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Competency Assessment Form

A competency assessment form compares an employee’s current proficiency in core, functional and behavioural competencies with the level required for their role. The resulting gaps are used to plan training, assess readiness for promotion and support competency-based appraisals.

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[Company Logo][Company Name]

COMPETENCY ASSESSMENT FORM

Company:: [Company Name]
Assessment Date:: [Date]
Assessed By:: [Reporting Manager]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Proficiency Levels

Level	Name	Definition
1	Basic	Has awareness; needs close guidance
2	Working	Applies the skill in routine situations with some support
3	Proficient	Applies independently in most situations
4	Advanced	Handles complex situations and guides others
5	Expert	Recognised authority; sets standards and teaches others

Core Competencies

Competency	Required Level	Self Assessment	Manager Assessment	Gap	Evidence / Method
Integrity and ethics	[Level]	[Level]	[Level]	[Gap]	[Evidence]
Customer orientation	[Level]	[Level]	[Level]	[Gap]	[Evidence]
Collaboration	[Level]	[Level]	[Level]	[Gap]	[Evidence]

Functional / Technical Competencies

Competency	Required Level	Self Assessment	Manager Assessment	Gap	Evidence / Method
[Technical skill 1]	[Level]	[Level]	[Level]	[Gap]	[Evidence]
[Technical skill 2]	[Level]	[Level]	[Level]	[Gap]	[Evidence]
[Tool / system, e.g. SAP, Tally]	[Level]	[Level]	[Level]	[Gap]	[Evidence]

Behavioural Competencies

Competency	Required Level	Self Assessment	Manager Assessment	Gap	Evidence / Method
Problem solving	[Level]	[Level]	[Level]	[Gap]	[Evidence]
Communication	[Level]	[Level]	[Level]	[Gap]	[Evidence]
Planning and organising	[Level]	[Level]	[Level]	[Gap]	[Evidence]

Training Plan for Priority Gaps

Competency	Training / Action	Mode (Classroom / Online / On-job)	Target Date
[Competency]	[Action]	[Mode]	[DD/MM/YYYY]
[Competency]	[Action]	[Mode]	[DD/MM/YYYY]

Employee
[Employee Name]
Date: [Date]

Assessor
[Reporting Manager]
Date: [Date]

HR / L&D
[HR Name]
Date: [Date]

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What this template includes

Proficiency level definitions from basic to expert
Required level for the role against each competency
Assessed level from employee and manager
Automatic gap column
Evidence or assessment method
Training plan for priority gaps

When to use it

Competency mapping for a role family or department
Training needs identification after the appraisal
Assessing readiness before promotion or internal transfer
Certification of operators or technicians on specific skills

How to customise this template

1Use your competency dictionary or build one per role
2Set required levels per designation, not per person
3Choose assessment methods: observation, test, work sample, certification
4Prioritise the two or three biggest gaps for action

HR tips

Define each level with observable behaviours
Use the same scale company-wide
Combine self and manager assessment to reduce bias
Reassess after training to confirm the gap is closed

For HR & hiring managers

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Frequently asked questions

What is a competency assessment?+

It is an evaluation of an employee’s skills, knowledge and behaviours against the level required for their role.

What are the types of competencies?+

Commonly core competencies (for everyone, like integrity), functional or technical competencies (role-specific) and behavioural or leadership competencies.

How is a competency gap calculated?+

Subtract the assessed level from the required level. A positive number shows a gap that needs development.

All 50 performance appraisal & reviews →

[Company Logo][Company Name]

LEADERSHIP ASSESSMENT FORM

Company:: [Company Name]
Assessment Purpose:: Development / Succession / Promotion
Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Team Size	[Number]
Assessor(s)	[Assessor Names]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Leadership Dimensions with Behaviour Anchors

Dimension	Rating 1–2 looks like	Rating 4–5 looks like	Rating	Evidence
Vision and strategic thinking	Focuses only on immediate tasks	Links team goals to long-term business direction	[Rating]	[Evidence]
Decision making	Delays decisions or decides without data	Makes timely, well-reasoned decisions and owns them	[Rating]	[Evidence]
Developing people	Rarely coaches or gives feedback	Builds capability and successors in the team	[Rating]	[Evidence]
Driving execution	Misses commitments; unclear priorities	Delivers results consistently through the team	[Rating]	[Evidence]
Influencing and collaboration	Works in silos	Builds alignment across functions and partners	[Rating]	[Evidence]
Integrity and role modelling	Inconsistent with policies and values	Sets the standard for ethics, fairness and respect	[Rating]	[Evidence]

Form · Word

Leadership Assessment Form

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[Company Logo][Company Name]

