Competency profile

A competency profile is the platform's per-person aggregate of every measurement made of someone, organised by competency. It is the single source of truth for what we currently know about this person's capabilities.

What it is

A small table per person:

• One row per competency in the taxonomy that has at least one measurement against it.
• Each row holds a current level on the taxonomy's four-level scale (Beginner, Developing, Proficient, Expert).
• Each row also holds a confidence — how reliably the platform knows that level, based on the number and recency of contributing measurements.

A profile with many recent measurements has high confidence; a profile built from a single old CV-derived signal has low confidence. The confidence affects how much the platform leans on the level when computing match scores or surfacing recommendations.

How it is built

Inflows come from:

• CV-derived competency extraction at application time (fidelity 0.4).
• Behavioural assessment results for behaviour-relevant competencies (fidelity 0.5–0.6).
• Cognitive assessment results for cognition-relevant competencies (fidelity 0.5–0.6).
• Technical assessment — self-only at 0.4, self-and-manager at 0.8.
• Structured interview ratings at 0.7.
• Simulation results at 0.9.

For each competency, the profile holds a weighted aggregate of all contributing measurements, where:

• More recent measurements carry more weight (recency decay).
• Higher-fidelity measurements carry more weight (fidelity weight).
• Independent measurements that agree raise confidence; disagreements lower it.

The full mechanics are in Fidelity and recency.

Facets and outcome competencies

Assessments often measure fine-grained facets — an emotional-intelligence instrument scores Emotional Self-Awareness, Empathy, Emotion Use, and Emotion Regulation separately. Positions, by contrast, require outcome-level competencies like Emotional Intelligence or Self-management.

To keep the two aligned, a completed assessment rolls its facet scores up onto the outcome competencies it declares coverage of: the outcome competency receives the average of the facets measured. So a position requiring Emotional Intelligence gets a rated level even though the instrument only ever asked about its facets. The individual facet rows remain in the profile alongside the outcome — nothing is discarded.

When a profile is viewed in a position context (a candidate against a job, or an employee against a target role), competencies that were measured but are not required by that position are marked as supplementary and shown in a distinct colour. They are still real measurements; the marking just signals this wasn't a requirement we set for this role, so it isn't read as a met-or-gap signal against a target that was never defined.

Where it surfaces

Read-only views of the profile are everywhere:

• The employee's own competencies page at /me/competencies shows their full profile.
• A person's profile detail page in HR view shows the same profile.
• The gap dashboard uses the profile to compute differences against required levels.
• Career paths match the profile against every role.
• Succession planning ranks people by profile match against critical roles.
• Internal mobility suggests lateral moves from the profile.
• Learning recommendations are driven by the profile's gaps.

Write access to the profile is through assessments — there is no direct edit anywhere.

Versioning

Profiles are versioned. Each material change creates a new version with a timestamp; older versions are preserved for audit and for year-over-year comparison.

When a comparison view (career paths, succession) caches its match score, it caches against a specific profile version. If the profile version changes, the cache invalidates and the match recomputes on next access.

What is in a profile

Only measurement-derived signal. Specifically not in the profile:

• Free-form notes a manager writes outside an assessment.
• Performance review outcomes from outside Jadiroon.
• Project completion records.
• Self-reports on the profile page.

The profile is built from observed measurements only. This is what makes it auditable: every level traces to a specific measurement.

What it is good for

• Showing the employee where they are. The competencies page is one of the most-visited pages in the employee portal.
• Driving the Grow surfaces. Every gap, career-path, succession, and learning view reads from the profile.
• Conversation. A development conversation anchored in here is your current profile, here is the gap to your target role is more useful than free-form aspiration.

What it is not good for

• Predicting future performance with certainty. The profile is descriptive (what we have observed), not predictive (what they will do).
• Performance reviews. Capability is not the same as performance.
• Promotion decisions on its own. The profile contributes; the decision is human.