Compazable All About Competencies Enable · Measure · Grow
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For senior management and HR

See where capability is thin, who can step up, and whether training worked.

Five screens turn your review data into decisions: where to spend on training, who is ready to move up, and what changed after you did.

Shown as Rebecca Hartley, Head HR, at Brightwave Technologies: a fictional company with 40 employees and two years of reviews. Every name and number is demo data.

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A walk through your screens

In the order you would use them.

Step 1

Competency Overview

Start with the whole company, then drill into a department, a Role or one person. The heatmap shades the weakest Competencies so you can see them at a glance.

What to noticeCustomer Focus averages 2.52 across 40 employees, while Leadership averages 4.23. Click either to see who and where.
Brightwave Technologies · demo data
Competency Overview heatmap with company averages for 14 Competencies
Step 2

Competency Trends

One line per department, one point per completed review. Train a group, then come back after the next cycles and see whether its line moved.

What to noticeThe chart covers two years, October 2024 to October 2026. Click a department's name, line or point to focus on that one.
Brightwave Technologies · demo data
Competency Trends charts for Adaptability, Collaboration and Teamwork, and Communication by department
Step 3

Performance Overview

Every employee's Performance Score, with the Role-Task, Competency, Goals and Values parts side by side. The bars show how scores spread, and the red line shows how close that is to a bell curve.

What to noticeMean 3.36 across 40 employees. The Values column sits next to Goals and Competency, so the score can be explained part by part.
Brightwave Technologies · demo data
Performance Overview with a bell curve of score ranges and a table of employees with their score parts
Step 4

Distribution Guidance

Compare the actual spread of scores with the guidance you set, by department if you like. It is guidance for calibration conversations. Nothing here changes anyone's score.

What to noticeMeets Expectations is 60% of employees where the guidance suggests 40%, flagged +20 points. It is never shown to employees.
Brightwave Technologies · demo data
Distribution Guidance chart of actual headcount against the guided headcount by band, with a band-by-band table
Step 5

Succession Cover

For every Role, how many people are ready now, ready in one to two years, or ready in three or more. Roles with nobody who counts as a successor are shaded red, and Critical Roles carry a flag.

What to notice7 Roles have no successor, and one of them is Critical: the Chief Operating Officer, where the nearest people are three or more years away.
Brightwave Technologies · demo data
Succession cover with summary cards and a table of Roles by readiness, the Chief Operating Officer row shaded red
In short

What you can do, and what to know.

You can

  • Aim training at the people and Competencies that need it, and nowhere else
  • Check the same view after the next cycles to see what moved
  • See which Critical Roles are exposed, and who could step up
  • Compare the actual score spread with the distribution guidance before calibration

Good to know

HR Administrators use these same screens. A Chief Executive can open them in a read-only Auditor view that sees everything and changes nothing. Managers only see their own people.

Get in touch

Put your company's competencies on the record.

Bring your own Roles and Competencies. A 60 minute working session built around your real setup, with no preparation needed on your side.

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