What is "Competency" and "Scored Attributes"

Created by Humanlot ., Modified on Tue, 2 Dec at 3:13 PM by Humanlot .

"Competency" and "Scored Attributes"

What is "Competency" and "Scored Attributes"?

Both Competency and Scored Attributes are used to assess employees in Humanlot. While they are related, they serve different purposes and are applied in different contexts depending on your organization’s appraisal or evaluation framework.

Competency

Definition:
Competencies refer to the skills, behaviors, or qualities an employee is expected to demonstrate in their role. These are usually standardized, linked to job requirements, and aligned with organizational goals.

Examples:

Communication
Leadership
Problem-solving
Teamwork
Strategic thinking

Usage in Humanlot:

Part of a Competency Framework assigned to roles or departments.
Can be rated (e.g., 1 to 5) during performance evaluations.
Often aligned with organizational values and long-term development planning.

Scored Attributes

Definition:
Scored attributes are customizable, measurable criteria used to evaluate specific aspects of employee performance. These are often more task-specific and quantifiable than general competencies.

Examples:

Sales target achievement (e.g., 85% of target met)
Attendance or punctuality
Code quality (for software engineers)
Customer satisfaction rating

Usage in Humanlot:

Included in Performance Appraisal templates.
Admins define scoring methods (e.g., percentage, 1–10 scale, stars).
More flexible and role specific than core competencies.

Key Differences

Aspect	Competency	Scored Attributes
Focus	Behaviors, skills, capabilities	Measurable results or task-specific traits
Nature	Qualitative or behavioral	Quantitative or specific
Customization	Tied to frameworks or job roles	Fully customizable per appraisal
Evaluation Use	Long-term development and role suitability	Short-term performance and task results