix section

Skill Self-Assessment Interface

Rating Scale

The system uses a 6-level competency scale:

• Beginner - novice level
• Novice - basic experience
• Intermediate - intermediate level
• Advanced - advanced level
• Professional - professional level
• Expert - expert level

Skill Groups in Profile

Skills are displayed in thematic groups, e.g., Administrative Skills:

• Administrative reporting
• Compliance monitoring
• Correspondence handling
• Data entry
• Document management
• Filing and record keeping
• Inventory management

Rating Skills

Self-Assessment Process

1. Select skill level - click the appropriate level on the scale from Beginner to Expert
2. System saves automatically - no need for additional saving
3. You can skip skills - if you don't possess a given competency, leave it unrated

Assessment Example

For the Administrative Skills group, a user might rate themselves as follows:

• Administrative reporting: Novice
• Compliance monitoring: Intermediate
• Data entry: Novice
• Document management: Advanced
• Filing and record keeping: Professional
• Inventory management: Expert

Skill Visualization

The bars visually show the competency range from beginner to expert.

• Red - beginner levels (Beginner/Novice)
• Yellow - intermediate level (Intermediate)
• Green - advanced level (Advanced)
• Cyan/Blue - expert levels (Professional/Expert)

Editing Assessments

Updating Self-Assessment

1. Click the edit icon next to the Skill matrix section
2. Change ratings by clicking on appropriate levels
3. System saves changes automatically

When to Update Ratings

• After completing training - raise level in relevant skills
• After gaining experience - regularly update ratings as you develop
• When changing roles - add ratings for new required competencies

Significance of Self-Assessment for Organization

Benefits for Employee

• Development awareness - clear picture of own competencies
• Career planning - identification of areas for development
• Project matching - better utilization of strengths

Benefits for Organization

• Talent mapping - complete knowledge of team competencies
• Training planning - identification of competency gaps
• Team composition - optimal matching of people to projects
• Succession planning - preparing staff for future challenges

Self-Assessment Best Practices

For Employees

• Be honest - realistically assess your skills
• Update regularly - minimum once per quarter
• Compare with benchmarks - use level descriptions as reference
• Don't fear low ratings - they're a starting point for development

For Managers

• Support the process - encourage regular updates
• Use data wisely - self-assessment is a starting point, not a verdict
• Plan development - identify training needs based on ratings
• Appreciate honesty - reward realistic approach to self-assessment

Next Steps

After team members complete their profiles:

1. Monitor competency development in the organization
2. Identify experts for mentoring other team members