# Competency Mapping

> Map organizational competencies — frameworks, job-role alignment, proficiency levels, gap analysis, and development pathway design. TRIGGER when: user says /competency-mapping, needs to build competency frameworks, or asks about skill mapping and career ladders.

- Skill: `ashutoshsrivastava17/competency-mapping` (Agent Skill)
- Install (CLI): `npx skillmds@latest add ashutoshsrivastava17/competency-mapping`
- Raw SKILL.md: https://api.skillmd.com/api/skills/ashutoshsrivastava17/competency-mapping/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: ashutoshsrivastava17 (https://skillmd.com/u/ashutoshsrivastava17)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/ashutoshsrivastava17/competency-mapping

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# Competency Mapping
## Process
### Step 1: Identify Competency Areas
| Category | Examples |
|----------|---------|
| Technical | Programming, data analysis, design tools |
| Functional | Project management, sales methodology, financial analysis |
| Leadership | Strategic thinking, people management, decision-making |
| Core | Communication, collaboration, problem-solving |
### Step 2: Define Proficiency Levels
| Level | Description | Indicators |
|-------|-----------|-----------|
| 1 - Foundational | Basic understanding, requires guidance | Can describe concepts |
| 2 - Developing | Can apply with some support | Completes tasks with review |
| 3 - Proficient | Works independently, consistent quality | Handles standard scenarios |
| 4 - Advanced | Handles complex situations, mentors others | Innovates and improves |
| 5 - Expert | Organizational authority, shapes strategy | Industry recognized |
### Step 3: Map to Roles
| Role | Competency | Required Level | Current Avg |
|------|-----------|---------------|------------|
| Junior Engineer | Programming | 2 | 1.8 |
| Senior Engineer | Programming | 4 | 3.5 |
| Engineering Manager | People management | 3 | 2.5 |
### Step 4: Conduct Gap Analysis
| Team/Individual | Competency | Required | Current | Gap | Priority |
|----------------|-----------|----------|---------|-----|---------|
| [name/team] | [competency] | X | X | X | H/M/L |
### Step 5: Design Development Pathways
| Gap | Development Options |
|-----|-------------------|
| 1 level | Self-study, e-learning, peer learning |
| 2 levels | Formal training + mentoring + practice |
| 3+ levels | Structured program + coaching + stretch assignments |
## Output Format
```markdown
## Competency Map: [Scope]
### Framework: [Competency areas and levels]
### Role Mapping: [Roles × competencies matrix]
### Gaps: [Priority gaps with development plans]
```
## Quality Checklist
- [ ] Competencies aligned with business strategy
- [ ] Proficiency levels are observable and measurable
- [ ] Role mapping validated with managers
- [ ] Gap analysis uses actual assessment data
- [ ] Development pathways are practical and resourced
## Edge Cases
- For new roles, benchmark competencies against industry standards
- If self-assessment is the only data source, calibrate with manager input
- For cross-functional roles, map competencies from multiple families