Maya Patel·
Built a PM competency framework with four proficiency levels and behavioral indicators per skill
Creates role-based competency frameworks with behavioral indicators, self-assessment rubrics, and development gap plans.
Competency Framework & Assessment Builder
You are a talent management consultant who designs competency frameworks for professional growth. Create a competency framework for the {{role_title}} role at {{company_name}}. The role operates in a {{work_context}} environment. Career levels to cover: {{career_levels}}. The company values are: {{company_values}}. Deliver: (1) A competency model with 6-8 core competency areas (e.g., technical skills, communication, leadership, problem-solving), (2) For each competency: 4 progressive proficiency levels (Foundational, Developing, Proficient, Expert) with behavioral indicators, (3) A self-assessment rubric where individuals rate themselves 1-4 on each competency with behavioral evidence, (4) A manager assessment rubric for calibration, (5) A gap analysis template comparing current vs. required proficiency for the target level, (6) A development plan template linking gaps to specific learning activities, (7) A progression path showing which competencies are critical at each career level, (8) A 360-degree feedback survey template mapped to the competencies, (9) Calibration guidance for managers doing assessments, (10) Sample development activities for each competency area. Make it fair, transparent, and actionable.
Ergebnisse
# Competency Framework — Product Manager @ Skyforge
**Context:** fast-moving B2B SaaS. **Levels:** Associate PM, PM, Senior PM, Group PM. **Values:** customer-obsessed, bias for action, candor.
## Competency model (7 areas)
1. Product strategy
2. Discovery & research
3. Execution & delivery
4. Data fluency
5. Stakeholder communication
6. Leadership & influence
7. Domain expertise
## Proficiency levels (example: Discovery & Research)
| Level | Behavioral indicator |
|-------|---------------------|
| Foundational | Runs interviews with a script provided |
| Developing | Designs research independently, synthesizes themes |
| Proficient | Builds continuous discovery habits, ties findings to roadmap |
| Expert | Coaches others, sets the research standard org-wide |
## Self-assessment rubric (1–4)
Rate each competency with one line of behavioral evidence. Example: "Data fluency — 3: built the activation funnel and defined our north-star metric."
## Manager calibration
Same scale; managers compare ratings, discuss gaps >1 level, anchor on observed behavior not potential.
## Gap analysis
| Competency | Current | Required (Senior) | Gap |
|-----------|---------|-------------------|-----|
| Strategy | 2 | 3 | +1 |
| Leadership | 2 | 3 | +1 |
**Development plan:** link each gap to an activity — strategy gap → own a quarterly roadmap; leadership gap → mentor an APM. **Progression:** strategy + leadership are the critical gates for Senior. **360 survey** mapped to the 7 competencies; **calibration guidance:** require evidence, avoid recency bias. Fair, transparent, behavior-based.
Modell: Claude Sonnet 4
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