Compare the skill level a role requires with what each employee can demonstrate. Turn the gap into supervised practice, a development owner and a reassessment date.
Start with the example. Adapt it to your team.
A development plan starts with the difference between what the role needs and what the employee has demonstrated—not a list of courses attended.
| Level | Observable standard | What the supervisor records |
|---|---|---|
| 0 — Not yet demonstrated | No sufficient observation of this task. | Arrange an observation; do not infer ability from a blank record. |
| 1 — With guidance | Completes the task with prompts or supervision. | Name the steps that still need help and a practice assignment. |
| 2 — Independently | Completes the task to the defined standard without help. | Keep the observed evidence and check all essential criteria. |
| 3 — Can coach others | Demonstrates the task and can guide another person. | Assess coaching separately; tenure alone does not establish this level. |
The example app compares the required proficiency with the demonstrated level and calculates the gap. A role requiring level 2 and an employee demonstrating level 1 leaves a one-level gap. The development owner and reassessment date stay with that observation; an essential failure still blocks readiness even when the numerical target is met.
A useful competency record describes what a person was expected to do and what the assessor actually observed.
The assessor records the context and evidence for these actions, not simply “good technical skills.”
These are different observations. Reusing a field-service checklist would leave important quality decisions unexamined.
The assessment can record successful inspection steps while still showing a gap in maintaining sample-to-lot traceability. That essential gap matters even if the overall impression is positive.
Name the practice task, supervisor and next assessment date. In the example, the calculated practical outcome remains practice required while an essential criterion is unmet; a positive overall selection does not hide it.
| Assessment result | Useful next step | What to retain |
|---|---|---|
| Not yet observed | Arrange a suitable opportunity and identify the assessor. | The unobserved criterion and its required context. |
| Essential gap | Set supervised practice on that specific task. | What happened, why the criterion was unmet and the development action. |
| Demonstrated and reviewed | Record the supervisor’s decision and applicable validity. | Dated observation and supporting evidence. |
| Reassessment due | Review current readiness and schedule a new observation. | Earlier observations so progress is explainable. |
Maintain task-specific criteria in Jodoo while linking each assessment to the employee and relevant role requirement. A supervisor can work in a practical-assessment view, while a manager uses the training matrix to see current gaps across the team.
Add evidence prompts, change an essential criterion or adjust the reassessment cadence as the job changes. Preserve old observations with their context rather than rewriting them to match a new standard.
Use a filled example with criteria, observations, ratings and a follow-up action.
This workspace records whether a person can demonstrate defined tasks and what further practice is needed. A performance appraisal covers broader results, goals and feedback; it should not replace task-level observed evidence.
Yes. The example distinguishes field service inspection from incoming quality inspection. Adapt the task, expected behaviour, evidence prompts and essential criteria to the work your assessors actually observe.
It should not. Essential criteria are evaluated explicitly. In the example, an unmet essential criterion keeps the practical outcome at practice required even if the assessor selects a positive overall decision.
Describe what each level allows a person to do. This example distinguishes not yet demonstrated, work with guidance, independent work and coaching others. Set the required level for the role, retain observed evidence, and check essential criteria separately from the numerical gap.
Explore the sample records, then configure the requirements, fields and working views for your team.
