Who this is for
People Ops and Product Design 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
Product Design competency framework template
This Product Design Function defines communication, ownership, problem framing, and interaction craft 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
Product Design
Function
Role track
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4 competencies2 categories3 Individual Contributor levels
Customize this Function template
Open the free builder with Product Design 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.
Related resources
Function template
Product Management competency framework template
This Product Management Function defines communication, ownership, discovery, and delivery judgment 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.
View templateGuide
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 guideGuide
How to write level expectations
A level expectation states the work someone at a specific role track and level is expected to handle. Write it in the present tense, identify scope, autonomy, and complexity, and make every adjacent level distinguishable through evidence. Add short behaviors and examples so managers can apply the standard consistently.
Read guide