What's new in Matricsy

Managers can now invite an employee to complete a self-assessment against the same competency matrix used in their evaluation. A private, time-limited link works without an account, saves progress as the employee works, and can be reopened or sent again when more time is needed.

Employee answers remain separate from the manager's evaluation until they are reviewed requirement by requirement. This gives managers better context before a development conversation, helps employees take a more active role in the process, and makes differences in perspective easier to discuss without giving up control over the final evaluation. Completed self-assessments remain available as history for future reviews.

Managers can now create a development plan or add a certification directly from its dedicated workspace. A searchable person picker keeps the process focused and removes the need to find and open an employee profile first.

Plans and certifications now share one clear workflow for reviewing progress, updating records, and removing outdated information. Managers can move from a development conversation to concrete follow-up faster, while HR and leadership gain a more reliable view of current growth priorities and qualifications across the team.

Managers can now use AI to improve the clarity of notes from 1:1 meetings, performance reviews, feedback conversations, and other employee discussions. The assistant corrects language and improves readability while preserving names, facts, action items, tone, and the original meaning.

Every suggestion is shown next to the original note before anything changes, so the manager remains in control of the final record.

Activity notes can now stay open in a compact picture-in-picture window while a manager works in Matricsy or joins a conversation in another application. It is easier to capture important context without repeatedly switching between the meeting and the employee profile.

Drafts are saved locally for each person, reducing the risk of losing unfinished notes before they are ready to be added to the activity history.

The public framework library now covers more roles, departments, and industries, with search that helps teams find a relevant starting point faster. Examples make it easier to compare different approaches to proficiency levels, technical skills, leadership expectations, and career progression.

Teams can use these frameworks as inspiration and adapt the structure to their own organization instead of beginning with an empty spreadsheet.

Teams can use the Matricsy dashboard in English or Polish across competency matrices, employee profiles, evaluations, reports, development plans, certifications, and organization settings. Each user can work in the language that makes everyday people-development conversations more natural.

This also makes it easier for international organizations to introduce one shared competency process across teams working in different languages.

Organization administrators can now give a member access to every team or only to selected teams. The selected scope consistently limits employee profiles, evaluations, notes, development plans, snapshots, and reports, while shared competency matrices remain available across the organization.

This gives growing companies a practical way to delegate people development without exposing information from unrelated teams.

Public matrices can now work as an open preview with the complete framework available after sign-in. Organizations can demonstrate how they structure skills and career expectations while choosing how much detail anonymous visitors can see.

The new access option supports recruiting and employer branding without requiring every public framework to expose its full content immediately.

Every public competency matrix can now include its own editable introduction. Teams can explain who the framework is for, how proficiency levels should be interpreted, and how the matrix supports hiring, onboarding, performance reviews, or career progression.

This turns a shared matrix from an isolated skills table into a clearer, self-explanatory view of the organization's expectations.

Managers can now move directly from an employee profile to focused views for development plans and professional certifications. The clearer separation makes recurring reviews easier to prepare and keeps long-term development information from getting lost among everyday profile details.

Evaluation summaries were also brought closer to these workflows, so evidence, goals, and qualifications can be reviewed together.

Teams can describe an industry, role, and expected structure, then use AI to generate a complete first draft of a competency matrix. The result includes organized categories, progression levels, and concrete expectations that can be reviewed and edited before being used with employees.

This shortens the discovery phase while keeping the organization responsible for deciding which competencies and standards truly fit its work.

The AI Assistant can analyze an existing matrix and suggest improvements to its structure, requirements, and progression between levels. Managers can ask focused questions, compare the framework with common industry practices, and identify expectations that may be missing or unclear.

The feature is designed to support thoughtful framework reviews without replacing the internal knowledge of leaders and subject-matter experts.

Managers can use an AI conversation grounded in the selected employee's development context. It can help prepare for 1:1 meetings, turn observations into constructive feedback, explore development priorities, and propose meaningful goals for the next review period.

Conversation history keeps the work continuous, making the assistant useful for recurring development decisions rather than only one-off questions.

Managers can create a development plan for an employee, define a target date, and organize multiple goals in one place. Each goal can move from early progress to advanced progress and completion, giving both sides a shared view of what happens after a review conversation.

Plans remain attached to the employee profile so priorities, ownership, and progress can be revisited during future 1:1 meetings.

A specific competency requirement can now be added directly from an evaluation to an employee's goal plan. This creates a visible connection between an identified skills gap and the development work agreed with the employee.

When evaluation progress changes, managers can review the related goal in context instead of copying requirements into a separate document or task list.

Employee profiles now summarize completed expectations, early progress, advanced progress, and overall coverage across evaluations. Managers get an immediate view of where development is moving and where a conversation may be needed.

