Skills

See the capability you already have

Every skill carries a structured definition, level descriptors and assessment criteria, so a level 4 means the same thing in every team. Frameworks come as standard, or bring your own.

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TalentJam skills overview: skills in use, people profiled, the share of claims at moderated or above, the most held skills and single points of failure
Skills overview: what the organisation holds, and where it rests on one person. Illustrative example.

TalentJam supports SFIA, the Data Capability Framework, the Policy Skills Framework, APS and fully custom frameworks. Nothing has to be built before you start: the Capability Baseline infers your model from the role descriptions and documents you already hold.

Move past headcount to a live picture of capability: who holds a skill, at what level, and where the gaps sit against role requirements, project demand or strategy.

Nothing to build first.
The Capability Baseline infers your model from the role descriptions and documents you already hold, and a human expert validates it. You start from what you have, not a blank taxonomy.
How the baseline works →
TalentJam My skills for Emily Stewart: each skill shown as its levels, only the levels the framework defines, the held level with its nature, and her position's target marked beneath; two at target, one below and three beyond the position
My skills: each level against the position's target, with the nature of the claim behind it. Illustrative example.

Inside Skills

Framework librarySFIA, DCF, PSF, APS and custom frameworks, with full level descriptors.Skills matrixOne view of capability across team, unit, division and enterprise.Self-assessment & moderationSelf-assessment that is trustworthy enough to act on.Skill finderFind who holds a given skill, at what level, and where they sit.Gap analysisCapability held against capability required, with the difference named.AI displacement riskWhich skills and role families are exposed, and which are durable.

One model, four modules

Each module stands on its own. Together they share one definition of capability, so a decision made in one is legible in the others.

PerformanceReviews, goals and feedback anchored in evidence rather than impressions.GrowthCareer pathways, internal mobility and succession, supported by data.DemandWorkforce planning connected to real projects, budgets and timing.

See it on your own data

A 45-minute walkthrough using your roles, your frameworks and your questions.

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Last updated 24 September 2026