Assessment types

Every skill is scored using an assessment type. Choose the one that matches how the skill is best observed. You can change a skill’s assessment type as your needs evolve.

The types

Binary

A simple yes/no: did they demonstrate the skill or not. Best for clear, pass/fail behaviors.

Rating scale

A graded score (e.g. 1–5 or 0–100). Best when proficiency is a matter of degree.

Composite

A skill whose score rolls up from its child skills. Use it to group and structure related skills into a tree that is easier to understand, while still tracking the parent capability as a whole (see skill trees).

Advanced types

Reach for these only when you need them

The types below are for specialized scenarios. Avoid them during initial onboarding: the basic types above cover most skills, and starting simple gets you coaching sooner. Add an advanced type later, once a scenario clearly calls for it.

Multi-trial

Several yes/no trials rolled into a single score (e.g. “8 of 10 correct”). Fits skills that are best judged across repeated attempts rather than a single observation. In a Toastmasters session, for example, you could track how many times a speaker uses a filler word like “um.” That gives the speaker concrete evidence and lets you see whether the count is trending down over time.

Binary with prompts

A yes/no that also records whether the person needed support to succeed. Instead of a flat pass/fail, you capture how independently the skill was performed:

• +: did it correctly on their own.
• P+: did it correctly, but only after you prompted or reminded them.
• P-: could not do it even with a prompt.

This adds nuance to how effectively a skill is executed. When supervising someone running a Kanban or Scrum session, for instance, carrying out a step unaided is a +; needing a reminder before getting it right is a P+; and still not managing it after the reminder is a P-.

Choosing one

Start simple: use binary unless the skill genuinely needs nuance, and rating scale when proficiency is a matter of degree. Use composite to track a skill tree as a whole, and reach for an advanced type only when its particular scenario applies. You decide whether it’s worth the extra structure.

Don't over-engineer it

Resist the urge to build a complex setup up front. Simply having clear expectations and a regular coaching cadence is a huge step and delivers most of the benefit. Add more structure only once that routine is established.