--- title: "Glossary of SkillPanel terms" canonical: "https://help.skillpanel.com/space/TBG/2894462977/Glossary%20of%20SkillPanel%20terms" format: markdown --- This glossary explains key concepts used in SkillPanel to help you understand how skills, maps, and assessments work together inside the platform. --- ### Skill A **skill** is an ability that enables someone to perform a specific action and achieve results. In SkillPanel, supervisors define and manage the company’s official skill list. Each skill can be **quantified** with a score showing how well an employee performs it. Only supervisors can assign official ratings to others, though employees can self-assess. #### Types of Skills - **Core Skill:** Required for a specific job position or skill set. - **Additional Skill:** Optional; useful but not mandatory for a role. - **1st Grade of Ease:** Directly related to a skill you already have. - **2nd Grade of Ease:** Indirectly related to one of your existing skills. - **Recommended Skill:** Suggested by the company or team as desirable to develop. *Purpose:* distinguishes which skills are essential, optional, or development opportunities. --- ### Score Level SkillPanel supports multiple **assessment sources**, each showing a different perspective on skill performance. A single skill may have several score types: - **Self-Assessment:** You rate your own level using the platform’s scale. - **Supervisor Feedback:** Your manager provides an official skill evaluation. - **Expert Assessment:** A subject-matter expert scores your skill level. - **Peer Assessment:** A colleague rates your abilities based on collaboration. - **SkillCheck (Assessment Test):** An automated test in SkillCheck that objectively measures a specific skill and scores performance. - **Desired Level:** The level you aim to reach, which is used for tracking progress but not counted as your current score. *Purpose:* gives both subjective and objective views of skill proficiency. ### Skills Map The **Skills Map** visualizes how all skills connect within your organization. Managers can configure it by structure, filters, and visibility. #### Skills Map Structure - **Skill:** The smallest element. Each appears once in the map to avoid duplicates. - **Skill Group Level:** A cluster of related or similar skills. - **Skill Subarea Level:** A category containing multiple related skill groups. - **Skill Area Level:** A broad domain covering several subareas (e.g., “Technical Skills” or “Soft Skills”). - **Active Skills:** Skills visible in the default map view. - **Inactive Skills:** Hidden from the default map but still part of the structure. *Purpose:* organizes all organizational skills and highlights logical relationships across domains. --- ### Skillset A **Skillset** is a defined group of skills that represent what a company expects or evaluates for specific roles. Skillsets are used to create assessments, track development, and compare employees within or across teams. *Example:* - “Frontend Developer Skillset” may include skills like React, CSS, and JavaScript. [See more](https://devskiller-help.refined.site/space/TBG/2893348867/How+to+create+and+edit+skillsets%253F) --- ### Position A **Position** is a formal job role in the organization linked to one or more skillsets. Each position defines which skills are required, optional, or recommended for that job. *Example:* - The “Product Manager” position may require skillsets in “Business Analysis,” “Communication,” and “Stakeholder Management.” --- ### Use the Product to Go Faster / Safer / Clearer | Concept | Feature | Benefit | How? | | --- | --- | --- | --- | | Skill Definitions | Standardized Language | Consistent evaluation across teams | Predefined company-wide taxonomy | | Score Levels | Multiple Assessment Types | Balanced view of capability | Combines self + verified data | | Skills Map | Visual Structure | Reveals dependencies between skills | Dynamic filtering and grouping | | Skillsets | Role-Aligned Evaluation | Connects learning and hiring to performance | Reused across job positions | --- ### Examples **Example 1:** A supervisor defines the “Advanced SQL” skill as part of the “Data Analysis Skillset.” Employees self-rate, while the manager validates scores through a SkillCheck test and/or Supervisor ratings. **Example 2:** An HR manager views the Skills Map to see in which subareas (e.g., “Machine Learning”) individuals have skills, identifying where internal mobility is easiest. --- ### FAQ **Q:** Who defines skills in SkillPanel? **A:** Managers or admins, they manage the company-wide skill taxonomy. **Q:** Can employees add their own skills? **A:** Yes, during onboarding or self-assessment, but only predefined skills count toward role fit metrics. **Q:** What’s the difference between a skillset and a skill group? **A:** A skillset is an applied group of skills tied to a position; a skill group is part of the map’s structure. --- ### Pitfalls & Tradeoffs - Avoid overlapping skill names; duplicates make data harder to manage. - Desired levels are not real scores, they’re for growth tracking only. - Too many optional skills in a skillset dilute clarity about role requirements.