Understanding Profile Matching

You run different inquiries to match:

• Employee to non-person profiles.

• 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 using competency proficiency ratings, and importance given to the competency in the non-person–profile. Other content items are awarded points only based on the importance assigned in the non-person profile. If the Importance field is left blank, the system assigns an importance of 1 to all items. This happens when the profile type for the profile does not have the Importance field defined to the content sections.

The system assigns the following point values to importance levels:

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

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 content items other than competencies.

Employee Points for Content Items Other than Competencies

Other content points are calculated by the system. If the item exists in an employee's profile, the system awards points to the employee based on the importance value that you assign to the item. Some of the content types that are calculated in this manner are: degrees, school education, honors and awards, licences & certifications, language skills, memberships, and tests/examinations, and NVQs.

Employee Points for Competencies

Competencies have proficiency ratings associated with them. These ratings indicate a level of expertise. If you are using a profile type with this matching process, you should set it up in such a way that when you assign competencies to the non-person profile, you also define the rating required for each competency. Similarly, you should set up the employee profiles in such a way that you give a rating for each competency that you add to the 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:

Field or Control	Definition
	If the employee's rating is more than one level higher than the rating required for the role, the system displays a blue diamond and the text indicating that the employee is over qualified.
	A green filled circle indicates that the employee possesses the required competency and has the required proficiency rating.
	A yellow triangle indicates that the employee has a rating that is one level lower than that required for the role.
	A red square 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.

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	Met (green circle icon)
Leadership	4	3	Met Some (yellow triangle icon)
Interpersonal Effectiveness	3	5	Over Qualified (blue diamond icon)
Planning	3	1	Not Met (red square icon)
Decision Making	2	3	Over Qualified (blue diamond icon)
Adaptability to Change	3	None	None

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

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:

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.

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.