Objective 1: Fill individual skill gaps  

Action #1. Score each developer’s hard and soft skills

With the help of an SFIA-based matrix designed by Olha, Deveit gained an opportunity to turn their six-month performance reviews into a focused discussion on where and how a developer will grow. 

“This won’t be just about feedback anymore. We’re setting clear job expectations for every level," says Pavlo, Deveit’s founder. 

Both the developer and their lead can now assess the developer’s hard and soft skills using such rating scales as “Demonstrates,” “Partially Demonstrates,” “Doesn’t Demonstrate,” or “N/A”. The matrix generates a total score based on these ratings.

Action #2. Provide targeted learning

If a developer scores "Doesn't Demonstrate" or "N/A" on a key skill, Deveit will offer focused learning opportunities. Olha recommended external courses, peer learning, or hands-on projects as the most viable options for Deveit to improve employees’ skills.

“For soft skills, managers need to lead by example. For example, if you want better collaboration, start by offering help and asking for feedback,” says Olha, Wiseboard's advisor.

Objective 2: Grow team-wide expertise

Action #1. Focus on 1 key skill gap in each review cycle

After the first round of performance reviews, Deveit will then look at data from to:

Olha suggested focusing on one key skill gap that most of the team struggles with until the next review cycle. To close the gap, she recommended that Deveit introduce workshops, external training, or peer-led sessions by team ‘champions.’ After applying one of the methods, Deveit can re-assess whether more employees now "Demonstrate" that skill with better clarity, improving Deveit’s overall team growth strategy.

Action #2. Define clear salary raise criteria

The developed competency matrix allowed Deveit to provide a transparent and reasoned process for reviewing salaries, outlining the skills required at each seniority level. This salary review framework ensures developers know exactly what to improve to earn raises or promotions, keeping them motivated to grow within the company.

Objective 3: Attract talent more easily

Action #1. Showcase a career growth path for new candidates

Based on the competency matrix, Deveit are now able to introduce candidates to their performance management system, highlighting the structured review process. This gives potential hires a clear view of their career growth path.

Olha sums it up: “It’s a great way to attract top talent – people who want to grow with you, not just get a paycheck.”

Action #2. Manage performance expectations over time

Once hired, newcomers will get a detailed rundown of how their performance will be measured and developed over time. This upfront clarity sets clear expectations and shows them exactly what they need to do to grow within the company.

Objective 4: Win more clients with proven skills

Action #1. Market team’s competencies in sales pitches

Most IT outsourcing companies prove their developers’ expertise via generic CVs. Meanwhile, Deveit will deliver hard proof of its team’s growth — winning more deals and justifying higher rates.

For this, Olha suggested wrapping Deveit’s new performance management approach into a brief, “marketable” presentation for clients. Showcasing the SFIA-based competency matrix, the presentation will show how Deveit spots skill gaps, tracks improvements, and helps developers move up the career ladder. 

A neat competitive advantage, isn’t it? 

Action #2. Justify higher rates to existing clients

Generic claims of expertise growth won’t justify rate increases. With its new performance management approach, Deveit can provide concrete proof of team growth and skill development. 

This transparency becomes a powerful asset in client negotiations, demonstrating the value of an ever-improving, highly skilled team, making higher rates an easy sell.