Reveal potential. Map growth. Follow it into performance.
Professional growth and competencies for any institution. Every employee has a growth record built on evidence. Every level is approved by a person. Every decision keeps its reason.
One cycle. Four steps.
The same cycle for a nurse, a teacher or an engineer. What changes is the framework.
01Evidence
The employee and their manager add what happened at work: an observation, a case, a certificate, a document. Evidence describes the work, never the person.
02Assessment
The direct manager proposes a level for one competency at a time, with the evidence attached and the reason written down.
03Approval
A second person approves, asks for more evidence or rejects, with a reason. Never the manager who assessed. Never the employee.
04Growth plan
Goals on named competencies, each with an action, a resource and a date. The employee marks progress. The next cycle starts from there.
People decide. Rays keeps the record.
Built for decisions that affect people’s careers, so they can be explained and challenged.
A level per competency
Nobody is labelled as a whole. The same person can be expert in one area and new to another, as Benner showed for nursing.
Three different people
The employee, the assessor and the approver are always three people. Rays enforces the rule on every decision. No one can approve their own assessment.
A record that cannot be rewritten
Decisions are append-only. Ask what any team looked like on any past date.
A right to appeal
Every decision can be appealed by the employee. An approver who took no part reviews it.
Maps without exposure
Managers see their own team. The organisation map shows counts, never names, and hides any unit with fewer than five people.
AI decides nothing about anyone
No scores, rankings or predictions about people. No personality or learning-style labels, which research does not support.
Any sector. Open standards.
Start from a ready framework, edit it, or bring your own.
Core professional competencies
Quality and safety, communication, teamwork, service, leadership and professional learning, on the five Dreyfus stages from novice to expert.
Nursing clinical competencies
Patient-centred care, teamwork, evidence-based practice, quality improvement, safety and documentation, on Benner’s scale.
Your framework, in CASE
Import and export frameworks in 1EdTech CASE, the open standard for competency frameworks. Your data is never locked in.
Roles with expected levels
Each job role sets the level it expects for each competency. The gap shows itself, person by person.
Arabic and English
Every framework, screen and decision in both languages.
Seats, not surprises
Your subscription sets the number of employees, and Rays shows how many you use. Add seats any time.
One price. Per employee.
Priced the way growth software is priced worldwide: per employee, per month.
Rays Team
$6/ employee / month
For one department. A competency framework from our library or your own. Assessment with evidence, approval by a second person, growth plans and the team map. From 25 employees ($1,500 a year).
Start a 14-day trialRays Organization
$10/ employee / month
For the whole institution. Everything in Team. Several frameworks side by side, the organisation map, CASE import and export, and ready-made frameworks you adapt in the app. From 100 employees ($10,000 a year).
Start a 14-day trialRays Enterprise
Custom
For hospital groups and multi-site institutions. A database of your own, your own approval rules, and frameworks you build in the app or import in CASE. From $25,000 a year.
Write to usPrices in USD, before tax. You pay for each employee whose growth Rays follows, whether or not they sign in; people marked as having left are not counted. Pay yearly and get two months free. The 14-day trial needs a payment card. Nothing is charged until it ends. Secure checkout by Paddle. Every payment, fully refundable for 14 days.
Questions, answered.
Is Rays only for hospitals?
No. The core works for any institution. Sectors come as frameworks: nursing is the first, with a sector-neutral framework beside it. You can import your own in CASE.
Who decides an employee’s level?
People. The direct manager proposes with evidence, and another authorised person approves. Rays records it and lets the employee appeal.
Who counts as an employee?
Everyone whose growth Rays follows, whether or not they sign in. People marked as having left are not counted.
How does Rays differ from Reflection?
Reflection documents daily frontline practice in seconds. Rays turns evidence into approved competency levels and growth plans. They work well together.