Competency Framework Dashboard
15 competencies across three pillars, mapped to 18 job grades — from frontline execution to group executive leadership.
Where the Gaps Are
◆ Average attainment by grade × pillarCompetency Matrix by Job Grade
◆ Grade 23 → Grade 6| Employee ↕ | Grade ↕ | Job Title | Department ↕ | Avg Attainment ↕ | Gap Areas ↕ |
|---|
Learning Path vs Individual Development Plan (IDP)
◆Every employee's gap profile is routed automatically to a standard Learning Path or a personalized IDP — based on gap size and criticality, not manual judgment call.
| Condition (from Evaluation Engine) | Resulting Path | Ownership & Cadence |
|---|---|---|
| 1+ Critical Gap (<75%) OR 3+ total Gap Areas (<90%) | IDP (Personalized) | Manager-owned, HC-tracked · priority action this cycle |
| 1–2 Gap Areas (75%–89.99%), no Critical Gap | Learning Path (Standard) | Standard curated curriculum · light-touch manager check-in |
| No Gap Areas — all competencies ≥90% | No Action Needed | Maintain · reassess next evaluation period |
| Employee ↕ | Grade ↕ | Department ↕ | Avg Attainment ↕ | Gap Areas | Critical Gaps | Recommended Path | Development Plan |
|---|
Data Management
Upload your organization's real employee roster from Excel.
Evaluation Settings
Manage evaluation periods and scoring thresholds.
360° Evaluation Weights
Controls how Self / Manager / Peer / Direct-Reports scores blend into the suggested final score. Renormalized automatically when a component is missing (e.g. no direct reports).
Peer Assignments
Standing peer roster used every evaluation period. Peer ratings are averaged and shown to the employee anonymously (admins and the employee's manager can see individual attribution).
| EMPLOYEE | ASSIGNED PEER |
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User Management
Accounts that can sign in to this platform.
| ROLE | EMPLOYEE |
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Appearance
Default language for new sessions.