PeopleSoft Enterprise Human Resources 9.1 PeopleBook: Manage Profiles

Matching Competencies to Roles

This chapter provides overviews of profile comparisons, role matching, and discusses how to:

Set up match evaluation types.
Match employees to roles.
Match roles to employees.
Match teams to projects.

Understanding Profile Comparisons

The PeopleSoft Manage Profiles business process provides three ways to compare profiles:

Search and compare profiles.
Compare profiles.
Role matching.

Search and Compare Profiles

Using the Search and Compare Profiles option you can configure searches to suit your content catalog, profile types, and users. Users select the search that they want to run and the search returns the profiles that best match the search criteria. Each profile in the search results is assigned a score that indicates how well the profile matches all the item properties specified in the search criteria. You can also compare profiles in the search results with the search criteria. Depending on the search type, users can also modify the search criteria, which makes the Search and Compare Profiles more flexible than role matching.

Use the Search and Compare Profiles option if you have a specific profile or profile item criteria and you want to search for matching profiles within a profile type.

See Searching and Comparing Profiles.

Compare Profiles

The Compare Profiles option provides an online comparison of the profile items in a source profile with one or more target profiles. Unlike the role matching options, you can select any of the profile types in the system; you are not limited to PERSON and ROLE profile types.

See Viewing Comparison Results.

Role Matching

The options on the Workforce Development, Profile Management, Matching Competencies to Roles menu enable you to compare the competencies and accomplishments of an employee's PERSON profile against those required by a ROLE profile, or a group of PERSON profiles against a ROLE profile for a job task. The degree of fit is displayed based on item proficiency and importance. The points assigned as a match score are based on the importance points of the matching items.

Role matching is limited to these content types in the ROLE and PERSON profile types:

Competencies
Degrees
School education
Honors and awards
Licences and certifications
Language skills
Memberships
Test/examinations
NVQ units (National Vocational Qualifications units)

Note. Any other content types you have defined in the profiles are not considered in the role match.

The role matching is configured to compare these profile types only:

PERSON profiles.
ROLE profiles.

Use Search and Compare Profiles if you want to:

Include other content types or profile types in your search.

Search and Compare Profiles enables you to configure searches for any profile type defined in your system and the searches compare all content types that are common to the profiles being compared.

See Setting Up Search and Compare Profiles.
Search person or non-person profiles for best matches.

With role matching you select the person profile and the role profile that you want to compare. With Search and Compare Profiles, you have greater flexibility to set up search criteria and the searches return the profiles that best match those criteria.

See Searching and Comparing Profiles.
Make searches available to employees and managers.

If you have eDevelopment installed you can set up searches for self-service users. The competency and accomplishment matching options are available to administrators only.

See Searching and Comparing Profiles.

Use the role matching options if you want to compare a specific PERSON profile with a specific ROLE profile and you want fit-gap information on each profile item based on proficiency and importance only.

Understanding Role Matching

This section discusses:

Point awards and importance levels.
Multiple evaluations.

Point Awards and Importance Levels

You run different inquiries to match:

Employees to roles.
Roles to employees.
Teams to job tasks.

However, all inquiries are performed the same way. The system awards points to employees or teams based on their assigned competencies, competency proficiency ratings, and accomplishments. The system weights the evaluation in favor of the importance values that you assign to each competency and accomplishment.

The system assigns the following point values to importance levels:

Importance Level	Points
High	5
Above Average	4
Average	3
Below Average	2
Low	1
None	0

This table shows the competency requirements for a human resources (HR) specialist position and the points awarded for each competency:

Competency	Importance Level	Points Assigned
Communication	High	5
Leadership	Average	3
Interpersonal Effectiveness	Above Average	4
Planning	Low	1
Decision Making	Above Average	4
Adaptability to Change	Below Average	2

The total match value for a position represents the maximum number of points available if the employee meets all the requirements. In the preceding example, the total match equals 19 (the sum of the points in the Points Assigned column). Points are assigned differently for accomplishments and competencies.

Employee Points for Accomplishments

Accomplishment points are calculated by the system. If the accomplishment exists in an employee's profile, the system awards points to the employee based on the importance value that you assign to the accomplishment. Accomplishments include the following content types: degrees, school education, honors and awards, licences & certifications, language skills, memberships, and tests/examinations, and NVQs. Other content types are not included in the comparison.

