Proficiency-scored, not vibes
Every skill scored on a 0-4 scale from Not Exposed to Master / Coach. Promotion is triggered when the tech's average score across a category clears the next tier's target.
Build the bench. Promote the process.
A dual-track career ladder — Service (T4 → T1) and Install (I3 → I1) — with measurable proficiency scoring, credential gates, KPI thresholds, and an org-level skills-gap view. Built for daily coaching and quarterly promotion decisions.
Credential + KPI gates
Advancement requires both. Techs must complete tier credentials and sustain the next tier's KPI band for 60–90 days from the ServiceTitan Performance Board.
Live skills-gap heatmap
Roll up scores across your roster to see which competencies are weakest across the department. Fix the gap; don't just fill a seat.
How to use this in 4 steps
- Open Competency Matrix — review the target proficiency for each tier and adjust if needed for your market.
- Go to Technician Scoring, add each active tech to the roster, and score them against the matrix (do this in ride-alongs, not from memory).
- Open Milestones to see which techs are promotion-eligible right now based on their scores + credentials.
- Use Skills-Gap Tracker weekly to see what department-wide training to prioritize (e.g., "6 techs weak on TXV — schedule Goodman lunch-and-learn").
Competency Matrix
Target proficiency (0-4) by tier across every technical and soft-skill category. Click any row to expand the proficiency scale definitions.
0 · Not Exposed
1 · Aware
2 · Assisted
3 · Independent
4 · Master
Technician Scoring
Score each tech against the matrix. All changes save to the cloud automatically — every manager sees the same live data.
Promotion Readiness
Skills
Score each skill 0-4. Target vs. current is shown alongside. Use ride-along observation, not memory.
Credential Checklist
KPI Snapshot
Paste from ServiceTitan Performance Board. Compares to next-tier target.
Milestone Advancement Criteria
Every promotion gate for T4→T3→T2→T1 and T1 retention. All bullets must be Met for a tech to advance.
Promotion-Ready Report
Live from your roster — techs whose scores currently clear their next tier's mastery + credential thresholds.
Skills-Gap Tracker
Roll-up view across your roster. Red cells = department below target. Use this to prioritize monthly training and Lunch & Learns.
Category Roll-up
Skill Heatmap (org avg vs. target)
Recommended Actions
One Hour Apprentice Program
Overall Program Progress
Tool Kit Paid Off
Weekly Evaluations (1–5 scale on 5 dimensions)
Field Rotation Coverage
8-Week Course Plan
Click any week to expand daily lessons, field rotations, tasks, and evaluation gates. Check off tasks as the apprentice completes them.
Career Path
One doorway in — two paths up. Every apprentice picks Service or Install at graduation.
Daily KPIs
Upload the ServiceTitan Technician Performance Board (M) Excel file each morning. Rolling 7-day view filters daily noise.
Drop today's Excel file here or click to browse
Accepts
.xlsx exports from ServiceTitan Technician Performance Board (M)DMR — Daily Management Report
Upload the ServiceTitan Daily Management Report PDF each morning. Budget vs actual for the whole business, backlog, labor, and Comfort Advisor performance.
Drop today's DMR PDF here or click to browse
Accepts the
.pdf export from ServiceTitan Daily Management ReportDeployment Kit
Everything you need to roll this out to your team on Monday morning.
1 · Kickoff (Week 1)
- All-hands meeting — walk through the four tiers and pay bands.
- Give every tech a printed copy of their tier's competency requirements.
- Assign each tech's current tier (default everyone to their existing role).
- Announce the first scoring window: field supervisor rides with each tech within 30 days.
2 · Baseline Scoring (Weeks 2-5)
- Field Supervisor rides one full day with each tech — scores them 0-4 on every relevant competency.
- Tech self-scores the same night — compare and reconcile at Monday huddle.
- Enter both into the Scoring tab (use manager score as the record).
- Print each tech's radar chart and gap list for their file.
3 · Weekly Cadence
- Monday — Skills-Gap tab review at 15-min huddle. Assign that week's Lunch & Learn topic.
- Friday — Pull ServiceTitan Performance Board, update KPI Snapshot for each tech.
- Monthly — Export JSON backup. Review Promotion-Ready report with GM.
- Quarterly — Formal promotion review meeting. Sign off gates.
4 · Coaching Playbook
- Every score of 0 or 1 for a required tier skill → schedule ride-along or SkillCat module.
- Every red cell in the heatmap → next month's training topic.
- Every "Promotion-Ready" flag → GM interview and formal packet.
- Every T1 tech coaches at least one T4/T3 per quarter (tracked in Professionalism & Leadership).
5 · Tool-Kit Financing Program
Techs promoting to T3, T2, or T1 need meaningful tool investments. Consider offering:
- Interest-free payroll deduction — spread T3 kit cost over 12 pay periods.
- Promotion tool bonus — company covers 50% of required tools at each level-up.
- NATE + A2L reimbursement — 100% company-paid on first attempt, retest at 50%.
- Coaching bonus — T1 techs earn $200/quarter for documented mentoring hours.
6 · ServiceTitan Wiring
- Add a custom tech field
Career_Tierwith values T4/T3/T2/T1. - Tag each tech record with their current tier — visible in dispatch board.
- Export the Technician Performance Board (M) weekly to a shared KPI_Data tab.
- Reference this dashboard's KPI targets column in your rolling 60/90-day comparison formulas (XLOOKUP / INDEX-MATCH).
- Promotion-eligible flag = credentials complete AND skill avg ≥ target AND KPI band met 60+ days.
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