Why add competencies?
Competencies are the foundation of professional development in Amelio.
They define the knowledge, skills, and behaviours expected for a role or group of professionals.
During Manager Feedback Reviews, competencies serve as common reference points for measuring growth in professional development.
Well-defined competencies also encourage more meaningful development conversations by highlighting employee strengths, identifying growth opportunities, and supporting future development.
Create a competency
To create a competency, you will first need to have groups. Think of your groups as broad families of competencies. This structure will make it easier to create your profiles.
Start with competencies suggested by Amélio
No need to create everything from scratch!
Amélio provides competency groups that you can explore and import.
To view them:
Explore the competency groups suggested by Amélio
Open a group to discover the competencies it contains
Select the competencies that meet your needs
Import the desired competencies
You can also create your own groups and then associate them with the competencies that are relevant to your organization.
Tip: Before creating a new competency, take a few minutes to explore those already suggested by Amélio. You may find a competency that already matches what you are looking for and add competencies as needed.
Create your own competencies
Need a competency specific to your organization? You can create one.
To create a new competency:
Open the Performance Management module
Go to Competencies
Click the Add button
Enter the competency name
Add a description explaining what the competency represents
Save your changes
The competency can then be added to one or more competency profiles.
Watch the steps in the video
Edit a competency
Competencies can evolve as your organization grows.
To edit a competency:
Open the competency list
Select the competency
Update its name or description
Save your changes
The updated competency will be used in future Manager Feedback Reviews.
Creating impactful competencies
A competency should be:
easy to understand
observable in everyday work
specific enough to guide development conversations
relevant to employees performing similar roles
A concise name combined with a clear description helps managers interpret competencies consistently.
💡Tip: A competency is not a question. It represents an area of professional development that is measured through several questions during manager feedback.
Using multiple questions provides a more representative picture than relying on a single overall assessment.
Continue exploring
Once your competencies have been created, you can:
create competency profiles
assign competency profiles to employees
use competencies in manager feedback
Continue onto the next step with this article: Understanding Competency Profiles.