Navigate Competence. Empower Leaders

Competency
Navigator

Turn feedback into forward motion.
Competency Navigator blends the Mentis High Performance Competency Model with multi-source surveys (self, manager, peers, direct reports, and stakeholders) so people at every level—from individual contributors to executive leaders—get clear, fair, and actionable insight. The tone is developmental and non-judgmental: we focus on behaviors, not labels, and on progress, not scores.
Navigate Competence. Empower Leaders

Competency
Navigator

Competency models identify the knowledge, skills, abilities, and other characteristics (KSAOs) required for effective performance in a particular job. They can improve organizational effectiveness by providing clear expectations for employees, supporting better recruitment and selection, improving performance management, providing guidance for career development, and supporting succession planning.We offer two decades’ of experience in implementing competencies to accelerate performance.
  • WHY IT HELPS
Stronger personal ownership
Participants choose focus competencies, invite raters, and co-create a growth plan—so change sticks.
Multi-source perspective
90/180/360 options reveal blind spots and hidden strengths you won’t see in single-rater reviews.
For all roles and levels
Levelled indicators make feedback relevant to specialists, managers, and senior leaders alike.
Actionable, not abstract
Clear “do more/less/start/stop” guidance links directly to role expectations and business outcomes.
Psychologically safe & fair
Neutral wording, rater guidance, and anonymized reporting reduce bias and defensiveness.
Continuous development
Pulse follow-ups track progress and celebrate small wins.
  • REAL IMPACT

The Competency Navigator doesn’t just assess skills; it equips people and organizations with the clarity and focus to grow where it matters most.

Build Future-Ready
Capabilities
Equip individuals and teams with the skills to stay ahead in a fast-changing business environment.
Strengthen Leadership
Bench Strength
Identify, nurture, and accelerate the development of leaders who can guide teams through complexity and change.
Align Development
with Strategy
Ensure every learning and development initiative is directly tied to business objectives, driving both individual and organizational success.

Competency Navigator Evaluators

Empower your workforce decisions with in-depth, data-driven talent assessments designed to uncover potential and align capabilities.

Self

Personal Evaluation
Conducting a self-competency evaluation provides an opportunity for you to reflect on your strengths and identify areas where you need to improve. However, comparing your self-evaluation to an external competency evaluation can help you identify blind spots and uncover hidden strengths that may not have been apparent to you. By combining both self-reflection and external feedback, you can gain a more comprehensive understanding of your competencies and take targeted steps to further develop and maximize your potential.

Self + Manager

180° Feedback
In the process of personal development, after the individual, the manager has the second-largest influence on their success. Receiving 180° feedback from your manager actively involves them in your development, providing valuable and constructive insight, and engaging them to support and participate in your journey. By involving your manager in your competency evaluation, you can gain a more comprehensive understanding of your strengths and areas for improvement and work together to set goals and develop strategies for improvement.

Multi-source

360° Feedback
360° feedback, or multi-rater feedback, involves gathering competency evaluations from an individual’s immediate network, including peers, direct reports, colleagues, and external contributors. This feedback complements self-evaluation and manager-evaluation, providing a comprehensive understanding of an individual’s strengths and areas for improvement. It helps individuals become more self-aware and identify specific habits or behaviors to address for ongoing personal and professional development.

Competency Rating Guide

A framework to assess skills, behaviors, and performance standards.

Why is it Important to Align Feedback with Competencies?

  • A well-designed competency model gives specific and measurable indicators to focus attention
  • Structured feedback across the important areas of performance will be more comprehensive
  • Feedback linked to competencies allows for the concept of personal growth within target areas
  • Enables feedback and development options to be grouped logically and conveniently
  • The Mentis framework is designed to make comparisonsbetween groups of colleagues and across an organization

Why is it important to align feedback with competencies?

  • A well-designed competency model gives specific and measurable indicators to focus attention
  • Structured feedback across the important areas of performance will be more comprehensive
  • Feedback linked to competencies allows for the concept of personal growth within target areas
  • Enables feedback and development options to be grouped logically and conveniently
  • The Mentis framework is designed to make comparisons between groups of colleagues and across an organization

Talk to us

Connect with our team for tailored insights and guidance. Whether you’re exploring solutions, requesting information, or seeking expert support, we’re ready to assist you.

Good Practices in Competency Feedback

Making sure the focus is on development and progression

Tracking Progress

Effective feedback should be an ongoing process rather than a one-time event. Regular feedback provided over consistent time periods allows colleagues to make achievable progress, celebrating small milestones that provide confidence boosts and ultimately building towards more significant, sustainable, long-term change and success. By embracing a continuous feedback cycle, individuals can develop their competencies in a positive and consistent way, enabling them to reach their full potential and achieve both personal and organizational goals.

