The Skills Profile Framework
Structured, Logical, Quantified
The Skills Profile is a logical framework or construct to articulate the different facets of skills of a person or of a job
Just as a basic health profile covers different facets of health such as lipid profile, hemogram, cardio profile and others, similarly a Skills Profile of a Job or a Person covers different facets of skills such as knowledge, tools and technologies, domain, role & activities and behavioral skills. The importance and coverage of each of these facets and in fact the terminology itself could vary function to function.
This includes concepts (eg: Programming concepts), principles (eg: Safety principles), standards (eg: Structural Engineering standards), methodologies (eg: Design methodologies) or factual information (eg: Laws and Statutes)
Tools & Technologies
This includes Equipment (eg: Material Moving equipment), Instruments (eg: Laboratory instruments), Software (eg: CAD software), Machinery (eg: Lathes), Hardware (eg: Servers).
Role & Activities
Titles are not a good way of matching people to jobs since they often do not clearly communicate what a person does - two persons with same title may not be doing the same things. A better approach is to delve into activities and cluster them together and allowing the user to choose the relevant activities. For example, activities in project management may include effort estimation, manpower planning, manpower allocation, customer engagement, budgeting and billing. At the same time in order to understand at a broad level the responsibility level from a people management perspective we define Operational role into four areas i.e. Individual Contributor, Team Leader, Manager and Individual Contributor (Specialist). This is important because the behavioral skills required for each of these are different
This refers to the area in which one has applied one's skills - it could also be referred to as a context. In different contexts, the domain can take a different flavor. For example, different Accountants could have experience with Accounting in different industries. Software Developers could have experience with developing application for different industries. Customer Support Callers could have experience in supporting in different languages. Domain is a critical dimension as it takes time to understand the nuances of the domain. For instance, accounting in Oil & Gas is not same as that in Banking.
This is referred to in different terms including Behavioral Competencies (or just Competencies), or Soft Skills. Four aspects are covered here - Aptitude, People Skills, Language and Traits. Aptitude broadly refers to the different ways of and abilities in information processing. People Skills refers to skills in relating to other people. Language has four aspects - understanding of the language, reading, writing and speaking. Traits are subtle inherent qualities of a person that are paramount - with all other things being equal, the fundamental difference between a person who makes it and one who does not is the difference in their traits (for example, maybe one was much more committed and sincere to the work).
This refers to the level of expertise in each skill. For consistency and simplicity, either a four point scale (star rating) or two point scale (Yes/No) is used. The legends of the scales, i.e. what each level of proficiency refers to, varies from one skill to another.