Employee Points for Competencies

Unlike accomplishments, competencies have proficiency ratings associated with them. These ratings indicate a level of expertise. When you assign competencies to a ROLE profile, you also define the rating required for each competency. Similarly, you give employees a rating for each competency that you add to their profile.

The system assigns points to an employee only if the individual has the required proficiency level for the competency. The points assigned are calculated as the average of the points for the most current row for each of the user specified evaluation types. These user evaluation types are assigned in the Match Evaluation Types component.

Here are the match indicator icons:

Over Qualified	If the employee's rating is more than one level higher than the rating required for the role, the system displays a plus sign (+) beside the circle, indicating the employee is over qualified.
Met	A blue filled circle indicates that the employee possesses the required competency and has the required proficiency rating.
Met Some	A green half-filled circle indicates that the employee has a rating that is one level lower than that required for the role.
Not Met	A red circle outline indicates that the employee's rating in this competency is multiple levels below that required for the role.

Because proficiency ratings vary according to the rating model, the system uses the review points value associated with the rating to perform the match analysis. In some cases, the value in Review Points field on the Rating Model page is the same as the rating. For example, the PSCM rating model uses ratings from 0 (none) to 5 (expert), and these ratings have the associated review points of 0 to 5.

Note. You can change the match indicator icon images using PeopleSoft Application Designer.

The following table shows an example of the ratings required for an HR specialist position, and it shows a hypothetical employee profile. The competencies in the profile are assigned the PSCM rating model. The Match Indicator column shown describes the icon that appears for the particular scenario.

Competency	Required Rating	Employee Rating	Match Indicator
Communication	5	5	Blue filled circle
Leadership	4	3	Green half-filed circle
Interpersonal Effectiveness	3	5	+ Blue filled circle
Planning	3	1	Red circle outline
Decision Making	2	3	Blue filled circle
Adaptability to Change	3	None	None

See Also

Setting Up Profile Types

Defining Rating Models

Maintaining Profiles

Multiple Evaluations

If multiple people evaluate an employee or group of employees, each evaluation might include different competencies, competency ratings, and accomplishments.

To control which evaluations are used in match and gap analyses, you define match evaluation types. For example, you might include only evaluations with the status of Approved/Official.

To understand how the system performs a match analysis with multiple evaluations, consider the following example:

Competency	Manager Evaluation	Peer 1 Evaluation	Peer 2 Evaluation	Average Rating
Communication	5	4	5	4.67
Leadership	4	3	3	3.33
Interpersonal Effectiveness	5	5	5	5
Planning	NA	NA	NA	NA
Decision Making	3	2	3	2.67
Adaptability to Change	2	1	2	1.67

If you use manager and peer evaluations for match analysis, the system calculates the average rating based on the three evaluations: manager, peer 1, and peer 2.

The following table shows the results if this employee is compared with the HR specialist position. The Employee Match column describes the icon that appears for the particular scenario.

Competency	Importance	Points Assigned	Rating Required	Employee Rating	Employee Match	Employee Points
Communication	High	5	5	4.67	Green half-filled circle	0
Leadership	Average	3	4	3.33	Green half-filled circle	0
Interpersonal Effectiveness	Above Average	4	3	5	+ Blue filled circle	4
Planning	Low	1	3		None	0
Decision Making	Above Average	4	2	2.67	Blue filled circle	4
Adaptability to Change	Below Average	2	3	1.67	Red circle outline	0

The total points value for the HR Specialist position is 19 (the sum of the values in the points assigned column). The employee earns the points for a competency when their rating meets or exceeds the required rating for the position being evaluated. In this case, the employee met or exceeded the required rating for two competencies. The combined point value for those two competencies is 8. Therefore, the employee's total points for evaluation against the HR Specialist position is 8.

Setting Up Match Evaluation Types

To set up match evaluation types, use the Match Evaluation Types (MATCH_TYPES) component.

This section discusses how to define match evaluation types.

You must set up match evaluation types that correspond to the users for whom you want to run match analyses. Evaluation types determine which evaluations are included in each analysis.

Page Used to Set Up Match Evaluation Types

Page Name	Definition Name	Navigation	Usage
Match Evaluation Types	CM_MATCH_INSTR	Workforce Development, Profile Management, Match Competencies to Roles, Match Evaluation Types, Match Evaluation Types	Define match evaluation types specifying the types of inquiries a user can run and the evaluation types a user can access. To run the match analyses, you must first set up evaluation types and user access.

