Skill Self-assessment + Manager Validation
Run a skills self-assessment campaign where staff rate themselves, managers confirm or adjust each rating, and you end up with a validated skills snapshot instead of unverified self-claims.
A validated skills snapshot - employees self-rate, managers confirm or adjust each rating with a note, large gaps get flagged for a conversation, and you export a clean validated-skills CSV.
Before you start
- A defined skill set with a proficiency scale (e.g. 1-5)
- Your employee roster (names, emails, manager for each person)
- A free Vercel, Supabase, and Resend account
The problem this kills
You ask your team to rate their own skills and you get back a spreadsheet of optimism. Some people lowball themselves, some inflate, and you have no way to tell which is which. So the "skills matrix" you built becomes a wall of numbers nobody trusts - and you can't plan training, staffing, or succession on data you don't believe.
The fix isn't more surveys. It's a second pair of eyes. Every self-rating should pass through the one person who actually knows: the employee's manager. This tool makes that happen automatically, at scale, without you chasing anyone in your inbox.
What you'll build
A small internal web app that runs a complete skills assessment campaign end to end:
- You load your skill set, your proficiency scale, and your roster.
- You launch a campaign with a deadline. Each employee gets a private link to self-rate every skill.
- The moment an employee submits, their ratings route to their manager.
- The manager confirms each rating, or adjusts it and leaves a note explaining why.
- Where the self-rating and the manager's validated rating differ by a lot, the system flags it for a conversation.
- The validated value - not the self-claim - is what gets recorded and exported.
- You get a one-click CSV of the validated skills, ready to drop into your skills matrix.
Everyone only sees what they should: employees see their own ratings, managers see their own team, you see the whole campaign.
What's inside the Implementation Plan
The plan is a single file you paste into an AI coding agent. It builds the whole tool for you, step by step, and each step ends with a ready-to-copy prompt.
The best part: the plan opens by interviewing you about your business. Before it writes a line of code, it asks how your skills are named, what your proficiency scale looks like, who reports to whom, how big your gaps need to be before they matter, and where your edge cases hide. Then it reads a short tailored spec back to you for a thumbs-up. You get a tool shaped around how your organization actually works - not a generic template you have to bend yourself around.
Inside you'll find: the discovery interview, the exact data model, the self-rating screens, the manager validation queue, the gap-flagging rule, the reminder emails for non-responders, the validated-skills CSV export, and a no-API fallback so you can build the whole thing today using just a Google Sheet.
The governance it includes (this is the point)
This isn't a toy survey. It's built like an internal system of record from the first prompt:
- Login so only your team can get in.
- Row-level security so employees see only their own ratings and managers see only their own team.
- A complete audit trail - who submitted, who validated, who adjusted what, and exactly when.
- A human-in-the-loop approval gate - the self-rating is a draft; nothing becomes a validated record until the manager reviews and confirms it.
- Duplicate guards so the same person can't be double-counted on the same skill in the same campaign.
Who it's for
L&D leads, people partners, and team managers who want skills data straight from staff but need a reality check before they trust it. If you've ever stared at a self-assessment spreadsheet wondering how much of it is real, this is for you. No coding background required.
You've got this - paste the first prompt and let the agent interview you.