The Skills Profile Framework
Structured, Logical, Quantified
The Skills Profile is a logical framework that articulates 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 skill including knowledge, tools and technologies, domain, role and activities, and behavioral skills. The importance and coverage of each of these facets, and indeed the terminology itself, could vary from function to function.
This includes concepts (e.g.: Programming Concepts), principles (e.g.: Safety Principles), standards (e.g.: Structural Engineering Standards), methodologies (e.g.: Design Methodologies) or factual information (e.g.: Laws and Statutes)
Tools & Technologies
This includes equipment (e.g.: Material Moving Equipment), instruments (e.g.: Laboratory Instruments), software (e.g.: CAD software), Machinery (e.g.: Lathes), or Hardware (e.g.: Servers).
Role and Activities
Titles are not a good way of matching people to jobs since they do not always clearly communicate what a person does two persons with the same job title may not be doing the same things. A better approach is to delve into the activities undertaken and cluster them together and allowing the user to choose 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 responsibility on a broad level from a people management perspective, we define the Operational role into four areas: Individual Contributor, Team Leader, Manager, and Individual Contributor (Specialist). This is important because the behavioral skills required are different for each of these roles
This refers to the area in which one has applied one's skills it could also be referred to as a 'context'. Skill can take on different flavors based on the domain of practice. For example, Accountants could have experience with Accounting in different industries. Software Developers could have experience with developing applications for different industries. Customer Support Callers could have experience with support in different languages. Domain is, therefore, a critical dimension, as it helps the profiler understand the nuances of the skill. For instance, accounting in Oil and Gas is not same as that in Banking.
These include 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 more committed and sincere).
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.