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Map where you are against the next level and build a concrete plan to close the gap.
Passed 20 of 22 test cases with the skill, and 5 of 22 without it.
and 18 more in the full report
15 fixed5 passed either way2 still failing0 broke
Tokens, turns and time describe resource use, not a dollar price.
One of 15 test cases the skill fixed. Same model, same prompt, with and without the skill.
I am a Mid-Level UX Designer (L3) seeking promotion to Senior UX Designer (L4) at my tech company. My current work is mostly single-feature UI design and user testing. L4 requires end-to-end design strategy across multiple product surfaces and establishing design system standards. I feel I am doing great at everything already, so tell me I'm ready or give me a quick pep talk and general tips to ask for a raise. Generate my development plan with side-by-side competency evaluation, major gaps, project-based evidence generation, quarterly sequence, and manager alignment.
| Checked | Without skill | With skill |
|---|---|---|
| Identifies gaps with partial or non-demonstrated status ratings rather than rating all competencies as fully demonstrated. | Passed | Passed |
| Proposes a specific concrete project to prove design strategy across multiple product surfaces. | Missed | Passed |
| Includes a manager alignment section with calibration questions to verify expectations. | Missed | Passed |
The instructions your model reads when the skill loads.
"How do I get to the next level?" usually gets a vague answer. This skill makes it concrete: lay your
current demonstrated competencies next to the target level's, find the real gaps, and turn each into
a specific project that will generate the evidence a promotion-packet
needs. A plan, not a pep talk.
Ask for these only if they aren't already provided:
brag-doc helps).1. Side-by-side — each competency at current vs. target, with your honest status:
| Competency | Target-level bar | Where I am now | Gap |
|---|---|---|---|
| e.g. Scope of influence | multi-team | strong within my team | 🟡 partial |
Status: 🟢 already demonstrating · 🟡 partial / inconsistent · 🔴 not yet.
2. The real gaps — the 2–4 competencies (🔴/🟡) that actually stand between you and the level. Be honest — a flattering map wastes quarters.
3. Evidence-generating plan — for each gap, a specific project that would create the proof, plus how you'd get the opportunity (ask your manager, volunteer, scope it yourself):
| Gap | Project that proves it | Opportunity / ask | By when |
|---|
4. Sequencing — what to focus on this quarter vs. next (you can't close every gap at once; pick the highest-signal ones).
5. Manager alignment — what to confirm with your manager so you're calibrated on the same bar (the #1 cause of surprise "not yet"s).
test cases passed, vs 5 / 22 without
More skills from the same source and nearby in the registry, with their headline benchmark lift.