Who this is for
People Ops and Sales Development managers who need a shared meaning of IC1, IC2, and IC3. Sized for a 20 to 200 person company that already does the work and needs the standards written down.
Function template
Sales Development competency framework template
This Sales Development Function defines communication, ownership, discovery conversations, and handoff quality with evidence a manager can cite. Use it as a starting draft, then edit names, levels, and examples to match how your team actually works.
Published by Peasy HRPublished 18 Aug 2026Updated 18 Aug 2026
How to customize it
Keep portable competency names if they fit, then rewrite Function descriptions and examples around your tools, artifacts, and review cycle. Add a manager track in the builder only if you will assess people leadership in this Function.
Explore the Function template
Sales Development
Function
Role track
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4 competencies2 categories3 Individual Contributor levels
Customize this Function template
Open the free builder with Sales Development already selected. Edit the draft, generate missing detail, and export when it reads true for your team.
Customize this Function templateCommon questions
Does this replace your live ladder?
No. It is a public example you copy into the builder. Your company Function becomes the live standard only after you edit, review, and publish it.
Why only IC1 to IC3?
Those three levels show a real ladder: guided work, independent delivery, and multi-team standards. Add higher levels in the builder if your company uses them.
Can we change competency names?
Yes. Every word is editable. Portable names help related Functions stay consistent, but they are not locked.
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Account Executive competency framework template
This Account Executive Function defines communication, ownership, commercial judgment, and cycle management with evidence a manager can cite. Use it as a starting draft, then edit names, levels, and examples to match how your team actually works.
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Sales self-assessment examples
A useful sales self-assessment explains the quality of your decisions across the period, not only the final number. Use verified results, show how you qualified and progressed work, and turn every development note into a specific next action.
Read guideGuide
How to use competencies in performance reviews
Use competencies in performance reviews by rating each person against the expectations for their Function, role track, and level, then supporting the rating with evidence from the review period. Keep one Function version fixed for the cycle, discuss rating differences in calibration, and update unclear criteria only for future cycles.
Read guide