The summary provides useful context before opening the full matrix and reviewing individual competency requirements.

Public competency frameworks now keep categories visible while readers move through longer matrices. The improved navigation helps candidates, employees, and external visitors understand where they are in a complex framework without losing the relationship between skills and proficiency levels.

It is especially useful for company-wide engineering or leadership matrices with many competency areas.

Employee activity can now be documented as a 1:1 note, yearly review, performance review, feedback, or a custom note. Types make the history easier to scan and filter while keeping recurring conversations, important observations, and follow-up context in one employee record.

Notes are connected to the organization and employee profile, creating a more reliable history than scattered documents or private reminders.

Employee profiles can now store professional certifications with the issuer, issue date, expiry date, credential ID, verification link, and additional context. Teams can filter people by certification status and keep qualification evidence close to the skills and roles it supports.

This makes expiring credentials and specialized capabilities easier to review during staffing, compliance, and development planning.

The team member workspace now brings together role, team, seniority, location, manager, employment status, evaluations, certifications, notes, and development information. Leaders can understand the person behind an assessment without maintaining a separate employee spreadsheet.

Search and filters help managers and HR teams find the right group of people when planning reviews, training, or team changes.

Public frameworks now include a simplified reading mode that reduces visual detail and keeps attention on competencies and expectations. It gives visitors a clearer experience when a matrix is used as documentation, a career framework, or an employer-branding resource.

Organizations can choose the presentation that best fits the audience without changing the underlying matrix.

Organizations can mark a public competency matrix as Featured to promote it through Matricsy's curated framework listings, product pages, and communication channels. This gives well-designed skills matrices more visibility among professionals looking for practical role and career-framework examples.

Featured publishing can support employer branding by showing candidates, employees, and industry peers how an organization defines quality, progression, and professional expectations.

Matricsy introduced shared organization workspaces where administrators can invite managers and other collaborators to work with the same people, competency matrices, evaluations, and reports. Organization roles provide different levels of access for administrators, editing members, and read-only viewers.

This made it possible to involve the right leaders in employee development while keeping control over who can change organizational data. Later team-level access controls extended this model by allowing administrators to assign collaborators only to selected teams.

Employee reports now include a radar view that compares progress across competency categories. Instead of reading each requirement separately, managers can quickly see where a person has a balanced profile and where one area may need more attention.

The visualization supports more focused development conversations while the detailed matrix remains available for evidence and next steps.

A new in-product guide explains how matrices, evaluations, team profiles, and reports work together. New users can understand the complete development process sooner and move from framework design to practical team conversations with less setup uncertainty.

The guide remains available when a team needs to revisit the process or onboard another manager.

Organizations can publish a competency matrix under a shareable public link and use it as a common reference for employees, managers, candidates, and external partners. A shared framework makes role expectations and proficiency levels easier to discuss across a team without distributing another spreadsheet or document copy.

Public matrices can also become part of employer branding by showing how the company approaches professional standards, career progression, transparency, and employee development.

Evaluation snapshots preserve a point-in-time view of employee competency results. Managers can compare an earlier assessment with the current state and discuss concrete changes instead of relying on memory or a single latest score.

Matricsy also warns when the underlying matrix structure has changed, helping teams interpret historical comparisons responsibly.

The reporting workspace now connects individual results with team, position, category, proficiency-level, and matrix perspectives. Leaders can move from an organization-wide overview to the detail behind a trend and understand which people or groups contribute to it.

This supports workforce planning, review preparation, and development prioritization without rebuilding reports in a spreadsheet.

New report views distinguish completed competencies, early development, advanced progress, and requirements that have not yet been evaluated. Teams can identify both capability gaps and development already in motion instead of treating every incomplete skill in the same way.

Category and level comparisons make it easier to decide where coaching, training, hiring, or knowledge sharing will have the greatest value.

The template collection expanded with more detailed role-based competency structures, including a dedicated React framework for frontend development. Each template provides realistic categories and observable expectations across proficiency levels while remaining fully editable.

Teams can start with language used in real engineering work and adapt it to their technology, standards, and career paths.

Ready-to-use matrices were expanded for frontend, backend, QA, DevOps, and multidisciplinary software teams. The collection helps organizations establish a consistent foundation across technical roles while leaving room for team-specific tools and responsibilities.

It also makes it easier to compare expectations between related roles and build clearer internal mobility paths.

Teams gained more control over matrix structure, including the ability to remove an entire proficiency column when a framework needs fewer levels. Editing improvements make it easier to reshape a template as responsibilities, seniority models, or organizational standards evolve.

The goal is to keep the competency framework useful as a living system rather than a document that becomes difficult to maintain.