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Add a Review Step to Self-Reported Skills
Give managers a structured way to review employee skill information instead of relying only on self-reporting.
Manager Skill Validation for Clearer Skills Decisions
Review employee skill claims with evidence, proficiency levels, targets, and readiness information so managers have a stronger basis for development and performance conversations.
Skill claims
Evidence review
Manager validation
Why Skill Evidence Matters
A self-reported skill should not be the end of the conversation.
Employee skill claims need a structured review step.
Employee skill claims can be useful starting points, but a claim alone does not show how the skill has been demonstrated, whether the recorded level is current, or how it relates to role expectations. Manager Skill Validation adds a review step so managers can consider the available skill information before using it in development and readiness conversations.
Claim context
Manager review
Development direction
Claims Without Review
A self-reported skill can remain difficult to interpret when no manager review has taken place.
Evidence Without a Decision
Supporting evidence adds context, but managers still need a structured way to review the skill information.
Different Managers, Different Interpretations
Without a shared review workflow, similar skill claims can be discussed differently across teams.
Skill Data That Goes Nowhere
Skill information is less useful when it is not reviewed before readiness or development conversations.
Manager Review
Put managers into the skill-review workflow.
Manager Skill Validation gives managers a structured way to review employee skill information through team skills and the validation queue. Managers can consider the skill claim, available evidence, proficiency, targets, and readiness context before using that information in development conversations.
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Review the Skill Claim
Start with the employee's recorded skill and the capability they say they have.
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Look at the Evidence
Review available skill evidence to understand how the employee has demonstrated the capability.
Consider Proficiency and Expectations
Look at the recorded proficiency level and relevant target expectations as part of the review.
Bring Manager Judgment Into the Process
Use the validation workflow to add manager review before skill information informs development or readiness discussions.
Validation connects the skill claim with the context managers need to review it.
The skill claim shows what the employee records. Evidence adds supporting context. Proficiency describes current capability. A skill target defines what is expected. Manager validation adds a review step. Readiness helps show how that information relates to role expectations.
Skill Claim
Manager Validation
Readiness Context
How Skill Proficiency Levels Work
From employee skill claim to manager-reviewed capability.
A five-step workflow keeps the employee's skill information connected to manager review, readiness, and development follow-through.
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Start With the Employee Skill Record
Begin with the employee's recorded skill, proficiency level, status, and other available skill information.
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Review the Available Information
Look at the skill record in context, including relevant proficiency, targets, status, and freshness information.
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Examine Supporting Evidence
Review available evidence that adds context to how the employee has demonstrated the skill.
Review Through the Validation Workflow
Use team skills and the validation queue to review the skill information and add manager validation.
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Decide What Needs Attention Next
Use the manager-reviewed skill context in readiness, development, learning, or performance conversations where relevant.
Benefits
Make employee skill data more useful to the managers who act on it.
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Put Evidence Into the Conversation
Bring supporting skill evidence into the manager review so the skill claim has more context.
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Create a More Consistent Review Process
Give managers a common proficiency reference when talking about employee capability.
Improve Development Conversations
Start development discussions with reviewed skill information, proficiency, and target context.
Make Readiness Discussions More Specific
Use manager-reviewed skill information alongside targets and readiness views when discussing role expectations.
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Give Follow-Through a Clearer Starting Point
Use reviewed skill context to support goals, development plans, learning actions, or other next steps where relevant.
Explore Skills Features
Six connected capabilities. One clearer skills workflow.
Move from skill evidence and current proficiency to targets, manager validation, readiness, and development follow-through.
Explore Skills Management →Skill Evidence
Capture examples that show how an employee demonstrates a skill.
Skill Proficiency Levels
Document current capability before comparing it with expectations.
Skill Targets
Define the proficiency employees are expected to work toward.
Manager Skill Validation
Add manager review to employee skill information.
Skills Readiness & Gap View
Compare current capability with targets and role expectations.
Skill Action Tracking
Keep development actions connected to employee skill information.
Connected Performance Workflow
Bring manager-reviewed skill information into the performance work that follows.
Manager Skill Validation belongs to the Skills product. It adds capability context that managers can draw on across PerformSpark workflows without replacing performance ratings or review decisions.
Skills Engine
Proficiency · Evidence · Targets · Readiness
Turn skill levels into
clearer development direction.
clearer development direction.
360-Degree Reviews
Connect feedback to strengths and development gaps.
Performance Reviews
Add skill context to feedback and make reviews more meaningful.
Goals
Turn priorities into measurable skill-based goals.
PIPs
Clarify capability expectations during improvement.
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Check-ins and 1-on-1s
Discuss skill progress between reviews.
IDPs / Growth Plans
Turn skill gaps into structured development plans.
Feedback & Surveys
Add broader input to capability discussions.
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Employee Recognition
Provide context for recognizing demonstrated strengths and capability growth.
Calibration
Support more consistent performance discussions.
FAQs
Your questions answered
Have questions about skill proficiency levels? Here are the key differences between proficiency, evidence, targets, readiness, and performance ratings.
Ready to Connect Skills to Performance Follow-Through?
See how PerformSpark helps managers connect skill evidence, readiness gaps, and development actions with performance conversations.
What is Manager Skill Validation?
Why should managers review employee skills?
How is skill validation different from skill evidence?
Is skill validation the same as proficiency?
Can managers review skills for their team?
Make performance reviews your growth lever
No credit card required • Setup and training included • Annual contract minimums may apply
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