Seniority of IT company employees and postgraduate education of IT specialists

The article addresses the relevance of assessing the professional maturity (seniority) of IT company employees and introduces a new instrument for its evaluation, using the role of Project Manager Operations (PMO) as an example. The proposed seniority matrix enables the objective classification of specialists into Junior, Middle, and Senior levels while simultaneously identifying gaps in their knowledge and skills. It is based on a combination of test assignments designed to assess both hard and soft skills, complemented by individual feedback sessions with team leads. This integrated approach not only enhances the accuracy of assessment but also makes professional development planning more targeted and effective. An empirical study was conducted with 28 PMO specialists. Most participants demonstrated a Middle level, while the internal consistency coefficient (Cronbach’s α = 0.89) confirmed the high reliability of the test. It was determined that the developed matrix can be applied not only within PMO but also across other IT domains, such as Business Analysis, Delivery Management, and Product Management. This opens opportunities for creating personalized educational trajectories that account for specialists’ strengths as well as their individual needs. Special attention is given to the significance of developing soft skills, which are critical for transitioning from technical expertise to higher levels of managerial maturity. It is emphasized that test assignments alone cannot fully capture communicative and leadership competencies, making it advisable to complement testing with other assessment methods, including observation, interviews, and 360° feedback. Systematic use of this comprehensive approach fosters a culture of continuous learning within the company, enhances employees’ motivation for professional improvement, and strengthens their engagement in internal training programs. Furthermore, the motivational effect of applying the seniority matrix is highlighted: awareness of one’s own maturity level and receiving specific recommendations encourages specialists to pursue more active development and participation in postgraduate education. Thus, the seniority matrix serves not only as a measurement tool but also as a mechanism for shaping individual learning trajectories, thereby increasing the competitiveness of both employees and the organization as a whole.