CompetencySet™ Online
The competency assurance and development management system that runs the cycle
A cloud-based system that holds the frameworks, runs multilevel assessment and gap analysis, generates the individual development plans, and reports the result from a single employee up to the whole organisation. Every client runs the same commercially available software and tunes it through configuration — so you get a system shaped to your process that still receives every new release.
A specialist walks you through it on a call — no licence decision needed first.
What it does
- Cloud-based, with a user-friendly interface
- Arabic and English interface
- Editable development frameworks, built from your Excel or Word files
- Multilevel online assessment tools
- Automatic IDP generation from assessment results
- Advanced reporting and BI integration
- Email notifications and drag-and-drop editing
- Interfaces with SAP, Oracle and other HR systems
- Compliance module for mandatory, safety-critical training
- SQA programme certification
Two ways to run it
Managed service
We host and operate it. The fastest way in, and the right choice when the priority is starting the competency work rather than standing up infrastructure.
Client hosted
Deployed on your servers, for organisations that need internal data interfaces with existing systems. Your IT team receives the technology training to manage and upgrade it.
One scale, several assessors, three kinds of evidence
Every competency chapter is scored on the same four levels, so a result means the same thing in the workshop as it does in the control room. A unit an employee has not started sits at level 0.
| 1 | Awareness |
|
|---|---|---|
| 2 | Knowledge / basic application |
|
| 3 | Skilled application |
|
| 4 | Mastery |
|
Four is the default. Where a job family needs a finer scale, CompetencySet Online supports up to nine levels per competency unit.
Who assesses
- 01Self-assessment
- 02Assessor assessment
- 03Verifier assessment
- 04Line manager input
The workflow is configurable — multiple supervisor assessments and peer assessment can be added where your process needs them. Remote assessment between two parties is supported, with evidence attached.
How competence is evidenced
- QVerbal questioning
- PWritten or product evidence
- OObservation on the job
What the reporting shows
Reporting is the reason a board signs off on competency work, and the reason it survives the second year. The same data reads differently depending on who opens it.
Critical skills
Which capabilities actually drive the business, and whether the talent pipeline lines up behind them.
Organisational capability
Strengths and weaknesses across the whole workforce — the view that lets a board see risk before it arrives.
Talent pipeline
Talent supply against future workforce demand, as a blueprint for acquisition and development.
Workforce planning
Future demand modelled on critical roles and skills rather than headcount alone.
Career path — ladder view
An employee's own results compared against the requirements of other job titles in their group.
Learning effectiveness
Which interventions actually moved competency — the only honest measure of return on a training budget.
Who sees what
- Employee
- Their own results, development plan and career growth
- Department head
- Strengths and improvement areas across their direct reports
- HR & training
- Common gaps across the company, to spend the training budget where it counts
- Board
- Organisational capability and the risks carried by the gaps
See it with your own frameworks
A demo runs on a sample of your jobs, not ours. Send the shape of the programme and a specialist comes back within one working day.