Competence levels

Many of us are quite self-critical. We find it difficult to highlight our strengths and we may tend to focus on our weaknesses. However, it is time for us to give ourselves some credit. Here is a guide on how to grade your competence levels in Cinode.

In order for your boss to get an idea of ​​your competencies, what you want/need to learn, and improve, you need to grade the skills in your profile on a scale of 1 to 5. However, it can be difficult to make a fair estimate regarding even own strengths and weaknesses.

Research has shown that women to a greater extent tend to underestimate themselves and their skills, while men are more comfortable with self-promotion. In a study conducted by Harvard Business School and Pennsylvania University, it was shown that women rated their performance on a test lower than men – even though the men and women in the study had the same average score on the test, even when the women were aware of their test score.

In addition to the difference between the sexes, some people generally tend to find it more difficult to give themselves an objective competence assessment. Many of us are familiar with concepts such as “imposter syndrome”.

To help you along the way, the following will explain the different levels of expertise and how different skill levels can be interpreted depending on whether it is a role or a tool/skill that you are grading.

The Chamber of Deputies’ competence levels for consulting services

The grading used in Cinode has been designed in accordance with the Swedish Chamber of Commerce’s competence levels for consulting services.

The scale ranges from 1 to 5, where 1 denotes the basic level and 5 means expert in the field. Note that each level has two columns, one for the grading of a role and one for techniques, tools, methods, and processes, etc. This means the grade can vary depending on whether you are grading a role or techniques, tools, processes etc.

“Role” – the criteria in the column called “role” are applied if you are a Project Manager, Marketer, Communicator, etc.

“Techniques, tools, methods, and processes, etc.” – the second column is used to assess competencies related to tools and techniques e.g. WordPress, Analytics, Writing, etc.

1. Basic level

Have you recently completed your education? Do you have shorter occupational experience in the area? Are you able to perform simple tasks independently? Then you are at competence level 1. Your first thought might be that it is synonymous with substandard knowledge, but that’s not true. This means that you can carry out certain tasks independently, but require guidance to a certain degree.

2. Medium competence

Do you have formal training in the field? Do you have one to three years of experience as a consultant in the field? Have you participated in a number of similar assignments? Then you are probably at competence level 2. This means that you have the skills necessary to perform certain tasks independently, but you still require guidance from time to time.

3. High competence

Do you possess a high level of competence in the field? Have you worked as a consultant within the field for four to eight years? Do you feel confident in your role and responsibilities? This corresponds to competence level 3. It may sound like a low rating. Psychologically, one might think that it is an average competence rating, but according to the Swedish Chamber of Commerce, this is a high rating that shows great knowledge within the field and several years of experience. Level 3 should therefore not be underestimated.

4. Very high competence

Do you have high general knowledge or very high competence within the field? Have you been active in the field for between nine to twelve years? Are you in charge of a larger group of consultants? If you tick off all of the mentioned, then you are at competence level 4.

5. Expert in the field

Do you master everything in the field? Can you explain the technicalities in your sleep? Are you the one everyone turns to with questions? Do you train other consultants in the field? Congratulations! Then you meet the requirements for competence level 5.

Discuss competence levels with colleagues

If you still find it difficult to make a fair assessment of your skills, you can;

• Discuss it with a manager or salesperson
• Ask a colleague what your strongest skills are.
• Do you have contact with former colleagues? Let them give you feedback on your strengths and your skill levels.