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Clearer Capability Expectations
Show employees the level of proficiency they are expected to work toward instead of leaving the expectation open to interpretation.
Skill Targets for Clearer Development Expectations
Define the proficiency employees are expected to work toward and view those targets alongside current skill levels, evidence, validation, and readiness so managers can make development expectations easier to understand.
Expected proficiency
Role expectations
Development direction
Why Skill Targets Matter
Development is harder when the expected skill level is unclear.
Employees need more than a skill name—they need a clear target.
Managers may know which skills matter for a role, but development becomes harder to guide when the expected level is not clearly defined. Skill targets create a reference point for comparing current capability with what the employee is expected to work toward.
Expected capability
Role context
Development focus
Undefined Expectations
Employees may know which skills matter without knowing the level they are expected to reach.
Same Skill, Different Expectations
A skill can matter across roles while the expected level of capability differs by role or development path.
Current Level Without a Destination
Knowing current proficiency is useful, but it does not show what capability should look like next.
Development That Is Too Broad
Without a clear target, development conversations can stay general instead of focusing on a specific capability expectation.
Target Expectations
Define what capability should look like for the role.
Skill Targets give teams a way to define required skill expectations and compare them with current employee capability. Targets can be considered alongside proficiency, evidence, validation, certifications, and readiness so managers and employees have a clearer reference point for development.
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Define Expected Proficiency
Set the level of capability an employee is expected to work toward for a relevant skill.
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Add Role Context
Use role-specific capability expectations so the same skill can be understood in the context of the role.
Compare Current and Target Levels
Place current proficiency alongside the target to make the expected development direction easier to see.
Support Readiness Conversations
Use target information with current capability, evidence, and validation when discussing role readiness.
A target gives current proficiency a useful reference point.
Current proficiency shows where capability stands today. A skill target defines what is expected. Evidence supports the skill record. Validation adds manager review. Readiness helps show what the relationship between current and expected capability means for development.
Current Proficiency
Skill Target
Readiness Context
How Skill Targets Work
From current capability to a clearer development destination.
A five-step workflow keeps target expectations connected to proficiency, evidence, validation, and readiness.
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Identify the Relevant Skill
Start with a skill connected to the employee's role, development needs, or future capability expectations.
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Review Current Proficiency
Look at the employee's current recorded level before defining what they are expected to work toward.
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Define the Skill Target
Set the target capability level that reflects the relevant role or development expectation.
Review Supporting Context
Consider available evidence, validation, certifications, and other skill information alongside the current and target levels.
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Use the Target in Development
Bring the current-versus-target comparison into readiness, development, learning, or performance conversations where relevant.
Benefits
Give development a clearer destination.
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More Focused Development
Use a defined target to make development conversations more specific to the capability that needs attention.
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Stronger Role Context
Connect target expectations with the role or development path rather than treating every skill level the same.
Better Manager Alignment
Give managers a shared reference point when discussing expected capability and development priorities.
Clearer Readiness Conversations
Use current and target levels with evidence and validation to add structure to role-readiness discussions.
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Better Development Follow-Through
Use target expectations as context for 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 skill targets into development and performance conversations without turning them into performance ratings.
Use target skill levels as capability context across reviews, goals, check-ins, development plans, improvement workflows, feedback, and calibration where those connections are relevant.
Skills Engine
Proficiency · Targets · Validation · Readiness
Turn capability expectations into
clearer development direction.
clearer development direction.
360-Degree Reviews
Consider broader feedback alongside current and target skill levels when discussing development needs.
Performance Reviews
Use skill targets as additional context when discussing capability expectations and development priorities.
Goals
Use a relevant skill target to help shape focused development or performance goals.
PIPs
Clarify the capability level that may need attention when a relevant skill is part of an improvement plan.
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Check-ins and 1-on-1s
Review progress toward relevant skill targets between formal performance conversations.
IDPs / Growth Plans
Use current and target skill levels to focus individual development priorities.
Feedback & Surveys
Consider broader feedback alongside skill expectations when discussing strengths and development needs.
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Employee Recognition
Provide skill context when recognizing demonstrated strengths and progress toward expected capability.
Calibration
Give talent discussions additional capability context when managers compare performance assessments.
FAQs
Your questions answered
Have questions about skill targets? Here are the key differences between current proficiency, target expectations, readiness, and performance ratings.
Ready to Make Skill Expectations Clearer?
See how PerformSpark Skills connects current proficiency, skill targets, evidence, validation, and readiness so managers and employees have a clearer direction for development.
What is a skill target?
How is a skill target different from a skill proficiency level?
Can skill targets be role-specific?
How do skill targets support readiness and development?
Are skill targets the same as performance ratings?
Make performance reviews your growth lever
No credit card required • Setup and training included • Annual contract minimums may apply
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