Skill Matrix vs Competency Matrix: How they work together (and why it matters)
November 12, 2025
In talent development conversations, people often use skill matrix and competency matrix as if they meant the same thing. They don’t - but they are deeply connected.
In fact, a skill matrix is often one part of a broader competency matrix.
Understanding this relationship can help you build a more complete view of your team’s capabilities and make performance management both fair and actionable.
What Is a Skill Matrix?
A skill matrix maps specific, measurable abilities that are required to perform certain tasks or roles.
It answers a simple but powerful question:
“Who can do what - and at what level?”
Each row represents a team member (or a role), and each column represents a skill, such as:
- JavaScript, React, or API testing for a development team.
- Figma, UX research, or prototyping for a design team.
- Negotiation, presentation, or stakeholder management for a business team.
It’s a highly practical tool for:
- Identifying gaps in technical or task-related expertise.
- Allocating people to projects efficiently.
- Planning training and hiring based on real data.
In short: a skill matrix focuses on what someone can do - and how proficient they are at it.
What Is a Competency Matrix?
A competency matrix takes a broader and more strategic view.
It doesn’t just look at what people can do, but how they do it - and why they do it that way.
A competency is a combination of:
- Knowledge – what someone knows,
- Skills – what they can do,
- Behaviors – how they act,
- Attitudes and values – why they approach their work that way.
Because of that, a competency matrix includes both technical and soft dimensions:
communication, leadership, ownership, adaptability, collaboration, and problem-solving.
It’s used not just for operational visibility, but for defining what excellence means in your culture.
How the Two Connect
You can think of it this way:
Every skill matrix can live inside a competency matrix - but not the other way around.
A skill matrix tells you what a person is capable of doing.
A competency matrix tells you how effectively they use those skills in real-world situations.
So while skills are one dimension of competence, competencies represent the full picture - skills + knowledge + behavior + mindset.
For example:
- A developer may have the skill of writing automated tests.
- Their competency involves understanding why testing matters, consistently applying it, collaborating on code reviews, and improving quality standards across the team.
Why Building a Competency Matrix Is So Valuable
Creating a competency matrix is more than documentation - it’s a strategic reflection process.
It forces you (and your leadership team) to pause and ask questions like:
- What behaviors truly make someone successful here?
- What kind of communication style or mindset do we value?
- What skills will define our competitive edge in the next 12 months?
- What should we focus on developing - and what’s less relevant now?
This process often reveals what your organization actually stands for - and what it needs to thrive. It aligns individual growth with company priorities and culture.
It’s not easy to create, but that’s part of its value. You’re defining what matters most - not just listing tools or technologies.
And yes - starting from templates can save time, but customizing them to your context is where the real magic happens.
Key Differences (and Overlap)
| Aspect | Skill Matrix | Competency Matrix |
|---|---|---|
| Scope | Focused on specific technical or functional skills. | Includes skills plus behaviors, mindset, and knowledge. |
| Purpose | Task allocation, training needs, operational efficiency. | Long-term growth, cultural alignment, and strategic reflection on what matters most for the organization. |
| Focus Question | “Can this person do X?” | “How does this person perform and grow in their role?” |
| Data Type | Typically uses numerical proficiency levels (e.g., 1–5 or beginner–expert). | Similar to a skill matrix, but embedded in a broader context |
| Time Horizon | Short to mid-term - focused on current capabilities. | Mid to long-term - focused on evolution, adaptability, and organizational priorities. |
| Relationship | A building block inside the competency matrix. | The broader framework that defines excellence, guides leadership development, and helps rethink company strategy and priorities. |
Example: How They Work Together
Let’s say you lead a product team.
You might use:
- A skill matrix to track who can run user interviews, create wireframes, or analyze data.
- A competency matrix to assess how those same people communicate insights, collaborate cross-functionally, and prioritize with empathy and impact.
Together, they help you see who can deliver and how they deliver - both essential to sustainable performance.
In the End
A skill matrix shows what people can do.
A competency matrix shows what, how well, and in what way they do it.
If you’re serious about developing people, building culture, or rethinking your strategy, don’t stop at tracking skills. Go deeper - explore the behaviors, values, and ways of working that truly drive performance. That’s where real growth - both personal and organizational - begins.
