Self-assessment is a powerful tool that empowers employees to take control of their own professional growth. By reflecting on your skills and evaluating your proficiency, you gain insight into your strengths, areas for improvement, and where to focus your development efforts. When done effectively, self-assessment helps you set meaningful goals, track progress, and ensure that your career is moving in the direction you envision.
In this article, we’ll walk through the self-assessment process in our platform, explain how to evaluate your skills using our rating system, and offer tips for making the most out of the process. The process should be more or less the same on any platform that supports self-assessment.
What is Self-Assessment?
Self-assessment is the process of reflecting on your skills and competencies relative to your job role and rating your proficiency based on structured criteria. It’s not just about identifying where you stand today but also about taking ownership of your development and setting goals for future growth. It offers a unique opportunity to pause, reflect, and map out your professional journey.
Why It’s Important:
- Increases Self-Awareness: Knowing where your strengths and development areas lie helps you make informed decisions about career opportunities.
- Supports Career Planning: Self-assessment identifies gaps and allows you to strategically target skills for future roles or promotions.
- Promotes Employee Engagement: Taking part in your own evaluation empowers you to actively shape your career path.
Our platform provides a structured self-assessment process using two types of rating scales to match the complexity of different skills.
Understanding the Skill Rating Scales
In our tool, skills are typically rated on a 1 to 3 or 1 to 7 scale, depending on the level of detail required for the evaluation (or built into the framework being used). A few frameworks use 4 or 5 levels, and we allow up to 9. Each number corresponds to a specific level of proficiency, with clearly defined criteria for each. The tool will show you (in a tooltip) what each level means for a particular skill. Here’s how to interpret each scale, accepting that the specific skills under a given framework are more nuanced.
1 to 3 Scale
This scale is commonly used for straightforward skills, where a broad classification is sufficient:
- Beginner: You are just starting to learn the skill. You may require guidance, and your understanding is basic.
- Intermediate: You can apply the skill in day-to-day tasks with minimal assistance. You have a working knowledge and can handle common situations independently.
- Advanced: You have deep expertise in the skill. You can mentor others, solve complex problems, and handle advanced tasks without support.
1 to 7 Scale
Inherited from SFIA, this more granular scale is ideal for highly specialised or nuanced skills, allowing for finer distinctions in proficiency:
- Novice: You have little to no experience in this skill and need significant guidance. You are just starting to learn.
- Basic: You have a foundational understanding of the skill and can complete basic tasks with supervision.
- Developing: You are growing in proficiency and can perform most tasks independently, though complex challenges may still require assistance.
- Proficient: You are competent and can consistently apply the skill in various situations with little to no supervision.
- Skilled: You can execute tasks efficiently and handle advanced challenges with confidence.
- Expert: You are a go-to person for this skill and can mentor others. You have mastered the skill and are recognised for your expertise.
- Authority: You possess deep mastery and are known for pushing boundaries in this skill. You innovate and develop new methods or best practices in this area.
Note that under SFIA, levels 6 and 7 are considered leadership level skills while 1-5 are the ‘doing’ roles from a level 1 beginner to practice lead roles at level 5.
How to Perform a Self-Assessment in TalentJam
The self-assessment process is straightforward but impactful. Here’s how to navigate it in our skills-based talent management software, TalentJam. Note that many tools offer similar functions.
- Log in to Your Profile
Start by logging into your profile on the talent management platform. Go to the My Profile > My Skills to access your skill list.
- Review the Skill Descriptions
For each skill, there will be a detailed description of what constitutes proficiency at each level. This is critical for an accurate self-assessment, so take time to carefully read through these descriptions to ensure you understand the criteria.
- Reflect on Your Experience
Before selecting your rating, think deeply about your experience with each skill:
How often do you use this skill in your role?
Do you feel confident using it independently?
Have you handled complex challenges or taught others how to apply it?
Consider recent projects or tasks where you applied this skill and use those experiences to guide your evaluation.
- Select Your Rating
Based on your experience and the descriptions provided, choose the level that best reflects your current proficiency. Avoid the temptation to aim for the highest number. Self-assessment is about honest reflection and identifying opportunities for growth.
- Provide Comments (Optional but Recommended)
Add context to your ratings by providing comments. Explain why you chose a particular rating, highlight any recent experiences that influenced your decision, and identify specific areas where you want to grow. You can also provide evidence to support your assessment (this is used to inform self-certification).
- Submit Your Assessment
In TalentJam, you can review and update one, some, or all of these scores at any time, and they automatically update (and keep a history). Some tools require you to submit your self-assessment responses once completed. Ideally (and in TalentJam this is the case) this information will be used to inform your personal development plan, tailored to your growth and development needs.
Tips for a Meaningful Self-Assessment
- Be Honest and Realistic
The value of a self-assessment comes from being truthful about where you currently stand. Overrating yourself can lead to missed learning opportunities, while underrating yourself can prevent you from leveraging your strengths.
- Seek Feedback
While self-assessment is a personal reflection, consider asking colleagues or managers for input if you are unsure about your proficiency level. A second perspective can give you a more rounded understanding of your skills.
- Focus on Development, Not Just Ratings
The goal is not just to rate yourself, it provides an opportunity to identify where you can improve. Use this as a chance to think about your long-term career goals and the skills you need to achieve them.
- Update Regularly
Skills grow and evolve over time. Make it a habit to revisit your self-assessments periodically, such as every quarter or after completing major projects, to ensure your development plan stays aligned with your current abilities.
What Happens Next?
Once you have completed your self-assessment, your ratings and comments will be reviewed by your manager or a moderator. During your next feedback session, you will discuss the results, identify areas where additional training, mentorship, or resources can help, and create a personalised development plan.
This discussion will focus on:
- Aligning your self-assessment with observed performance and team goals.
- Highlighting key strengths and identifying opportunities for further growth.
- Setting actionable development goals and mapping out a plan to achieve them.
