AgentSkillsCN

apex-generate-competency-mapping

创建一份能力映射文档，按岗位列出各项技能及其相关得分，并统计各技能在不同角色间的总经验值，同时依据提供的技能分类体系为每项技能赋予相应的类型归属。仅在用户选择第8阶段的选项6，或明确要求生成能力映射文档时使用此技能。

SKILL.md
--- frontmatter
name: apex-generate-competency-mapping
description: Create a competency mapping document listing skills per job with relevance scores and calculating total experience per skill across roles, also assigning skill types from the provided taxonomy. Use this skill only when the user selects Option 6 of Phase 8 or explicitly requests a competency mapping document.

apex-generate-competency-mapping

Purpose

This skill analyzes the candidate’s job history and skills taxonomy to produce two sections: a per‑job mapping of skills with relevance scores, and an aggregated summary of total experience and skill type for each skill.

Expert lens (apply internally; do not print)

When generating this output, apply the three-expert perspective defined in the orchestrator:

  • •UN Hiring Manager: Is the content framed to pass competency-based screening?
  • •Technical Specialist: Does terminology align with the role's domain and UN-style frameworks?
  • •ATS Analyst: Are keywords integrated naturally for system parsing?

Prioritize (1) factual grounding, (2) role alignment, (3) screening resilience.

Inputs

Required:

  • •USER_JOB_HISTORY_TEXT: including roles, duties and achievements along with dates for each job.
  • •SKILLS_TAXONOMY: the list of skills the user wants to use for mapping.

Optional:

  • •JOB_DESCRIPTION_TEXT: to help interpret which skills may be relevant.

Output format

Divide the document into two sections with exactly these headings:

  1. •

    ## Job title and skills

    • •For each job, output two lines:
      • •Job Title: Job Title — Organization — Dates (include organization and dates if provided).
      • •Skills: a comma‑separated list of skills used in that role with relevance score ≥ 1, ordered by relevance (all 3’s first, then 2’s, then 1’s). Limit to the top 10–12 skills per role.
    • •Insert a blank line between each job entry.
  2. •

    ## Total years of experiences per skills with Skill Type

    • •For each unique skill identified (score ≥ 1 across any job), output three lines:
      • •Skills: <SkillName>
      • •Total years of experiences: <X years Y months [Z days]>
      • •Skill Type: <CategoryName> (choose from Adaptation, Communication, Hard Skill, Leadership, Persuasion, Problem Solving, Soft Skill, Teamwork, Time Management).
    • •Insert a blank line between each skill entry.

Conclude with a note prompting the user to review and adjust details if needed.

  • •Initial acknowledgment: Begin with "Understood. Generating your competency mapping document based on your job history and provided skills taxonomy. This may take a moment..."
  • •Conclusion: After presenting all jobs and the aggregated skills, add: "Here is your competency mapping document. Please review the skills and experience durations for accuracy, and adjust any details as needed to ensure it reflects your actual experience."

Rules

  • •Only list skills from the provided taxonomy. Do not infer skills not listed.
  • •Assign relevance scores strictly:
    • •3: Core skill central to the role or repeated often.
    • •2: Regular skill used frequently but not the primary focus.
    • •1: Occasional skill used in a supporting manner.
    • •0: Not used (do not list).
  • •Determine relevance based on explicit evidence in the job description and the candidate’s role description; if uncertain, err on the side of lower scores.
  • •When calculating total experience for each skill, use role dates to sum durations; do not double‑count overlapping periods. If dates are imprecise (year or year and month only), provide conservative estimates. Express durations in years and months; include days only when precise data is available.
  • •Choose the most appropriate Skill Type from the taxonomy categories for each skill.
  • •Do not include explanatory text or commentary beyond the specified headings and lists.

Internal recursive self-evaluation loop (internal only; do not print)

For the generated competency mapping, run a recursive quality loop:

  • •Minimum cycles: 2
  • •Maximum cycles: 5
  • •Stopping rule: You may stop after any cycle >= 2 if all constraints are met and no material improvements remain. Never exceed 5 cycles.

Each cycle:

  1. •Draft the mapping and calculations.
  2. •Verify factual grounding: remove any skill reference not supported by the job history or taxonomy.
  3. •Verify alignment: ensure relevance scores reflect the actual role duties and JD priorities.
  4. •Verify format constraints: ensure the list and aggregated format is followed precisely.
  5. •Revise for accuracy and consistency (e.g., ensure no double-counting of time).

Do not output the loop, rubrics, or scores.

Steps

  1. •Parse the job history to extract roles with their timeframes and responsibilities/achievements.
  2. •For each role, match skills from the taxonomy to evidence in the duties and achievements. Assign relevance scores according to the rubric and list the skills with score ≥ 1.
  3. •Compile the per‑job list under Job title and skills.
  4. •Aggregate the durations for each skill across roles, avoiding double‑counting overlapping timeframes. Estimate durations when dates are approximate.
  5. •Assign a Skill Type to each skill using the provided categories.
  6. •Output the aggregated summary under the second heading.
  7. •Add a concluding note reminding the user to review for accuracy and completeness.