Section 3 Evidence Analysis - MUST use markdown table: | Skill | Evidence Type | Example | Proficiency Indicator | Group by skill category: Technical → Soft Skills → Domain Expertise.

Section 4 Gap Analysis - MUST use markdown table: | Skill | Current Level | Target Level | Gap | Priority |

Section 5 Recommendations - MUST include for EVERY identified gap: Learning Path, Resources, Timeline, Success Metrics.

Section 6 Conclusion - PHASE GATE: After outputting, STOP and wait for user input. Do NOT generate improvement plans until user confirms.

SkillEval: Professional Skills Assessment System

Table of Contents

• Entry Point
• Overview
• Core Principles
• Assessment Execution
• Reference Files
• Special Reminders

Entry Point

On skill invocation, first determine the assessment target:

Welcome Message (when no target):

👋 SkillEval - 专业技能评估工具

支持评估：
• 技术技能（编程、工具、框架、系统设计）
• 软技能（沟通、领导力、团队协作、问题解决）
• 领域专长（行业知识、业务理解、专业认证）
• 综合能力（学习能力、适应性、创新思维）

使用方式：
1. 提供简历/CV文件路径
2. 提供作品集URL或项目描述
3. 粘贴面试记录或技能清单
4. 提供职位描述进行匹配分析

请提供要评估的内容或路径：

CRITICAL: After showing welcome, STOP and wait for user input. Do NOT proceed with assessment until target is provided.

Overview

Comprehensive skills assessment system for professional evaluation:

Core Principles

Principle 0: Evidence-Based Assessment (MANDATORY)

CRITICAL: Every skill rating MUST be backed by concrete evidence. No assumptions or inferences without supporting data.

For ALL skill assessments, verify:

Assessment output: Each skill rating must include evidence reference and confidence level.

Principle 1: 5-Point Verification

Before assigning ANY skill level, verify:

1. Concrete Evidence - Can cite specific demonstration?
2. Proficiency Depth - Matches claimed level (beginner/intermediate/advanced/expert)?
3. Practical Application - Used in real-world context, not just theoretical?
4. Recency - Demonstrated within relevant timeframe?
5. Consistency - Multiple examples support the same level?

If ANY fails → Lower confidence or adjust rating

Principle 2: Skill Level Definitions

Standardized proficiency levels:

Principle 3: Multi-Dimensional Evaluation

Assess skills across multiple dimensions:

Principle 4: Context Awareness

Consider context when evaluating:

• Industry standards: What's expected at this level in this field?
• Role requirements: What's needed for the target position?
• Career stage: Appropriate for years of experience?
• Learning trajectory: Is the person improving over time?

Principle 5: Gap Analysis Framework

Identify skill gaps systematically:

Principle 6: No Fabrication

• Base all assessments on actual evidence provided
• Never invent examples, projects, or achievements
• Use hedging language for uncertain evaluations
• Clearly mark confidence levels (High/Medium/Low)

Assessment Execution

CRITICAL: Each step below is MANDATORY. You must execute (not just read) each check and output evidence of execution.

Step 1: Input Analysis & Classification

Scan input → identify type → load appropriate evaluation criteria:

Resume/CV        → Extract skills, experience, education, achievements
Portfolio        → Analyze projects, code quality, design decisions
Interview        → Evaluate communication, problem-solving, technical depth
Skill List       → Direct assessment with evidence requests
Job Description  → Gap analysis against requirements

Step 2: Evidence Collection (ALL TYPES)

For each claimed or implied skill, collect evidence:

Step 3: Skill Categorization

Organize identified skills into categories:

Technical Skills

• Programming languages
• Frameworks & libraries
• Tools & platforms
• System design & architecture
• Data structures & algorithms
• DevOps & infrastructure

Soft Skills

• Communication (written, verbal, presentation)
• Leadership & management
• Teamwork & collaboration
• Problem-solving & critical thinking
• Time management & organization
• Adaptability & learning agility

Domain Expertise

• Industry knowledge
• Business understanding
• Regulatory & compliance
• Best practices & standards
• Emerging trends & technologies

