This guide provides a detailed description of the process of setting up a competency assessment tool. The instruction includes examples of filling, the mechanics of each stage, and a breakdown of matrix levels based on real indicators.
1. Getting Started
The process is launched from the main LMS management interface:
In the left side menu, select the "Assessment Center" section.
In the expanded items, select the "Individual" tab. This tab displays the total number of assessments created and their list.
To start a new setup, click the blue "Create Assessment" button in the upper right corner of the screen.
Step 1 — Assessment Tool Development
At this stage, you create a "portrait" of the role and context for the system. These data are critically important for the AI to correctly generate cases and tasks.
Assessment Center Name: Specify the official name (mandatory field).
Goal: Choose one of the two mandatory options:
Employee assessment for IDP update: to identify strengths, growth areas, and potential of employees, as well as to form recommendations for further steps and an individual development plan (IDP).
Candidate selection: to assess candidates' compliance with the role requirements, identify potential risks and benefits in hiring, and form recommendations for making a hiring decision.
Who needs to be assessed?: Free-text description field. Specify the field of activity, role, position level (Junior/Middle/Senior), and key challenges. This will help the system create relevant cases.
If you need to assess the potential for transition to a new role, please also specify the target position or career track.
If experience in the target role is not mandatory, please specify this. The system will adapt tasks for assessment based on the participant's general professional and life experience.
💡 Example for Step 1:
Description: B2B Sales Manager, mid-market segment. The work involves active search, "cold" calling, conducting negotiations at the CEO level, and meeting monthly targets. It is important to assess resilience to rejection and the ability to close deals.
Step 2 — Adding Competencies
This is where the profile of skills to be tested is defined.
Duration
Specify the estimated duration of the assessment: 30, 60, 90, or 120 minutes.
This will allow the system to select the optimal number of tasks and ensure a sufficient number of observation points for each competency.
Important: when choosing 60 minutes, up to 6 competencies are available; when choosing 90–120 minutes — up to 8 competencies.
In the future, the duration can be configured to the minute.
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List of Competencies and Descriptions
Add each competency for assessment by clicking "Add another competency" or choosing from the suggested ones. For each competency, specify a name and description.
If you have behavioral indicators, add them to the description field in the following format:
Indicator 1 — description
Indicator 2 — description
Indicator 3 — description
💡 Examples for Step 2:
1. Stress Resilience
Description: Ability to maintain high productivity and composure when working with difficult/conflict clients or under tight deadlines. Ability to maintain motivation after a series of rejections.
2. Result Orientation
Description: Ability to focus on the final goal (sale), prioritize, and overcome obstacles without external control. Readiness to take responsibility for own performance.
Competency Weights (Importance Distribution)
An interactive slider is located at the bottom. By default, weights are distributed equally.
By dragging the slider, you determine the significance of each competency for the final score.
Example: If "Result Orientation" is more critical for your role, allocate 64% to it, and 36% to "Stress Resilience". These shares always sum up to 100%.
Step 3 — Additional Questions
This stage allows the system to adapt tasks as closely as possible to your company's specifics. All fields are optional, but filling them significantly improves the quality of the assessment.
Additional Employee Requirements: Describe role specifics, knowledge, skills, or operational nuances that are important to consider when generating tasks.
Team Development Challenges: Specify what exactly you doubt when assessing employees now. This will help the system focus on the right areas.
Typical Situations: Describe 3–7 real work scenarios that employees face. They can be standard for the role or unique to your company, processes, or industry. If the tasks should not consider the position's specifics, just indicate this in the description.
If the assessment is conducted to determine the potential for transition to a new role, it is recommended to add situations typical for the target position.
Corporate Culture / Style: Describe corporate environment features that are important to consider when preparing tasks and reports. Here you can specify company values, interaction principles, communication style (e.g., addressing each other as "ty" [informal] or "Vy" [formal]), and any other features you consider significant.
💡 Examples for Step 3:
Typical situations: 1. A client asks for a 50% discount, threatening to leave for competitors. 2. A decision-maker constantly postpones a meeting at the last minute. 3. The company's product has become more expensive, and the new price needs to be justified to existing clients.
Corporate culture: Dynamic style, informal communication (using "ty"), high focus on numbers and aggressive sales. Minimum bureaucracy.
Step 4 — Completing the Setup
At this stage, assessment parameters and frequency are set:
Assessment Language: The language in which the user will see the tasks.
Report Language: The language of the final report with results.
Frequency: Select the cycle of conducting (Once a year, half-yearly, quarterly, or one-off).
Step 5 — Creating the Matrix
When all data is filled, the "Almost ready!" screen will appear. Click the "Create Matrix" button. The system will start generating behavioral indicators.
While waiting, you will see a loading screen: "Creating competency matrix. Please wait...". This usually takes up to 10 minutes.
Step 6 — Competency Matrix Review
The system will break down each competency into behavioral indicators across 4 mastery levels (0–3).
💡 Examples of Levels from the System:
Level 0 (Critical): Stops trying after the first request; responds rudely to rudeness, escalating the conflict.
Level 1 (Basic): Makes rare repeated follow-ups without structure; pauses the task in case of negative feedback.
Level 2 (Professional): Independently selects communication channels; calmly defines communication boundaries under pressure.
Level 3 (Expert): In complex cases, builds an escalation plan; prevents conflicts and drives the case to a result.
Your action: carefully review the generated assessment structure: competencies, descriptions, indicators, and their breakdown by levels.
At this stage, you can edit, delete, or add any elements: change the name and description of competencies, adjust indicators, and clarify levels of their manifestation.
If everything is correct, click the blue "Create Assessment" button.
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Conclusion — Assessment Generation
The final "Generation has started" screen will appear. The system notifies you that a complete assessment is being formed based on the matrix:
Introductory block and instructions for the participant.
Task blocks
Final block and report structure.
Click "Return to Assessment Center". As soon as the generation is complete, you can enter the created assessment and edit any module: change titles, adjust task texts, replace illustrations, or correct logic.
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Helper Controls
"Summary" Panel (right): Interactive progress menu. Allows you to expand any completed step for instant data verification.
"Save Draft" Button: Allows you to pause work. The assessment will be saved in the list with a "draft" status, and you can return to it later.
"Cancel Creation" Button: Complete deletion of current session settings without saving (red text).
"Back" Button: Allows you to return to the previous screen to make edits.