Defining Match Evaluation Types

Access the Match Evaluation Types page (Workforce Development, Profile Management, Match Competencies to Roles, Match Evaluation Types, Match Evaluation Types).

Search Type

Displays Role/Person. This enables the selected user ID to match roles to employees, employees to roles, and teams to projects.

Evaluation Type

Select evaluation types for this user.

These control which competency ratings the system includes when performing the analysis. For example, when performing a gap analysis for an individual (as opposed to a project team), you might include manager and peer evaluations and exclude customer evaluations.

If Self is selected as the evaluation type, only self-evaluations that have been approved by the employee's manager are included in the role matching process.

Matching Employees to Roles

This section lists prerequisites and discusses how to:

Specify a role and analyze cluster matches.
Analyze competency matches.
View competency match details.
Analyze accomplishment matches.
View a gap analysis of the employee and role.

Prerequisites

Before you use the Person to Role match, set up:

A profile for the employee using the PERSON profile type.
A profile for the role using the ROLE profile type.
Match evaluation types for the user ID of the person running the search to control which evaluations are considered in the role match.

See Also

Managing Profiles

Setting Up Match Evaluation Types

Pages Used to Match Employees to Roles

Page Name	Definition Name	Navigation	Usage
Person to Role - Cluster Match	CM_PERSON_CLUSTER1	Workforce Development, Profile Management, Match Competencies to Roles, Person to Role, Cluster Match	Specify the role (position, job code, or job task) with which you want to compare the employee and view an analysis of how the employee matches the clusters assigned to the role.
Cluster Detail	CM_PERSON_CLST_SEC	Click the Competency Cluster link on the Person to Role - Cluster Match page. Click the Competency Cluster link on the Role to Person - Cluster Match page.	View details of the employee's ratings for competencies and accomplishments in the selected cluster.
Person to Role - Competency Match	CM_PERSON_ROLE	Workforce Development, Profile Management, Match Competencies to Roles, Person to Role, Competency Match	View competency matches that display an analysis of how the employee matches the individual competencies and competency clusters required for a given role.
Person to Role - Competency Match Detail	CM_COMP_MATCH_SEC	Click the Competency Match Detail link on the Competency Match page.	View competency match details of the employee's ratings in each competency assigned to the role.
Competency Training	COMP_TRAINING_SEC	Click the Competency Training link on the Competency Match page.	View training courses that address a selected competency.
Person to Role - Accomplishment Match	CM_PERSON_ROLE2	Workforce Development, Profile Management, Match Competencies to Roles, Person to Role, Accomplishment Match	Analyze accomplishment matches for a person. Review how well an employee matches individual and cluster accomplishments for a given role.
Person to Role - Gap-Fit Measurement	CM_PERSON_ROLE3	Workforce Development, Profile Management, Match Competencies to Roles, Person to Role, Gap-Fit Measurement	Compare an employee's ratings in each required competency with the rating expected for the role, and view the percentage difference. The sum of these percentages provides an overall indication of how well the employee matches the requirements of the role.

Specifying a Role and Analyzing Cluster Matches

Access the Person to Role - Cluster Match page (Workforce Development, Profile Management, Match Competencies to Roles, Person to Role, Cluster Match).

When you select the role, the system analyzes how well the employee matches the required clusters. If no clusters are assigned to a role, the system still returns results on this page.

Business Unit, Position Number, Job Code, and Job Task

Select a business unit then a position, job code, or job task (the Business Unit default value comes from the user preferences). The job code and job task are related to the business unit you enter on this page. When you enter a value in one field, the other fields become unavailable. To open up the other fields for entry, delete the position number, job code, or job task value and tab out of the field.

The system compares the employee's competencies and accomplishments with the role that you selected and displays the results of the analysis.

Match Analysis

Total Match and Total Possible

Indicates the employee's points out of the total points possible for the role. This calculation includes points for clusters and individual competencies and accomplishments.

This total is weighted for the importance of each competency or accomplishment assigned to the role. All items are used in this total, including individual competencies and accomplishments as well as those competencies and accomplishments assigned to clusters associated with the role.

Competency Match and Role Competency Points

Indicates how many of the points are from the employee's competencies and how many competency points are available. These numbers add to the total match and total possible point values.

