These are the questions Compass asks for this practice, and the levels it scores you against.
Defining what each role must be able to do — the standard against which operators are assessed.
How clearly are the competency requirements for each role documented?
Level 1 → 5World class at level 4
- Competency requirements are in supervisors' heads — nothing is written down
- Job descriptions exist but do not specify the specific skills or tasks each role must perform to standard
- A skills list exists per role but it is not linked to specific tasks or proficiency levels
- Every role has a documented competency matrix with specific tasks and a 0–4 proficiency scale per taskWorld class
- Competency requirements are linked to standard work documents; they are reviewed annually and updated when processes change
Evaluating each operator's current competency level against the defined role requirements.
How do you assess and record each operator's current proficiency level?
Level 1 → 5World class at level 4
- We do not assess proficiency formally — we assume trained employees are competent
- Supervisors have an informal view of who can do what but nothing is recorded
- Proficiency assessments happen at onboarding but are not updated after that
- Each operator's proficiency is assessed against the competency matrix at least annually and after any process changeWorld class
- Assessments are conducted by a certified assessor using a standard rubric; results are stored digitally and visible to the supervisor in real time
Converting identified gaps into scheduled training with clear targets and completion tracking.
How systematically do identified competency gaps get closed?
Level 1 → 5World class at level 4
- Gaps are noted but training happens only when someone complains or a mistake occurs
- A training list exists but it is not scheduled or tracked to completion
- Training plans are created for known gaps with target dates, but completion tracking is informal
- Every identified gap has a training plan with a scheduled date, a trainer assigned, and a re-assessment at the endWorld class
- Training completion rates and gap-closure velocity are tracked as KPIs; the supervisor reviews them in the weekly tier meeting
