This page describes the concept of Skills in Valuable, and related concepts such as Skill Groups, Skill Levels, Proficiency Curves etc.

Skills

Skills are used in Valuable to define things that a person can be good at, that also contribute to the value that persons provide to the organization.

Skills typically fall into one of the following categories:

• Traits
• Professional skills
• Personal and interpersonal skills
• Facts

The following sections describe these skill categories in more detail.

Traits

Traits typically relate to a persons behavior or general attitude in work situations.

Traits are typically harder to improve than skills in other categories, as they tend to be more “deeply rooted” in a person’s personality, creativity and intelligence.

Examples of traits include:

• Adaptability - How quickly and smoothly a person adapts to new situations.
• Drive - How much energy a person brings to their work.
• Grit - How a person deals with challenges and setbacks.
• Responsible behavior - How a person takes responsibility for their work and deliveries.

Professional skills

Professional skills are the type of skills a person would typically train for as part of their education or professional career.

Examples of professional skills include:

• Domain skills - The theory, methods and practices that related to the person’s professional role(s).
  • See Domain skills information on how to work with domain skills.
• Professional writing - How well a person can write documentation for users, colleagues and clients.

Personal and interpersonal skills

Personal and interpersonal skills relate mainly to how a person interacts with others, both professionally and on a more personal level.

Examples of personal and interpersonal skills include:

• Communication - How well a person can communicate with others.
• Social agility - How a person builds trust and relationships with others in varying social situations.
• People leadership - How well a person can lead and manage units or departments, and the people in them.
• Self-leadership - How well a person can manage their own professional life and career.

Facts

Facts are more concerned with what a person has achieved in their professional career.

Examples of facts include:

• The number of people a person has successfully led, either organizationally or technically.
• The highest level of education a person has achieved.
• The number of years a person has been working in areas relevant to their current role.

Related concepts

The following concepts or attributes, each described later on this page, are used to define skills:

• Skill style
• Skill levels
• Skill proficiency curve
• Skill group

Skill styles

A skill’s skill style determines the number of levels that a skill has, and what these levels are called.

The following skill styles are currently supported:

Skill levels

Skill levels represent and describe the different levels of proficiency or ability that a person can have for a skill, in accordance with the skill’s skill style.

In Valuable, each skill level description should be seen as criteria for a gate that the person must pass to be ranked at that level of proficiency.

For instance, if a person meets all the criteria for skill level 3 for a skill, but not yet all the criteria for level 4 of that skill, they will report (or be reported at) level 3. This then comes with the understanding that they are very likely already “better” than what is described for level 3 (i.e. “between level 3 and level 4”).

Skill proficiency curves

Skill groups