What you get
Three connected pieces, so a rating a manager gives on Monday is a gap on the dashboard and a line in someone's development plan the same day.
Job families contain competency areas; areas contain sub-competencies, each with behavioural indicators and scenario questions. Set the required level (1–5) for every sub-competency and designation in one matrix. Start from a bundled template or build your own.
Run batch campaigns with four deadlines, or send one assessment to one person. Employees answer scenario questionnaires or rate themselves directly, with autosave and resume. Line managers rate each sub-competency with optional evidence. HR reviews self-versus-manager outliers, adds notes and finalises.
Drill from the company dashboard to a job family to a single area: attainment, band mix, the top skills to fix, a people leaderboard and trends. Managers get a team dashboard. Employees get My Results with a development plan and training suggestions mapped to their gaps.
How it works
Load Project Management (8 areas, 45 sub-competencies, 135 questions) or Project Monitoring & Control (8, 56, 168), or build your own. Add designations and the required-level matrix.
Import people by CSV with their manager links, invite them, and launch a campaign across the whole framework or selected areas, as a scenario questionnaire or a direct self-rating.
Employees self-assess. Managers rate every sub-competency with evidence. HR resolves the minor and major outliers with a note and locks the results.
Read gaps by family, area and designation. Export CSV, print the reports, and give every employee a development plan built from their own gaps.
Scoring engine
Every number on a ProSkill dashboard comes from three rules. HR sets the thresholds; the same engine runs in the browser and on the server, checked against the same reference cases.
Gap
gap = required level − manager level
The calibrated level is used wherever HR adjusted a rating.
Attainment
attainment % = 100 × Σ min(manager, required) ÷ Σ required
A surplus in one skill can never hide a shortfall in another, so teams and rounds compare honestly.
Bands and flags
Bands follow the gap, with thresholds your HR team sets. Calibration flags follow the self-versus-manager difference: Aligned, Minor outlier, Major outlier.
Who it's for
Everyone signs in to the same workspace and sees only what their role needs.
Run everything in the workspace.
Rate the people who report to you.
Read the organisation, not the admin screens.
Know where you stand and what comes next.
Built for competency work
Job families, competency areas and sub-competencies with behavioural indicators and versioned scenario questions.
A required level from 1 to 5 for every sub-competency and designation, effective-dated and saved in bulk.
Draft, launching, active, in calibration, locked, archived. Four deadlines: start, self, manager and calibration.
Scenario questionnaire or direct self-rating, across the whole framework or selected areas. Scope is frozen at launch.
Managers see the self level beside each sub-competency and rate it 1 to 5 with notes, autosaved as they go.
Major outliers hold an assessment for review. HR adjusts with a note, keeps the history, and finalises.
Company, job family, area. Filters for campaign, division, department and designation, CSV export, small groups hidden.
Capability Snapshot, Assessment Status by Position, Skill Gaps Detail, Gap Analysis by Position, Team Roster with KPIs, Division Summary, Designation Summary, Calibration Outliers.
Also included: a people directory with CSV import and manager linking, invitations, roles with 28 permission keys, in-app reminders, and nine email templates sent through a durable outbox.
Security
Competency ratings are personal data about your people. ProSkill treats them that way at every layer.
Your tenant id inside the signed token, a subdomain cross-check, a tenant filter on every query, and Postgres row-level security underneath it all.
Passwords hashed with bcrypt at cost 12. Five failed attempts lock the account for fifteen minutes.
Fifteen-minute access tokens and rotating fourteen-day refresh tokens. Reusing an old refresh token revokes the whole chain.
Invitation and password-reset links are stored hashed and work exactly once. Changing a password signs out every other session.
HTTPS with HSTS on every workspace. The application can never be framed by another site.
Your logo and colour on the sign-in page and in every email, set up by ProSkill when your workspace is created.
FAQ
No. Two bundled frameworks can be loaded into a new workspace: Project Management and Project Monitoring & Control, 303 scenario questions between them. Customise them, or build your own families, areas and sub-competencies.
Gap = required level − manager level, using the calibrated level wherever HR adjusted a rating. The gap falls into Strong, Developing, Needs Focus or Critical according to thresholds your HR team sets under Settings. Attainment is 100 × Σ min(manager, required) ÷ Σ required.
They rate each sub-competency for their direct reports from 1 to 5, with optional evidence, and watch their team dashboard. Managers are derived from reporting lines, so there is nothing extra to set up.
Their assessments, with autosave and resume, and once HR finalises a round, My Results: attainment, the self-versus-manager picture, their gaps, a development plan and training suggestions mapped to those gaps. Employees never see required levels while assessing.
Yes, in four layers: your tenant id travels inside the signed token, the subdomain is cross-checked, every query carries a tenant filter, and Postgres row-level security enforces it underneath.
Book a demo. We create a workspace at your-company.theproskill.com with a 30-day trial, you import people by CSV with their manager links, send invitations and launch your first campaign.
Yes. The analytics screens export CSV that matches what is on screen, and each of the eight reports is print-ready and exports to CSV.
Invitations, assessment launches, manager-review requests and password resets go out through nine email templates. Deadline reminders are shown in the app.
With their work email and a password, on your workspace's own address. Invitation links are single-use and expire.
A walkthrough with the team: framework setup, one campaign end to end, and the analytics on sample data.