Accomplishment Match and Role Accomplishment Points

Indicates how many of the employee points are from accomplishments and how many accomplishment points are available. These numbers add to the total match and total possible point values.

Role Cluster

In earlier versions of PeopleSoft Enterprise HRMS, clusters were groups of competencies and accomplishments that were assigned to roles. During the upgrade to HRMS 9.0, clusters were converted to profile items assigned to profiles of type ROLE. The upgrade process assigns these profile items a legacy profile ID. When you run the role matching options, the system searches for profiles of type ROLE with profile items that have a legacy profile ID.

EE Complete (employee complete)	Indicates if the employee has all the required competencies and accomplishments assigned to the cluster.
Competency Cluster	Click to open the Cluster Detail page and view the competencies and accomplishments assigned to the cluster and how the person matches up to these.

Analyzing Competency Matches

Access the Person to Role - Competency Match page (Workforce Development, Profile Management, Match Competencies to Roles, Person to Role, Competency Match).

Match Analysis

Employee Match Points and Role Competency Points	Indicates the number of competency points that an employee has out of a total possible number of competency points required by the role.
Employee Competency Match and Total Role Competencies	Displays the number of employee competencies that match the competencies required for the role. For example, an employee may only have 7 of the 15 competencies defined for the role.
Competencies not ranked	Displays the number of competencies required by the role that are not included in the employee's evaluations.
Competency Match Detail	Click to open the Competency Match Detail page and view the breakdown of each competency and its match with the person and role.

Competencies

Competency	Lists competencies assigned to the role, from highest to lowest importance.
Importance	Displays the importance levels that are assigned to the competencies in the ROLE profile.
Over Qualified, Met, Met Some, and Not Met	Displays the appropriate icon in the field [plus sign (+), blue circle, green half-filled circle, red circle outline] for how the person matches the competency. These columns will appear on the page only if the person has a competency indicator icon in that column.
Training Scheduled	Indicates whether the employee is already scheduled for training in the competency.
Competency Training	Click to open the Competency Training page to see if any available training courses target the competency.

Viewing Competency Match Details

Access the Competency Match Detail page (click Competency Match Detail on the Competency Match page).

Required Points

Each rating in a rating model has points associated with it. Required points are derived from the rating (or rather a point translation of the rating) this is assigned to the competency for the specified role. You specify the number of points for each rating by using the Review Points field on the Rating Model page.

Employee Points

Displays the employee's point rating for the competency. Employee review points are the point translation of the rating that the employee receives for the competency, and these points are specified for each rating using the Review Points field on the Rating Model page.

Importance Match

If the employee possesses the required competency and has the required rating, the employee is awarded points based on the importance of the competency.

Analyzing Accomplishment Matches

Access the Person to Role - Accomplishment Match page (Workforce Development, Profile Management, Match Competencies to Roles, Person to Role, Accomplishment Match).

Match Analysis

Employee Match Points	Indicates the number of employee accomplishment importance points for those accomplishment matches between the employee and the role.
Role Accomplishment Points	Indicates the total number of accomplishment importance points available.
Employee Accomplishment Match	Displays the number of employee accomplishments that match the accomplishments required for the role.
Total Role Accomplishments	Displays the number of total accomplishments that are required for the role.

Accomplishments

Accomplishment	Lists each accomplishment assigned to the role, from highest to lowest importance.
Importance	Displays importance levels assigned to the accomplishment in the role profile.
Category	Displays the accomplishment category.
Employee Accomplishment	Indicates whether the employee possesses the accomplishment.

Viewing a Gap Analysis of the Employee and Role

Access the Person to Role - Gap-Fit Measurement page (Workforce Development, Profile Management, Match Competencies to Roles, Person to Role, Gap-Fit Measurement).

Match Analysis

Employee Proficiency Points	Indicates how many importance points the employee has been awarded for the role. These values do not include points associated with accomplishments.
Total Role Required Points	Indicates how many importance points are possible for the role. These values do not include points associated with accomplishments.
Total Role Competencies	Displays the number of competencies that are assigned to the role.
Proficiency % Fit (proficiency percentage fit)	Displays the employee's points as a percentage of the total possible. The system only includes points associated with competencies in this calculation. For example, if the employee has 5 points and the total possible for the role is 20 points, then the percentage fit is 25%.

Gap-Fit Analysis

Empl Review Points (employee review points)

Displays the employee's proficiency point rating for the competency. For example, if you use the PSCM rating model, a rating of 5 has an associated review point value of 5.

