Which level of leadership competencies do you expect from a CEO? And which level do you expect from an intern? Expectations will most likely be different. As we learn and make progress in our careers, the requirements for certain competencies will change. That's why you can also define seniority and competency levels.
You can define an unlimited number of seniority levels (such as 'Junior', 'Middle', 'Senior', etc.). For each level, you can define a corresponding description for each competency. When a user gives feedback to or writes an assessment for a 'Junior', Leapsome will display the corresponding competency level description, etc. The system is flexible: If a competency level is not defined, it will fall back to the default description.
To view the self-guided tour above in full screen, click the fullscreen button at the top right corner. Then, click on the self-guided tour itself for step-by-step instructions.
1. Step: Creating levels
You will first have to define the seniority levels you want to use. This can be done in the admin settings of the platform, under 'Settings' > 'Employees' > 'Levels'. Alternatively, you can do it via the shortcuts found under 'Company' > 'Employees' > 'Actions' > 'Manage Levels', or under 'Company' > 'Competencies' > 'Actions' > 'Manage Levels'. Levels can also be created automatically when creating or updating users via an Excel upload. When editing a level, you can also assign that level to a specific team. Members of a team will only see the levels of the team they are on when viewing their personal competency framework.
The screenshot below shows how the personal competency framework will look for a user – in this example, the user belongs to the 'Product and Engineering' and 'Managers (Auto) teams; The level relevant to them is highlighted in purple in the Competency Framework. If a user is a part of multiple teams, they will see the levels for each of those teams.
2. Step: Assigning levels
Subsequently, you will assign user levels, either manually via 'Employees' > 'Edit' on the user's profile or via the Excel upload.
The new level will be visible to the review participants if you update it during an active review cycle. Respectively, should you delete a level from 'Settings' > 'Employees' > 'Levels', or shortcuts 'Employees'> 'Actions' > 'Manage Levels' or 'Competencies'> 'Manage Levels' it will disappear from the review, and you will see the other levels applicable to the particular competency along with their descriptions but no particular level assigned to the Reviewee.
3. Step: Defining competency levels
On the Competency Framework page, you can now define a competency level for each level you defined by clicking on one of your competencies. In addition to the competency title, these descriptions will be used to communicate expectations in assessments and while giving feedback.
4. Step: Viewing competency-level specific descriptions in feedback & assessments
The matching description will be shown
- during continuous feedback on the corresponding competency
- during assessments, if a level was assigned before the cycle setup was confirmed
If you don't add a competency-level-specific description, the default competency description will be visible to the participant.
Please note: For the competencies to be visible with the assessment descriptions, 'Relevant for level' must be enabled. If 'relevant for level' is disabled, this will hide the entire competency and description for reviewees who have the level.