Employee Competency Assessment Template

What an employee competency assessment is

An employee competency assessment is a structured evaluation of the extent to which a candidate has met the expectations for a specific role. Rather than relying on a general impression formed over an interview or a probationary period, it breaks the role down into individual factors and records a judgement on each one. This template assesses four groups of factors: - **Technisch** — job-related and technical competence, including `Fachwissen`, `Produktivität`, `Arbeitsqualität`, and `Technische Fachkenntnisse` - **Verhalten** — how the person works with others, covering `Kommunikationskompetenz`, `Kreativität`, `Engagement`, `Kooperation`, `Grundeinstellung`, and `Initiative` - **Organisatorisch** — reliability and conduct at work, covering `Pünktlichkeit`, `Anwesenheit`, `Konsistentes Arbeiten`, `Beziehungen zur anderen Mitarbeitenden`, and `Zuverlässigkeit` - **Audit** — the administrative header that records the date, who prepared the assessment, and the location Each competency is rated against a three-level scale: **Sehr gut**, **Befriedigend**, or **Schlecht**. Completing the assessment is a matter of working through the factors, choosing the rating that reflects what you observed, and then recording recommendations and an overall competency rating at the end.

What a competency assessment should cover

A competency assessment is only as useful as the factors it examines. This template sets out twenty-two points of record, grouped so that the technical, behavioural, and organisational dimensions of a role each get their own attention, alongside the administrative details needed to make the assessment traceable. The technical factors cover `Fachwissen`, `Produktivität`, `Arbeitsqualität`, and `Technische Fachkenntnisse`. The behavioural factors cover `Kommunikationskompetenz`, `Kreativität`, `Engagement`, `Kooperation`, `Grundeinstellung`, and `Initiative`. The organisational factors cover `Pünktlichkeit`, `Anwesenheit`, `Konsistentes Arbeiten`, `Beziehungen zur anderen Mitarbeitenden`, and `Zuverlässigkeit`. The audit section records the date, who prepared the assessment, and the location. The assessment closes with a signature, the finished-at time, and the real inspection start and end dates, so that the record shows when the evaluation took place.

How to carry out the assessment

1. Open the assessment in the **Audit** section and record the date, who is preparing it, and the location. 2. Work through the **Technisch** factors, rating `Fachwissen`, `Produktivität`, `Arbeitsqualität`, and `Technische Fachkenntnisse` as **Sehr gut**, **Befriedigend**, or **Schlecht**. 3. Work through the **Verhalten** factors, rating `Kommunikationskompetenz`, `Kreativität`, `Engagement`, `Kooperation`, `Grundeinstellung`, and `Initiative` on the same scale. 4. Work through the **Organisatorisch** factors, rating `Pünktlichkeit`, `Anwesenheit`, `Konsistentes Arbeiten`, `Beziehungen zur anderen Mitarbeitenden`, and `Zuverlässigkeit`. 5. Conclude the assessment with your recommendations and an overall competency rating. 6. Record the signature and the finished-at time, and complete the real inspection start and end dates. The template is fully customizable, so you can modify it to reflect the requirements of your own workplace.

Why it matters

Judgements about whether someone has met the expectations for a role carry consequences for the candidate and for the organisation. An assessment that is built around defined factors and a consistent rating scale gives you a record that can be explained and reviewed, instead of a conclusion that rests on recollection alone. Using one template across assessments also means different candidates are judged against the same set of factors, and that the technical, behavioural, and organisational dimensions of a role are all examined rather than whichever happens to be most visible on the day. Completing the assessment with recommendations and an overall rating turns a set of individual scores into a clear position on whether the candidate has met expectations, which is what the people acting on the assessment need.

Frequently Asked Questions

The questions are grouped into an **Audit** section that captures the administrative header (conducted on, prepared by, location), a **Technisch** section covering technical factors such as `Fachwissen`, `Produktivität`, `Arbeitsqualität`, and `Technische Fachkenntnisse`, a **Verhalten** section covering behavioural factors such as `Kommunikationskompetenz`, `Kreativität`, `Engagement`, `Kooperation`, `Grundeinstellung`, and `Initiative`, and an **Organisatorisch** section addressing `Pünktlichkeit`, `Anwesenheit`, `Konsistentes Arbeiten`, `Beziehungen zur anderen Mitarbeitenden`, and `Zuverlässigkeit`. Each competency is rated `Sehr gut`, `Befriedigend`, or `Schlecht`.

The scale offers three levels: **Sehr gut**, **Befriedigend**, and **Schlecht**. Recording a rating against each competency gives you a consistent basis for comparing candidates and for reaching an overall competency rating.

Yes. Start with the **Audit** section, entering the date, who prepared the assessment, and the location. Then rate each competency by selecting one of the three scale levels. Once every factor has been rated, conclude with your recommendations and an overall competency rating, and record the signature before finalising.

Yes. The template is fully customizable, so you can modify the questions and sections according to your workplace requirements.

The template helps you determine whether a candidate has met the expectations for a specific role. Its assessment draws on general factors such as productivity, quality of work, demeanour, and punctuality, which supports a consistent, documented decision rather than an ad hoc one.

Written by

Arne Reis

Founder

Process optimizer with 25 years of expertise, focused on operational excellence in quality, maintenance, EHS, and commissioning. Emphasizes innovative solutions and top-quality standards.

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