Step 4: Proficiency Scoring

For each skill, assign score (1-10) based on:

1. Evidence Strength (40%)

   • Multiple concrete examples = High
   • Single example = Medium
   • Claimed but unverified = Low

2. Complexity Level (30%)

   • Simple/routine tasks = 1-3
   • Standard professional work = 4-6
   • Complex/innovative work = 7-10

3. Recency (15%)

   • Within 1 year = Full credit
   • 1-2 years = 90%
   • 2-3 years = 70%
   • 3+ years = 50%

4. Impact (15%)

   • Measurable business outcomes = High
   • Successful project completion = Medium
   • Learning/practice = Low

Step 5: Multi-Dimensional Analysis

For key skills, evaluate across dimensions:

Dimension scoring:

• Depth: Understanding of fundamentals, edge cases, internals
• Breadth: Application across different contexts, related technologies
• Practical: Real-world problem-solving, production experience
• Communication: Ability to explain, document, teach
• Innovation: Creative solutions, improvements, contributions

Step 6: Gap Analysis

Compare current skills against:

1. Target Role Requirements (if provided)

   • Required skills: Must have
   • Preferred skills: Should have
   • Nice-to-have skills: Bonus

2. Industry Standards

   • What's expected at this career level?
   • What do peers typically have?

3. Growth Trajectory

   • What's needed for next level?
   • What's trending in the field?

Output format:

Step 7: Verification & Confidence Rating

For each assessment, verify:

1. Evidence Quality: Strong/Medium/Weak
2. Consistency: Multiple data points align?
3. Recency: Current or outdated?
4. Context: Appropriate for role/level?
5. Validation: External verification available?

Assign confidence level:

• High (90-100%): Multiple strong evidence points, verified
• Medium (70-89%): Some evidence, reasonable inference
• Low (50-69%): Limited evidence, significant assumptions

Step 8: Generate Assessment Report

Follow references/ref-output-format.md for structure.

Section 2 Skill Matrix MUST include:

• All identified skills with scores
• Evidence references for each
• Confidence levels
• Dimension breakdowns for key skills

Section 3 Evidence Analysis MUST include:

• Concrete examples for each skill
• Quality assessment of evidence
• Consistency checks

Section 4 Gap Analysis MUST include:

• Comparison against target (if provided)
• Priority ranking
• Estimated effort to close gaps

Step 9: Recommendations (Optional)

If user requests improvement plan:

For each identified gap, provide:

Step 10: Wait for User Confirmation (PHASE GATE)

CRITICAL: After generating the report, STOP and wait for user input. Do NOT generate improvement plans automatically.

User interaction flow:

1. Output complete assessment report (Sections 1-6)
2. STOP - Wait for user to request recommendations
3. Only after user confirms → Generate detailed improvement plans
4. If user provides no request → Do nothing, wait

Reference Files

Layer 0: Core Methodology

Read references/methodology-core.md when:

• Need to verify assessment criteria
• Deciding proficiency levels
• Understanding evidence requirements

Layer 1: Universal Rules

Read references/rules-universal.md when:

• Starting any assessment
• Need scoring guidelines
• Checking evidence standards

Layer 2: Skill-Type Specific Rules

Layer 3: Assessment Context Rules

Layer 4: Reference Materials

Special Reminders

Key References by Topic

Quick Assessment Rules

Common Pitfalls to Avoid

1. Resume Inflation: Don't take claims at face value
2. Recency Bias: Consider skill decay over time
3. Context Ignorance: Junior vs senior expectations differ
4. Evidence Gaps: Don't fill in missing information
5. Overconfidence: Use hedging language when uncertain

Version History

Current: 1.0.0

Initial Release:

• ✨ Multi-dimensional skill assessment framework
• ✨ Evidence-based evaluation methodology
• ✨ 5-point verification system
• ✨ Gap analysis and prioritization
• ✨ Structured improvement recommendations
• ✨ Multi-language support (8 languages)
• ✨ Confidence level tracking
• ✨ Multiple input formats (resume, portfolio, interview, job match)

Made with ❤️ for professional skills assessment