A structured tool used in skills-based talent management to distinguish varying levels of expertise in a given skill. These frameworks typically define three to five levels of proficiency (five being the most common), enabling consistent assessment and development of talent across functions. Though not universally adopted, many organizations use proficiency frameworks in performance management, career development, and talent acquisition. Assessments often start with employee self-evaluations, followed by manager validation. These evaluations are frequently tied to year-end reviews or career planning.