An Intuitive Skills Assessment Tool for Effective Skill Evaluation
Eliminate the pain of unstructured and disconnected employee and supervisor skills assessments. Skills Base’s powerful skills assessment tool gets you the data you need to make better workforce planning decisions.
Global leaders trust Skills Base with their employee skills assessment
Empowering Employees: Intuitive Self-Assessment for Skills & Interests
Streamlined Supervisor Assessments: Aligning Skills with Business Outcomes
Competency Matrix: In-Depth Skills Assessment Reporting
Set skills assessment competency targets
Set fixed dates for employee skills assessments
Track outcomes for individual employees, teams and locations
Set custom rating criteria for skills assessments
View skill trends and improvements over time
Notify employees when assessment dates are due
Comment on the status and progress of your employees
Maintain an assessment activity log for all employees
“We’ve been able to understand the skills gaps of our technical areas, and collaboratively work with our team to better define their training requirements for the job, and for future business skill needs.”
Principal, Cyber Security
The Skills Assessment FAQ: Validating Workforce Capability
What is a skills assessment?
A skills assessment is a systematic process used to evaluate the proficiency of your workforce against the specific requirements of their roles. Unlike a standard test, a modern assessment reviews both technical know-how and behavioral competency. It provides objective data on your team’s actual capabilities, allowing you to move beyond assumptions and make evidence-based decisions about hiring, training, and promotion.
How is a skills assessment different from a performance review?
A performance review typically looks backward at what an employee achieved over the last year (KPIs and goals). A skills assessment looks forward at the talent’s potential and current capability. It focuses on how they do the work, not just the outcome. By separating competency evaluation from performance reviews, you encourage employees to be honest about their gaps without fear of it affecting their bonus or salary.
Why shouldn't we use spreadsheets for skills assessments?
Spreadsheets are static and prone to bias. In a manual spreadsheet, data is often self-reported and rarely verified, leading to “capability inflation.” Furthermore, a spreadsheet cannot secure sensitive talent data or provide an audit trail of who changed a rating and when. Dedicated platforms ensure that every competency rating is verified, secure, and dynamically updated as employees complete new certifications or projects.
How do we ensure assessment ratings are objective and accurate?
The “Self-Assessment vs. Manager Assessment” model is the gold standard. First, the employee rates their own proficiency. Then, a manager or subject matter expert validates that rating. This “calibration” process sparks necessary conversations about performance and ensures the workforce data reflects reality. Advanced assessments may also use peer reviews or practical tests to further triangulate the true level of competency.
Does running skills assessments negatively impact employee morale?
It actually improves morale, if framed correctly. High-performing talent often leaves because they feel their growth has stalled. A structured assessment signals that the organization is invested in their professional development. By using the data to build personalized learning paths rather than just for “testing,” you demonstrate a commitment to their future, which is a powerful retention tool for your core workforce.
How does this data support strategic workforce planning?
You cannot plan for the future if you don’t know what you have today. Aggregated assessment data generates a “Skills Gap Analysis,” highlighting the difference between the competencies you possess and the ones you need for upcoming projects. This allows HR and leadership to budget accurately for training, hiring, or redistributing talent to meet strategic goals before a crisis hits.
