One of the most common questions asked by analysts is a question about professional development. Every analyst wants to get better, solve more complex problems and bring more benefits. On the other hand, employers wish to evaluate employees more honestly and be able to compare them with each other. This year, the analyst's competency matrix appeared in the Kontur company - a table that talks about how an analyst should be.
In the first part of the talk, I will describe how we developed the list of analyst competencies, how we apply it to more than a hundred analysts in the company, and why, after the matrix appeared, it became easier for direct managers to evaluate their employees.
In the second part of the story, I will give examples of competencies that we consider essential to develop for analysts at a level above the middle. My talk will be useful for HR specialists, heads of analytics departments, as well as middle and higher level analysts who are looking for their own way.