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What this does

Define competency frameworks for your company — the skills, behaviours, and knowledge areas that matter for your team's success. Competencies can be grouped, classified, assigned to members, and rated to track skill development.

Current access and functionality

• Verified against the current impact-web, impact-client, and impact-marketplace code on 2026-05-07.
• In impact-web, users must be signed in and working in an active workspace. Navigation and write actions are role-, permission-, and entitlement-aware; unavailable modules are hidden or disabled instead of being universally visible.
• Performance and people analytics depend on workspace roles and available data. Setup is primarily web-based; staff visibility is limited to their own or permitted team/member views.

Before you start

• You must be an admin with competency management permissions.
• Plan your competency structure: what groups, classifications, and individual competencies your organisation needs.

Steps

Setting up competency groups

1. Navigate to the Competency section from the left navigation.
2. Go to Groups (or competency management).
3. Click Create Group.
4. Enter a Name and Description for the group (e.g., "Technical Skills", "Leadership Competencies").
5. Groups support multiple languages for multilingual teams.

Creating competencies

1. Click Create Competency.
2. Fill in the details:
   • Name — the competency title (e.g., "Problem Solving", "Customer Communication").
   • Description — what this competency means and what good looks like.
   • Group — assign it to a competency group.
   • Classification — further categorise the competency (e.g., core, functional, leadership).
   • Rating Type — how this competency will be rated (e.g., numerical scale, proficiency levels).
3. Optionally link to a common competency from IMPACT's built-in library for standardisation.
4. Click Save.

Assigning competencies to members

1. Open a competency and go to the Members section.
2. Add team members who should be assessed on this competency.
3. Each assignment tracks its own status.

Using the bench depth view

1. Go to Competency > Bench Depth.
2. This view shows skill capacity across your organisation:
   • How many people have each competency.
   • At what proficiency levels.
   • Where gaps exist (competencies with few or no rated members).
3. Use this for workforce planning — identify which skills need development or hiring.

Tips

• Start with core competencies that apply to all roles, then add functional competencies specific to teams or positions.
• Use IMPACT's common competency library as a starting point rather than creating everything from scratch.
• Keep competency descriptions clear and observable — "Communicates project status proactively to stakeholders" is better than "Good communication skills".
• The bench depth view is valuable for succession planning — if only one person holds a critical competency, that is a risk.
• Competency ratings feed into IPA scoring, so well-defined competencies lead to more accurate performance assessments.

Common issues

• Issue: Members do not appear in the competency assignment list — Fix: They must be active members of the company. Check their membership status.
• Issue: Bench depth shows gaps I did not expect — Fix: Members may have the competency assigned but not yet rated. Encourage rating completion.

Related

• How to rate competencies
• How IPA scoring works