POTENTIAL ASSESSMENT FORM

Company:: [Company Name]
Assessment Cycle:: [YYYY–YY]
Confidentiality:: Restricted – talent review use only

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Current Performance Rating	[Rating]
Time in Current Role	[Years]

Potential Rating Scale

Rating	Label	Meaning
3	High	Strong evidence of capacity to grow two levels or into a much broader role
2	Medium	Capacity to grow one level or broaden within the function
1	Limited	Best suited to growing in the current role for now

Potential Indicators

Indicator	What to Look For	Rating (1–3)	Example
Learning agility	Learns quickly from new situations and applies lessons	[Rating]	[Example]
Aspiration	Wants bigger responsibility and is willing to invest effort	[Rating]	[Example]
Drive and resilience	Pushes for results and recovers well from setbacks	[Rating]	[Example]
Judgement	Sees the bigger picture and makes sound calls	[Rating]	[Example]
People impact	Influences and brings others along without formal authority	[Rating]	[Example]

Form · Word

Potential Assessment Form

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[Company Logo][Company Name]

ANNUAL PERFORMANCE APPRAISAL FORM

Company:: [Company Name]
Appraisal Year:: April [YYYY] – March [YYYY]
Form Ref.:: [Reference Number]

Part A: Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Reviewer (Skip-level Manager)	[Reviewer Name]

Part B: Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Part C: Key Result Areas (70% weightage)

Form · Word

Annual Performance Appraisal Form

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[Company Logo][Company Name]

EMPLOYEE PERFORMANCE REVIEW FORM

Company:: [Company Name]
Review Date:: [Date]
Review Period:: [DD/MM/YYYY] to [DD/MM/YYYY]

1. Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Review Type: Mid-year / Ad-hoc / Transfer / Employee-requested

2. Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

3. Core Job Factors

Form · Word

Employee Performance Review Form

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[Company Logo][Company Name]

ANNUAL REVIEW FORM

Company:: [Company Name]
Review Year:: [YYYY–YY]
Meeting Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Part 1: Year in Review (to be completed by the employee)

Three achievements I am most proud of this year	[Answer]
A challenge I faced and how I handled it	[Answer]
New skills or knowledge I gained	[Answer]
Something I would do differently	[Answer]
Support that would help me do my best work	[Answer]

Part 2: Objectives versus Outcomes

Objective Set Last Year	Outcome	Fully / Partly / Not Achieved	Manager Remarks
[Objective 1]	[Outcome]	[Status]	[Remarks]
[Objective 2]	[Outcome]	[Status]	[Remarks]
[Objective 3]	[Outcome]	[Status]	[Remarks]
[Objective 4]	[Outcome]	[Status]	[Remarks]

Form · Word

Annual Review Form

Download .docx

[Company Logo][Company Name]

HALF-YEARLY (H1) APPRAISAL FORM

Company:: [Company Name]
Review Period:: April [YYYY] – September [YYYY]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale for H1 Performance

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Progress on Annual Goals

Annual Goal	Annual Target	Achieved in H1	% Completed	H1 Rating	Comments
[Goal 1]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 2]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 3]	[Target]	[Achieved]	[%]	[1–5]	[Comments]
[Goal 4]	[Target]	[Achieved]	[%]	[1–5]	[Comments]

Form · Word

Half-Yearly Appraisal Form

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[Company Logo][Company Name]

SELF-APPRAISAL FORM

Company:: [Company Name]
Appraisal Period:: [DD/MM/YYYY] to [DD/MM/YYYY]
Submit to Manager by:: [DD/MM/YYYY]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Self-Rating on KRAs

KRA	Weightage (%)	What I Achieved (with evidence)	Self Rating (1–5)
[KRA 1]	[%]	[Achievement]	[Rating]
[KRA 2]	[%]	[Achievement]	[Rating]
[KRA 3]	[%]	[Achievement]	[Rating]
[KRA 4]	[%]	[Achievement]	[Rating]

Form · Word

Self-Appraisal Form

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[Company Logo][Company Name]

EMPLOYEE SELF-EVALUATION FORM

Company:: [Company Name]
Date:: [Date]
Purpose:: One-to-one / Mid-year check-in / Career discussion

About You

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Reflection Questions

What piece of work are you most proud of recently, and why? [Answer]
Which tasks do you find most difficult or time-consuming? [Answer]
What feedback have you received from colleagues or customers? [Answer]
What would make you more effective in your role? [Answer]

Skills Self-Check Scale

Form · Word

Employee Self-Evaluation Form

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Competency Assessment Form

Preview of the form

Proficiency Levels

Core Competencies

Functional / Technical Competencies

Behavioural Competencies

Training Plan for Priority Gaps

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

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