Required Points

Each rating in a rating model has points associated with it. Points are derived from the rating (or rather a point translation of the rating) that is assigned to the competency for the specified role. You specify the number of points for each rating by using the Review Points field on the Rating Model page.

% Proficiency (percentage proficiency)

Displays the employee's rating percentage compared to the rating required for the role. The system divides the employee review points by the required points and converts the result into a percentage. For example, if the value of the employee review points is 3 but the role requires a point value of 4, then the percentage proficiency is 75%.

If an employee's rating exactly matches the required rating, then the percentage proficiency deficiency is 100%. A percentage less than 100% indicates that the employee has not met the required rating, and a percentage greater than 100% indicates that the employee's rating exceeds the rating required for the role.

Matching Roles to Employees

This section lists prerequisites and discusses how to:

Specify an employee and analyze cluster matches.
Analyze competency matches.
View competency match details.
Analyze accomplishments.
View a gap analysis of the role and employee.

Prerequisites

Before you use the Role to Person match, set up:

A profile for the role using the ROLE profile type.
A profile for the employee using the PERSON profile type.
Match evaluation types for the user ID of the person running the search to control which evaluations are considered in the matching.

See Also

Managing Profiles

Setting Up Match Evaluation Types

Pages Used to Match Roles to Employees

Page Name	Definition Name	Navigation	Usage
Role to Person - Cluster Match	CM_ROLE_CLUSTER1	Workforce Development, Profile Management, Match Competencies to Roles, Role to Person, Cluster Match	Specify an employee with whom to compare the selected role to see how well the employee matches required clusters.
Role to Person - Competency Match	CM_ROLE_PERSON	Workforce Development, Profile Management, Match Competencies to Roles, Role to Person, Competency Match	Determine how well an employee's profile matches both the individual competencies and competencies that are part of clusters that are required for the role.
Competency Match Detail	CM_ROLE_PERSON_SEC	Click Competency Match Detail on the Role to Person Match - Competency Match page.	View details of the employee's ratings in each competency assigned to the role.
Role to Person - Accomplishment Match	CM_ROLE_PERSON2	Workforce Development, Profile Management, Match Competencies to Roles, Role to Person, Accomplishment Match	Determine how well an employee's profile matches individual accomplishments and accomplishments that are part of clusters that are required for the role.
Role to Person- Gap-Fit Measurement	CM_ROLE_PERSON3	Workforce Development, Profile Management, Match Competencies to Roles, Role to Person, Gap-Fit Measurement	Compare an employee's ratings in each required competency with the rating expected for the role, and calculate the percentage difference. The sum of these percentages provides an overall indication of how well the employee matches the requirements of the role.

Specifying an Employee and Analyzing Cluster Matches

Access the Role to Person - Cluster Match page (Workforce Development, Profile Management, Match Competencies to Roles, Role to Person, Cluster Match).

Empl ID (employee ID)

Select an employee.

The system compares the employee's competencies and accomplishments with the selected role and displays the results of the analysis.

The rest of the fields on this page are identical to the Person to Role - Cluster Match page.

See Specifying a Role and Analyzing Cluster Matches.

Analyzing Competency Matches

Access the Role to Person - Competency Match page (Workforce Development, Profile Management, Match Competencies to Roles, Role to Person, Competency Match).

This page displays details of the selected role and employee ID.

The rest of the fields on this page are identical to the Person to Role - Competency Match page.

See Analyzing Competency Matches.

Viewing Competency Match Details

Access the Competency Match Detail page (click Competency Match Detail on the Role to Person - Competency Match page).

This page displays the selected role and employee ID, along with the role description and the employee's name.

The rest of the fields on this page are identical to the Person to Role - Competency Match Details page.

See Matching Roles to Employees.

Analyzing Accomplishments

Access the Role to Person - Accomplishment Match page (Workforce Development, Profile Management, Match Competencies to Roles, Role to Person, Accomplishment Match).

This page displays the selected role and employee ID, along with the role description and the employee's name.

The rest of the fields on this page are identical to the Person to Role - Accomplishment Match page.

See Analyzing Competency Matches.

Viewing a Gap Analysis of the Role and Employee

Access the Role to Person - Gap-Fit Measurement page (Workforce Development, Profile Management, Match Competencies to Roles, Role to Person, Gap-Fit Measurement).

