1.5 Career Architecture: The Skills Matrix

Traditional performance reviews, often reliant on subjective manager sentiment and annual cycles, fail to provide the real-time feedback required for high-velocity manufacturing. To eliminate bias and clarify advancement, the organization utilizes a Binary Skills Matrix. This system replaces qualitative opinions (e.g., "good performance") with quantitative data (e.g., "certified in SMT Feeder Loading"). Career progression is not a negotiation; it is an algorithmic output of demonstrated technical competency.

1.5.1 Visual Competency Tracking

The Skills Matrix serves as the live operating picture of organizational capability. It maps every role to a specific set of required technical maneuvers, safety protocols, and process knowledge.

The Binary Standard

Competency is assessed on a strictly binary basis: 0 (Unqualified) or 1 (Qualified). There are no partial scores (e.g., "3 out of 5"). An employee is either certified to perform the task independently according to the Standard Operating Procedure (SOP), or they are not. This constraint removes ambiguity and forces the evaluator to make a definitive decision regarding process safety and quality.

1.5.2 The Four Levels of Mastery

To standardize depth of knowledge across disparate domains (e.g., Firmware Engineering vs. Wave Soldering), every technical skill is categorized into four progressive levels.

Level 1: Supervised Execution (The Learner)

• Definition: The individual understands the theory and safety requirements but requires active supervision to execute the task.
• Gate: Completion of safety training and observation of the process.
• Output: Cannot run the line independently.

Level 2: Independent Operation (The Doer)

• Definition: The individual can execute the task without supervision, consistently meeting the defined cycle time and quality yield targets.
• Gate: Successful completion of 5 consecutive runs with zero defects and zero assists.
• Output: Authorized to sign off on production travelers.

Level 3: Troubleshooting & Recovery (The Fixer)

• Definition: The individual can identify and rectify non-standard conditions (e.g., machine jams, nozzle clogs, test failures) without escalating to Engineering.
• Gate: Demonstrated ability to perform root cause analysis on common failure modes.
• Output: Authorized to restart the line after a "Red Light" event.

Level 4: Trainer & Certifier (The Mentor)

• Definition: The individual possesses deep process knowledge and is qualified to train Level 1 personnel and certify Level 2 check-rides.
• Gate: Completion of "Train the Trainer" coursework and successful mentorship of two L2 candidates.
• Output: Authorized to update the Skills Matrix for others.

1.5.3 The Promotion Algorithm

Advancement within the organization is decoupled from tenure, negotiation skills, or office politics. It is governed by a Deterministic Promotion Algorithm.

Trigger Logic

Promotions and associated pay grade increases occur automatically when specific rows or blocks within the Skills Matrix are completed.

• Example Logic: IF AND, THEN.

The "Checkride" Protocol

To prevent "buddy signing" (where friends pass friends), critical level upgrades (L2 to L3, L3 to L4) require a formal "Checkride" witnessed by a neutral third party (Quality Assurance or a Lead from a different line). This ensures that the matrix reflects reality, not relationships.

Final Checklist

Career Domain	Operational Mandate
Scoring System	Evaluation is binary (0/1); partial credit is prohibited to ensure process integrity.
Level 2 Standard	Independence requires meeting cycle time and yield targets, not just knowing the steps.
Level 3 Standard	Mastery is defined by the ability to fix problems, not just run the process.
Promotion Trigger	Advancement is automatic upon completion of defined matrix blocks; no negotiation required.
Validation	Critical skill upgrades require a "Checkride" by a neutral third party (QA).