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Skill Assessments

Skill assessments serve as a coaching tool for designers at every stage of their career. Through structured evaluation and discussion, these assessments create clarity around current capabilities and future growth opportunities. They provide starting point for career conversations and help both managers and designers align on development priorities.

The Assessment Framework

The assessment framework measures competency across seven core areas of design.

  1. User Research sits at the foundation, focusing on both qualitative and quantitative methodologies. This includes everything from conducting user interviews and usability studies to analyzing metrics and creating research plans. A designer's mastery in this area directly impacts their ability to make informed design decisions.

  2. Context and mental models form the second pillar, encompassing how users interact with interfaces across different devices and situations. This includes deep knowledge of information architecture, understanding of various user contexts (mobile, desktop, assistive technologies), and ability to design for different user states and scenarios.

  3. Interaction design centers on the dynamic aspects of user interfaces. Designers with this strength excel at designing for state changes, status indicators, and progress communication. They create interfaces that feel natural and intuitive by aligning with users' mental models and maintaining consistency across application components.

  4. Aesthetic covers the visual craft of design. This includes mastery of UI best practices, typography, visual hierarchy, and use of space. Strong aesthetic sense manifests in designs that are both beautiful and functional, where every visual element serves a purpose.

  5. Prototyping skills reflect a designer's ability to bring ideas to life quickly and effectively. Beyond tool proficiency in platforms like Figma, this area measures how well designers can communicate concepts through appropriate fidelity levels and create interactive experiences that demonstrate their design intent.

  6. Strategy and communication skills are related to long-term vision and collaboration. This encompasses storytelling, writing clear UX copy, managing stakeholder relationships, and articulating design decisions. Strong strategic thinkers can plan and execute design work that aligns with 1-3 year product horizons.

  7. Leadership rounds out the framework, focusing on vision-setting, people development, and organizational influence. This includes hiring, mentoring, conflict resolution, and the ability to drive design culture across teams.

Assessing Mastery

The assessment uses a 0-5 scale that maps to clear mastery levels: * 0 - I don't understand this competence, or it is non-existent * 1 - Novice: I have a basic understanding of this competence * 2 - Intermediate: I can demonstrate this competence with help or supervision * 3 - Competent: I can demonstrate this competence independently * 4 - Proficient: I can supervise other people in this competence * 5 - Expert: I develop new ways of applying this competence

This scale allows for nuanced discussion about growth. A designer might be proficient (level 4) in interaction design but intermediate (level 2) in research methodologies. These variations help identify focused areas for development and celebrate existing strengths.

Implementation Strategy

Effective skill assessments begin with self-evaluation. Ask designers to rate themselves across each competency, providing specific examples to support their ratings. This creates a foundation for meaningful discussion about their perceived strengths and areas for growth.

As a manager, conduct your own evaluation before meeting. Document specific examples that support your ratings, focusing on observable behaviors and outcomes rather than subjective impressions. This preparation ensures feedback is specific and actionable.

During the assessment discussion, focus on areas of alignment and difference. Where ratings differ significantly, explore the reasons why. Often, these discussions reveal important insights about job expectations or assessment criteria that benefit both manager and designer.

Use the assessment outcomes to create targeted development plans, focusing on 2-3 areas for short-term improvement. While it is important to work on gaps, ensure you're also focusing on strengths.

Integration with Career Development

The skill assessment framework should align closely with your organization's career ladder and job level descriptions. Regular gap analyses help ensure designers are growing in ways that support both their personal career goals and organizational needs.

Consider conducting formal assessments quarterly, with informal check-ins with other goal conversations. This cadence allows enough time for meaningful progress while maintaining momentum. Document each assessment to track growth over time and identify patterns in development.

Remember that the goal isn't perfect scores across all dimensions, but rather intentional growth in areas that matter most to the designer's career aspirations and your team's needs. Use the framework as a guide while remaining flexible to individual circumstances and opportunities.