One competency library
A central set of definitions instead of per-department copies that drift apart.
- Competency library
- Competency categories
- Learning and career tools
Competencies
Competency Management Software
Competency frameworks usually die in a spreadsheet because nothing uses them. In Spark.work the same definitions drive career paths, reviews and development plans, so the framework stays current because it is doing work.
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Expectations by level
Make progression explicit: what is expected at each level of a path, written down once.
- Competency matrix
- Career paths
- Position management
Assess individuals against the framework
Where a person stands, using the same definitions everyone else is measured against.
- Competency profile
- 360 reviews
- Performance assessment
Use it in real conversations
A framework earns its keep in review and development conversations, not in an annual audit.
- Performance management
- Goals and development plans
- One-on-one meetings
- 9-box grid
Competencies in hiring
The same definitions can shape what you hire for, so internal and external standards match.
- Recruitment
- Assessments and surveys
- Job requisitions
Competencies
Related capabilities
Competencies connect development, performance and hiring.
See competencies used in real reviews.
FAQ
Competencies FAQ
What is competency management software?
Software for defining the skills and behaviours a role requires, setting expectations by level, and assessing people against them. In Spark.work those definitions are shared with career paths, reviews and development plans rather than kept separately.
Do we have to build a framework from scratch?
You build your own library, but it is built once and reused everywhere - matrix, profiles, reviews and career paths all reference the same definitions.
How do competencies relate to performance reviews?
360 reviews are competency-based, and performance assessment combines competency input with business results, so a review can reference the framework directly.