Enterprise
Skill Proficiency
Enterprise
Skill Proficiency
Enterprise
Skill Proficiency
Enterprise
Skill Proficiency
The Problem
Large enterprise clients at Degreed — like Bank of America, Citi, and Unilever use multiple platforms to measure employee skills. Each one has its own unique rating scale: some use levels 1–5, others 0–4, or even 1–100. Each platform also defines level names and requirements differently.
This made it complicated and time-consuming for admins to understand an employee’s true skill level. It created confusion for learners too — like Alex, whose skills looked different in every system, with no clear way to compare or combine them.
Alex Smith
Skill
Data Analysis
Sources
Degreed
Level 3 Intermediate
Workday
Level 4 Advanced
SAP
78/100
Pluralsight
85% Proficient
Levels: 1-8
Degreed helps organizations measure and develop employee skills with a unified rating system. It consolidates learning tools, allowing users to track progress across platforms, with a rating system from Beginner to Guru for effective skill development.
Levels: 1-5
Workday provides cloud solutions for finance and HR, streamlining data management and payroll. Their platform enhances decision-making and operational efficiency, boosting productivity and employee engagement.
Skill IQ Percentile
Pluralsight is a tech skills platform with a vast library of courses for professionals to enhance their skills in software development, IT, data science, and more. It offers personalized learning paths and assessments to help users track progress and achieve career goals.
Levels: 1-100
SAP SuccessFactors is a cloud-based HR management suite that streamlines recruitment, performance tracking, and employee development, enhancing workforce engagement with data-driven insights.
The Problem
Large enterprise clients at Degreed — like Bank of America, Citi, and Unilever use multiple platforms to measure employee skills. Each one has its own unique rating scale: some use levels 1–5, others 0–4, or even 1–100. Each platform also defines level names and requirements differently.
This made it complicated and time-consuming for admins to understand an employee’s true skill level. It created confusion for learners too — like Alex, whose skills looked different in every system, with no clear way to compare or combine them.
Alex Smith
Skill
Data Analysis
Sources
Degreed
Level 3 Intermediate
Workday
Level 4 Advanced
SAP
78/100
Pluralsight
85% Proficient
Alex Smith
Skill
Data Analysis
Sources
Degreed
Level 3 Intermediate
Workday
Level 4 Advanced
SAP
78/100
Pluralsight
85% Proficient
Alex Smith
Skill
Data Analysis
Sources
Degreed
Level 3 Intermediate
Workday
Level 4 Advanced
SAP
78/100
Pluralsight
85% Proficient
Levels: 1-8
Degreed helps organizations measure and develop employee skills with a unified rating system. It consolidates learning tools, allowing users to track progress across platforms, with a rating system from Beginner to Guru for effective skill development.
Levels: 1-5
Workday provides cloud solutions for finance and HR, streamlining data management and payroll. Their platform enhances decision-making and operational efficiency, boosting productivity and employee engagement.
Skill IQ Percentile
Pluralsight is a tech skills platform with a vast library of courses for professionals to enhance their skills in software development, IT, data science, and more. It offers personalized learning paths and assessments to help users track progress and achieve career goals.
Levels: 1-100
SAP SuccessFactors is a cloud-based HR management suite that streamlines recruitment, performance tracking, and employee development, enhancing workforce engagement with data-driven insights.
The Solution
To solve this, we designed a flexible system that lets companies unify employee skill ratings from multiple platforms into one clear, consistent view. Admins can import different rating sources, define how each system maps to a shared scale, and instantly generate a normalized skill level for every learner. This replaced guesswork and manual spreadsheets with an automated framework that works for complex enterprise needs.
Continued Improvements
Through client interviews and feedback sessions, we learned that manually mapping each skill level could be time-consuming for admins managing large systems. To solve this, we worked closely with our engineers to design an Auto-Map feature that intelligently suggests mappings based on common patterns. This reduced manual effort and was over 95% accurate for most clients — saving them hours of setup work and making adoption easier.
Extending the Platform
In addition to scale mapping, we designed powerful tools for admins to manage every part of their company’s skills data. They could upload entire skill taxonomies, organize frameworks by region or department, and use built-in tools to localize skills into multiple languages — ensuring global teams always see clear, relevant skill information.
Extending the Platform
In addition to scale mapping, we designed powerful tools for admins to manage every part of their company’s skills data. They could upload entire skill taxonomies, organize frameworks by region or department, and use built-in tools to localize skills into multiple languages — ensuring global teams always see clear, relevant skill information.
These tools gave admins full control over their organization’s skills, from uploading entire catalogs to managing translations for a global workforce and creating custom rating sources that connect with their existing systems. This flexibility turned Skaas into a true backbone for enterprise skills data, adaptable to any company in any region.
Skill normalization brings Alex’s scattered ratings into one clear level. Managers know exactly where she stands, without extra guesswork or manual mapping. It saves time and makes development decisions faster and more confident.`
Skill normalization brings Alex’s scattered ratings into one clear level. Managers know exactly where she stands, without extra guesswork or manual mapping. It saves time and makes development decisions faster and more confident.`
Alex Smith
Skill
Data Analysis
Primary Level
Level 3
Conclusion
This project gave large companies a way to trust and compare skill data across messy systems — saving time for admins and removing confusion for learners and managers alike.
I led the design end-to-end on this brand new app, working with a small team of four to take it from an abstract concept to a fully coded beta in under six months. Along the way, we used new technology, built a fresh design system, and set the foundation for how Degreed now handles skill ratings and enterprise integrations at scale.
We built this as a small, tight-knit team — designing, testing, and shipping something meaningful together.
Conclusion
This project gave large companies a way to trust and compare skill data across messy systems — saving time for admins and removing confusion for learners and managers alike.
I led the design end-to-end on this brand new app, working with a small team of four to take it from an abstract concept to a fully coded beta in under six months. Along the way, we used new technology, built a fresh design system, and set the foundation for how Degreed now handles skill ratings and enterprise integrations at scale.
We built this as a small, tight-knit team — designing, testing, and shipping something meaningful together.