competency-mapping

name	competency-mapping
description	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.
argument-hint	[department or role family to map]
user-invocable	true

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

## 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