This page displays details of the selected role and employee ID.

The rest of the fields on this page are identical to the Person to Role - Gap-Fit Measurement page.

See Viewing a Gap Analysis of the Role and Employee.

Matching Teams to Projects

This section lists prerequisites and discusses how to:

Set up employee teams.
Analyze team competency matches.
Analyze team accomplishment matches.

Prerequisites

Before you can use the Compare Team to Job Task option, set up:

A profile for the job task using the ROLE profile type.
Profiles for the employees in the team using the PERSON profile type.
Match evaluation types for the user ID of the person running the search to control which evaluations are considered in the comparison.

See Also

Managing Profiles

Setting Up Match Evaluation Types

Pages Used to Match Teams to Projects

Page Name	Definition Name	Navigation	Usage
Create Teams	EE_TEAMS	Workforce Development, Profile Management, Match Competencies to Roles, Create Teams, Create Teams	Set up employee teams.
Team to Job Task - Competency Match	CM_TEAM_ROLE	Workforce Development, Profile Management, Match Competencies to Roles, Compare Team to Job Task, Competency Match	Analyze team competency matches. Compare the competencies assigned to a job task with the competency profiles of team members.
Competency Match Detail	CM_TEAM_ROLE_SEC	Click the Competency Match Detail link on the Team to Job Task - Competency Match page.	View the team members with the competency at the required proficiency.
Team to Job Task - Accomplishment Match	CM_TEAM_ROLE2	Workforce Development, Profile Management, Match Competencies to Roles, Compare Team to Job Task, Accomplishment Match	Compare the accomplishments required by a job task with the team members' accomplishments.
Accomplishment Match Detail	CM_TEAM_ROLE2_SEC	Click Accomplishment Match Detail on the Accomplishment Match page.	View a list of the team members with the required accomplishment.

Setting Up Employee Teams

Access the Create Teams page (Workforce Development, Profile Management, Match Competencies to Roles, Create Teams, Create Teams).

Team Members

Add members by selecting from the list of employee IDs. Insert new rows to add more employees.

Analyzing Team Competency Matches

Access the Compare Team to Job Task - Competency Match page (Workforce Development, Profile Management, Match Competencies to Roles, Compare Team to Job Task, Competency Match).

Total Match

Indicates how many competency and accomplishment points the team has been awarded for the job task

Total Possible Points

Indicates how many total competency and accomplishment points are possible for the task.

Competency Match

Indicates how many of the team points are from competencies.

Task Competency Points

Indicates how many of the task points are from competencies.

Competency Detail

Team Competency	Indicates whether any member of the team has the competency at the required proficiency.
Number of Employees	Displays how many team members have the competency at the required proficiency level.
Competency Detail	Click to access the Competency Match Detail page and view which team members have the required competency.

Analyzing Team Accomplishment Matches

Access the Compare Team to Job Task - Accomplishment Match page (Workforce Development, Profile Management, Match Competencies to Roles, Compare Team to Job Task, Accomplishment Match).

Total Match

Indicates how many competency and accomplishment points the team has been awarded for the job task

Total Possible Points

Indicates how many total competency and accomplishment points are possible for the task.

Accomplishment Match

Indicates how many of the team points are from accomplishments.

Task Accomplishment Points

Indicates how many of the task points are from accomplishments.

Team Accomplishment

Team Accomplishment	Indicates whether any team member has the required accomplishment.
Number of Employees	Displays how many team members have the accomplishment.
Accomplishment Detail	Click to access the Accomplishment Match Detail page and view which team members have the required accomplishment.

Required Points	Each rating in a rating model has points associated with it. Required points are derived from the rating (or rather a point translation of the rating) this is assigned to the competency for the specified role. You specify the number of points for each rating by using the Review Points field on the Rating Model page.
Employee Points	Displays the employee's point rating for the competency. Employee review points are the point translation of the rating that the employee receives for the competency, and these points are specified for each rating using the Review Points field on the Rating Model page.
Importance Match	If the employee possesses the required competency and has the required rating, the employee is awarded points based on the importance of the competency.

Total Match	Indicates how many competency and accomplishment points the team has been awarded for the job task
Total Possible Points	Indicates how many total competency and accomplishment points are possible for the task.
Competency Match	Indicates how many of the team points are from competencies.
Task Competency Points	Indicates how many of the task points are from competencies.