Competency Management (CMGM)

Bridge between appraisal outcomes and skill profiles — turning KRA scores into career development roadmaps

Key Concepts Glossary

Module Boundary — CMGM vs SkillManagement

Database Schema — Framework Tables

MCOMPETENCYFRAMEWORK

MCOMPETENCYKRAMAP — KRA ↔ Skill Bridge

MCOMPETENCYANCHOR — Behavioral Anchors

Career Path Tables

MCAREERPATH

MCAREERPATHREQUIREMENT

Profile & Development Plan Tables

TEMPLOYEECOMPETENCYPROFILE

TSKILLDEVPLAN — Skill Development Plans

Framework Setup Flow

GenerateCompetencyProfile — Core Algorithm

Key SQL — GetLatestKRAScoresByEmployee (added to PERMDAL)

-- AppraisalEvalQB.GET_LATEST_KRA_SCORES_BY_EMPLOYEE
WITH LatestAppraisal AS (
    SELECT TOP 1 APPRAISALID, FINALPERCENTAGE
    FROM   TAPPRAISAL
    WHERE  EMPLOYEEID = @EmployeeId AND STATUS = 4 AND TENANTID = @TenantId
    ORDER  BY APPRAISALID DESC
),
RankedEvals AS (
    SELECT tek.KRAID, tek.KRASCORE, te.EVALTYPE,
           ROW_NUMBER() OVER (
               PARTITION BY tek.KRAID
               ORDER BY CASE te.EVALTYPE WHEN 1 THEN 0 ELSE 1 END  -- Manager(1) preferred
           ) AS Rn
    FROM   TAPPRAISALEVALKRA tek
    INNER JOIN TAPPRAISALEVAL te ON te.APPRAISALEVALID = tek.APPRAISALEVALID
               AND te.APPRAISALID = (SELECT APPRAISALID FROM LatestAppraisal)
)
SELECT  re.KRAID AS KRAId,  k.KRANAME AS KRAName,
        re.KRASCORE AS KRAScore,
        la.FINALPERCENTAGE AS OverallScore,
        la.APPRAISALID AS AppraisalId
FROM    RankedEvals re
INNER JOIN MKRA k ON k.KRAID = re.KRAID AND k.TENANTID = @TenantId
CROSS JOIN LatestAppraisal la
WHERE   re.Rn = 1

GetCareerPathRecommendations (ESS Algorithm)

// CompetencyProfileBLL.GetCareerPathRecommendationsAsync
// EmployeeId ALWAYS from login.UserId — never from request param

1. Get employee CurrentRoleId from MEMPLOYEE
2. Load all active MCAREERPATH WHERE CurrentRoleId = employee's role AND TenantId = @TenantId
3. For each path:
   a. Load MCAREERPATHREQUIREMENT for path
   b. metCount = skills where employee.CurrentLevNo >= req.MinProficiencyLevel
   c. mandatoryGapCount = mandatory reqs where employee.CurrentLevNo < MinLevel
   d. ReadinessPercent = (metCount / totalReqs) * 100
4. Sort by ReadinessPercent DESC (closest-to-qualifying first)
5. Return List<CareerPathMatchDTO> with ReadinessPercent + MandatoryGapCount + TopGaps

Dapr Integration Flow

// PERM subscriber (in PERMSL) — enriches TNA from CMGM skill gaps
[ApiController][Route("subscribe")]
public class CMGMSubscriberController : ControllerBase
{
    [HttpPost("skill-gap-identified")]
    [Topic("pubsub", "cmgm.skillgap.identified")]
    public async Task<IActionResult> OnSkillGapIdentified(
        [FromBody] SkillGapIdentifiedEvent evt, CancellationToken ct)
    {
        foreach (var gap in evt.Gaps.Where(g => g.KRAId > 0))
        {
            await _tnaBll.CreateTNAFromSkillGapAsync(
                evt.EmployeeId, gap.KRAId, gap.SkillId, gap.GapLevel, ct);
        }
        return Ok();
    }
}

Skill Dev Plan Lifecycle

PERMDAL Additions for CMGM

CMGM reads KRA scores directly from PERMDAL (not via PERMBLL) to avoid a circular BLL reference:

// PERMDAL/DTOs/EmployeeKRAScoreDTO.cs  (new DTO added to PERMDAL)
public sealed class EmployeeKRAScoreDTO {
    public int     KRAId        { get; set; }
    public string? KRAName      { get; set; }
    public decimal KRAScore     { get; set; }   // manager eval preferred; falls back to self eval
    public decimal OverallScore { get; set; }   // TAPPRAISAL.FinalPercentage from latest finalized
    public int     AppraisalId  { get; set; }
}

// Added to IAppraisalEvalDAL interface:
Task<IEnumerable<EmployeeKRAScoreDTO>> GetLatestKRAScoresByEmployeeAsync(
    int employeeId, LoginDTO login, CancellationToken ct);

// CMGMBLL.csproj ProjectReference:
// <ProjectReference Include="..\..\PERM\PERMDAL\PERMDAL.csproj" />    ← DAL only, not BLL
// <ProjectReference Include="..\..\SkillManagement\SkillManagementDAL\SkillManagementDAL.csproj" />

API Endpoints Reference (24 total)

Framework (4)

KRA Map (3)

Anchors (3)

Career Path (7)

Profile (4)

Development Plans (5)

Sample Scenarios

Scenario A — Software Engineering Framework & KRA Map

Scenario B — Behavioral Anchors for Code Review Skill

Scenario C — Employee Competency Profile (John Smith, EmployeeId: 201)

Scenario D — Career Path Recommendations

Employee is closest to Tech Lead path. Recommended dev plan: Code Review mentoring (40h) + System Design course (20h).

Scenario E — Skill Dev Plan Created from Gap

POST /Competency/Development/SaveSkillDevPlan
{
  "PlanType": 0,                        // Individual
  "TargetId": 201,                      // John Smith
  "SkillId": 45,                        // Code Review
  "CurrentProficiencyLevel": 3,
  "TargetProficiencyLevel": 4,
  "Priority": 2,                        // High
  "TrainingMethod": 3,                  // Mentoring
  "TargetDate": "2026-09-30",
  "EstimatedHours": 40,
  "TrainerId": 305                      // Senior architect as mentor
}

// Later: complete the plan
POST /Competency/Development/CompleteSkillDevPlan
{ "DevPlanId": 501, "ActualHours": 38, "CompletionNotes": "John completed all 8 mentoring sessions. Ready to conduct independent reviews." }
// Status → 2, ActualHours: 38, CompletionNotes populated

Integration Map

Service Configuration

Caching Strategy