It represents a benchmark — calculated across thousands of job postings — to help you understand how complex or advanced a skill is in the context of the role.
What does “Mean Proficiency” represent?
Each skill in the chart is scored using a mean (average) proficiency level, based on the job market's demand for that skill in a particular occupation. This value is calculated from real-world job data, specifically where proficiency levels are explicitly stated or inferred.
The scale ranges from 1 to 5:
| Proficiency Score | Interpretation |
|---|---|
| 1 - Novice | Basic awareness or beginner level |
| 2 - Advanced Beginner | Foundational understanding |
| 3 - Competent | Intermediate, able to use skill independently |
| 4 - Proficient | Advanced, can mentor or adapt skill in new contexts |
| 5 - Expert | Expert-level mastery or leadership in that skill |
For example: A proficiency score of 4.2 for "Machine Learning" in a Data Scientist role indicates employers are seeking advanced experience, potentially with leadership or specialization.
Why does Skill Proficiency Distribution matter?
While the average proficiency offers a summary view, the distribution reveals how proficiency needs are spread across skills — exposing patterns that may influence your strategy.
Here's what the distribution chart shows:
| Element | What it reveals |
|---|---|
| Cluster of skills at level 2 | Indicates focus on upskilling or building foundational capabilities |
| Peaks around level 3–4 | Signals roles that demand consistent proficiency or advanced expertise |
| Wider spread across levels | Suggests the occupation spans a mix of strategic and tactical responsibilities |
This helps learning teams and strategists:
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Identify critical upskilling areas (e.g., if many essential skills are below level 3)
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Compare role expectations across geographies or job levels
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Prioritize investment in targeted L&D programs
What’s an “ideal” score?
There’s no one-size-fits-all “ideal” — but a few rules of thumb:
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Skills critical to an occupation often require proficiency 3.5 or higher
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If your workforce averages below 3.0 on a key skill, it may signal an urgent upskilling need
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Lower proficiency scores (e.g., 1.5–2.5) don’t mean a skill isn’t important — they may just represent basic familiarity required to support other higher-value skills
Tips for analysis
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Compare proficiency across skills to understand which skills are core vs peripheral
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Use the proficiency score trend (if available) to see if expectations are shifting
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Cross-reference the skill with Skill Proficiency Descriptions API (used in the Showcase) to get richer explanations of each proficiency level