Overview
Lumofy runs on a single loop: job expectations turn into measured skill levels, gaps between expectation and reality get surfaced automatically, and learning is assigned to close them. This article walks Admins through each stage of that loop, from initial setup to the decisions it enables.
Stage 1: Set Up Role & Competencies
Before Lumofy can measure anything, it needs to know what "good" looks like for each job role.
Attach a competency framework to a job role.
Set an expected level for each competency in that framework.
Assign talents to the job role.
Once this is done, every talent assigned to that role has a clear target: the expected level for each competency Lumofy will evaluate them against.
⚠️ Warning: A job role with no competency framework attached cannot be evaluated; talents assigned to it will show no skill data until a framework is set.
Stage 2: Measure Evaluation Methods
Talents build evidence of their skill level through several methods running in parallel:
Assessments — structured tests tied to specific competencies.
Manager Feedback — a manager's direct input on a talent's competencies.
Self-Assessment — the talent's own rating of their competencies.
Performance Data — signal drawn from performance review cycles.
Learning Data — evidence from courses and learning content the talent has completed.
Each method feeds a different kind of evidence into the same evaluation, so no single input decides a talent's skill level on its own.
Stage 3: AI-Generated Skill Level
Lumofy's AI converts the evidence collected in Stage 2 into a single skill level per competency. This score is comparable across methods, so an assessment result and a manager's feedback can both inform the same competency score without one format outweighing the other by default.
Stage 4: Gaps or Matches
With a skill level and an expected level both in place, Lumofy compares the two for every competency:
Talent matches expected level — no action needed; this is recorded as a match.
Talent has a gap — the skill level falls short of the expected level, and Lumofy flags it as a gap.
💡 Tip: Gaps are calculated automatically as soon as a skill level is scored; you don't need to run a separate comparison step.
Stage 5: Close Gaps, Assigning Learning
For every flagged gap, Lumofy supports assigning learning content aimed at closing it.
Open the talent's flagged gap.
Assign learning content that addresses the relevant competency.
The talent completes the learning; the resulting evidence feeds back into Stage 2 as Learning Data.
This creates the loop: a gap leads to assigned learning, and that learning becomes new evidence for the next evaluation cycle.
Stage 6: Decisions
The matches, gaps, and skill levels produced by this loop feed the decisions Admins and managers make about talent:
Hiring — comparing candidate skill levels against role expectations.
Mobility — identifying talents ready to move into a different role.
Planning — workforce and succession planning based on measured skill coverage.
Better Performance — closing gaps that are holding back a talent's performance.
FAQs
What happens if a competency has no expected level set?
What happens if a competency has no expected level set?
Lumofy cannot flag a gap or a match for that competency until an expected level is defined, since there is nothing to compare the skill level against.
Can a talent have a skill level without any gaps?
Can a talent have a skill level without any gaps?
Yes. If the skill level meets or exceeds the expected level for every competency in their role, the talent is recorded as a match across the board.
Does every evaluation method have to be used?
Does every evaluation method have to be used?
No. A talent's skill level is generated from whatever evidence is available: Assessments, Manager Feedback, Self-Assessment, Performance Data, and Learning Data not all five in every case.