Competence & Performance Management
The objective factors behind pay, captured in one place.
Performance ratings, skills, certificates and role evaluation surveys are exactly the evidence that justifies pay differences under the directive. Here they sit next to compensation instead of in a separate HR silo.
45 minutes. See competence data feeding a pay decision.
Evidence for pay decisions, not a parallel process.
Ratings with a clear owner and period
Rating based reviews with defined review periods, notes and reviewer tracking. Managers handle their own direct reports, and the results become factors in pay analysis rather than a file nobody opens again.
- Review periods, notes and reviewer tracking
- Managers review their own direct reports
- Ratings feed equity analysis and cycle suggestions
A skills library that stays consistent
A two tier structure of categories and skills, each with proficiency levels, aliases, a demand level and market value tagging. One shared library means two teams cannot quietly mean different things by the same skill.
- Categories and skills with proficiency levels
- Aliases so naming differences do not fragment the data
- Demand level and market value tagging
Qualifications that expire on your radar
Template based tracking of qualifications with categories, issuers and expiration dates. Where a certificate is a genuine requirement for a role, it is also a legitimate factor in what that role pays.
- Templates with categories and issuers
- Expiration tracking so lapses do not surprise you
- Usable as an objective factor in pay justification
Surveys people answer honestly
Structured surveys for employees and managers, with an anonymous mode that stores no respondent identity with the answers, several question types, scheduling with automated reminders and multi language support. Useful input when you are evaluating what a role actually involves.
- Anonymous mode that never stores who answered
- Scheduling with automated reminders
- Multiple question types and multi language support
Why this belongs next to pay
Competence data is only compliance evidence if it reaches the analysis.
Capture the evidence
Ratings, skills, certificates and survey responses in one place.
It becomes a pay factor
Competence data enters the equity analysis as regression factors.
It shapes suggestions
Merit cycle recommendations account for performance and skills.
It supports justifications
Objective factors are already documented when you need them.
Common questions about competence and performance
Where competence data goes
Pay Gap Justifications
The objective factors that make a documented rationale evidenced.
Compensation Reviews & Cycles
Performance and competence distributions inside a live cycle.
Job Architecture
Role requirements, evaluation criteria and the skills each position needs.
Intelligence
Competence factors entering the regression that splits the gap.
Ready to connect competence to pay?
See how ratings, skills and certificates support a pay decision.