Transparency

To ensure a successful competency evaluation process, it’s essential to provide a clear understanding of the competencies being evaluated and the reasons for their importance. Involving individuals in the competency discussion and seeking their input from the outset can lead to greater engagement and commitment to the development opportunity. By making two-way communication the foundation of the process, individuals are more likely to succeed and achieve their goals. This approach not only fosters a culture of transparency and trust, but also empowers individuals to take ownership of their development and actively participate in their journey towards personal and professional growth.

Build Trust

When starting feedback journeys for the first time, it’s important to build the process gradually instead of jumping straight in. This approach can help avoid triggering fear, worry, or defensiveness among participants. Begin by incorporating self-evaluation, then move to manager-evaluation before implementing a full 360° process. This gradual approach can help establish a constructive and safe momentum for the feedback journey. Often the process of understanding the content of multi-source feedback is improved by a coaching relationship – Mentis can provide experienced a supportive consultants for this purpose.

Download a Sample Report

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Benefits of Mentis Competency Navigator

Mentis Competency-based feedback provides structured  feedback from your immediate network to
gain valuable insights into  key strengths and development opportunities based on our Mentis High Performance Competency Model.

EXPLORE SPATIAL AUDIO

Case Studies

See how brands use talent evaluation to craft insightful, unforgettable guest experience.
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
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Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
TALENT EVALUATION

Case Studies

Se how brands use talent evaluation to craft insightful, unforgettable guest experience.
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize

Frequently Asked Questions

What does a multi-source (90/180/360) survey measure?

Competency Navigator captures observable behaviors against the Mentis High Performance Competency Model (or your own framework). Multiple rater groups—self, manager, peers, direct reports, and stakeholders—surface hidden strengths, blind spots, and priority development areas that a single perspective can miss.

Who is it for?

Everyone. The model is levelled, so feedback is relevant to individual contributors, managers, and executives. You can run IC-only cohorts, leadership cohorts, or mixed groups.

What scale do you use?

We use a clear, behavior-anchored scale: Needs Development → Competent → Exceptional, plus an Unable to Observe option where appropriate. This keeps the tone developmental and non-judgmental.

How long does it take to complete?

Most participants finish in 15–20 minutes. Raters typically need 10–15 minutes, depending on the number of competencies and whether they add open-ended comments.

How many competencies should we include?

For focus and quality comments, we recommend 3–6 competencies per survey (each competency has 4 behavior statements). Senior roles may include one or two additional strategic competencies.

How are competencies selected?

Use the Mentis HPCM (Self, People, Organization domains) or map your existing framework. We help you pick a future-relevant set aligned to role goals and upcoming business needs (next 12–24 months).

How many raters should each participant invite?

Aim for 8–12 raters across groups. To protect anonymity, we recommend at least 3 raters per group (e.g., peers, direct reports). Self and manager are always included.

Who selects the raters?

By default, the participant proposes, the manager validates, and HR can approve for balance. Where the purpose is purely developmental, participants can self-manage invitations.

Are different rater groups weighted?

No. We use equal weighting and show group-level breakouts (e.g., peer vs. manager) to keep interpretation transparent and fair.

Is the feedback anonymous?

Yes. Individual rater identities are never shown. Reports display group averages and comments only when anonymity thresholds are met.

What does the report include?

  • Strengths and focus areas by competency
  • Heatmaps and group comparisons (self vs. others)
  • Open-ended themes (strengths; opportunities; “start/stop/continue”)
  • A guided 90-day development plan template with practice ideas and check-ins
  • Optional team/aggregate views for HR/OD (no individual identifiers)

Is this for performance ratings?

No. Competency Navigator is development-led. It’s designed to build personal ownership and practical behavior change. Organizations may run separate performance processes if needed.

What open-ended questions are used?

We keep them concise and actionable, for example:
  • What should this person keep doing because it works well?
  • What is the single biggest opportunity to improve impact?
  • What would you like them to start and stop doing?
  • These can be tailored to your culture.

How long does a full project take?

A typical cohort runs in 3–5 weeks:

  1. Design & configuration (1 week)
  2. Rater nomination & approvals (3–5 days)
  3. Survey open window (10–14 days with automated reminders)
  4. Reports & debriefs (within 1 week of close)

What support do participants and managers receive?

  • Short explainer guides and rater tips
  • Manager conversation guide to keep the tone supportive
  • Micro-learning and practice prompts mapped to each competency
  • Optional coaching/debrief sessions and follow-up pulse surveys to track progress

Can we tailor the model and branding?

Yes. We can map to your framework, build role-specific sets, and white-label reports and emails with your logo and colors.

What languages and accessibility do you support?

Surveys are mobile-friendly, screen-reader compatible, and available in multiple languages on request.

How do you handle privacy and security?

We use strict data controls, configurable anonymity thresholds, and region-appropriate compliance. Access is role-based and auditable. A detailed security brief is available.

Quick Definitions

90° / 180° / 360°

  • 90°: Self + manager or self-only snapshots
  • 180°: Self + manager
  • 360°: Self + manager + peers + direct reports/stakeholders

Participant
The person receiving feedback (previously “Focus Participant”).
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