Team member skills

View your skill framework

Open My Profile > My Skills

The skill profile is contextualised to the employee's job and is organised as follows:

• A title: My Skills Diagnosis

• A link: View the job description.

• A KPI area that can be activated by privilege:

  • Skills tested by questionnaire

  • Self-positioned Skills

  • Skills to be validated

• On the left-hand side:

  • A search engine with auto-completion

  • The set of job skills collapsible blocks

• On the right-hand side:

  • My development plan grouped by collapsible skill area

  • My training requests grouped by collapsible skill area

  • A legend

    

The skills diagnosis page (employee pages)

View job description

Click on the link Show job description, the job description in PDF format opens in a popin.

The presence of the View job card link is conditional on the submission of a job card in the Documents tab of the job in question.

View skills KPI

When you click or hover over the magnifying glass, the details of the KPIs are displayed.

The skills are listed in the same order as on the main screen and each skill is clickable and allows you to open the detail popin of the skill concerned.

Search for a skill with a search engine

The search engine allows you to search for a skill OR a field of skill from your repository by auto-completion. The distinction between the two is made by a pictogram system.

The employee's last search is saved in their browser's local storage, so that if they navigate to a new page, the search result is retained.

A small cross to the right of the search bar resets the user's last search.

Organize the skill framework

The skills in the employee's job repository are classified by area of skill (order defined in the back office).

A collapsible system allows you to hide the skills attached to each area of skill.

A Collapse All button is present above the repository to allow the employee to collapse everything with a single click. If the collaborator clicks it, the button changes to Collapse All.

On the first login, the skill areas are collapsible by default. The employee's collapsible choice is saved (local browser storage).

The example below shows an employee who has chosen to collapse only the Insurance and Pensions domain.

Skill Gauge - Examples

Skill in questionnaire mode where the last level assessed is level 2 while the expected level on the job is level 3.

Self-positioning skill where the manager has validated a level 3, i.e. the maximum level achievable on this skill (level 4 in this example has been deactivated in the back office). The flag is filled in because the employee has reached the expected level of employment (level 3).

Case of a^1st self-positioning at level 1. The skill is awaiting validation manager.

Case of a second downstream auto-positioning at level 2 awaiting validation manager. So far, only level 1 has been validated.

Understand skill statuses

A user's skill has a life cycle that depends on two key parameters:

• The modality of assessing skill: self-positioning OR questionnaire

• The number of days of freeze between two diagnostics (default domain-overridden configuration setting equal to 30 days).

This status is not consolidated but calculated in real time.

Understand self-positioning skills

First auto-positioning available. The gauge is empty. The employee can position themself.

Awaiting validation. The employee is waiting for a manager validation. A visual tag appears next to the skill.

Case of a first self-positioning to be validated

Case of a second or third self-positioning to be validated

Validated diagnosis. The manager is in agreement with the self-positioning of their employee. The diagnosis is frozen (30-day period). A visual tag signifies that the diagnosis has been validated.

Modified diagnosis. The manager disagrees with their employee and has changed the self-positioned level upwards or downwards. The diagnosis is frozen (30-day period). A visual tag indicates that the diagnosis has been changed.

New auto-positioning available. The freeze period is over. An email notification (if configured) has been sent to the employee to inform them that a new auto-positioning is available. The Modified Diagnosis/Validated Diagnosis tag no longer appears.

Understand questionnaire skills

Positioning test available. The gauge is empty. The employee has not yet evaluated himself on skill.

Diagnosis paused. The employee started a questionnaire but didn't complete it. A visual tag indicates that the diagnosis is paused.

Cases of pausing during a positioning test

Validated diagnosis. The diagnosis is completed and validated (visual tag). The diagnosis is frozen (30-day period).

Case of a diagnosis assessed at level 0. The gauge is only 25% full

New questionnaire available. The freeze period is over. An email notification (if configured) is sent to the employee to inform them that a new questionnaire is available. The Validated Diagnostics tag no longer appears. The employee can start a validation test (downstream test).

Understand skills – statuses

A skill can have 9 different statuses:

• Auto: First auto-positioning available

• Auto: Pending validation (tag)

• Auto: Modified Diagnosis (tag)

• Auto: Validated diagnosis (tag)

• Auto: New auto-positioning available

• Quiz: Placement test available

• Quiz: Diagnostic Pause (tag)

• Quiz: Validated diagnosis (tag)

• Quiz: New quiz available

Syfadis APIs are used to retrieve a user's skills:

• The status of the jurisdiction

• A boolean to indicate if the maximum level has been reached

• The freeze date

• The number of diagnoses performed

It is from these 4 key pieces of information that we are able to display detailed summaries of skill diagnostics.

Understand the detail and skill diagnosis

Each skill in the profile is clickable and allows the employee to access the details of the skill in question.

There are two possible scenarios:

• The employee has not carried out a complete diagnosis and does not yet have recommendations.

• The employee has carried out a complete diagnosis and is provided with recommendations. There are then two tab views (Skill Sheet / My Recommendations).

Understand the structure of the skill sheet

The popin is composed of:

• A title: Detailed skill Sheet OR skill Sheet & Recommendations according to the two cases mentioned above.

• An insert (optional): My development plan (if a first complete diagnosis has been carried out) with a subtext encouraging the employee to browse through its recommendations.

• Name of Domain and Jurisdiction

• Description of the skill: only displayed if filled in the back office. This description supports HTML and can be hidden by the user. In order to save space in height, this description is hidden by default if a diagnostic summary is displayed in the popin.

• Definition of levels: includes the description of the levels provided in the back office on the skill. Does not support HTML but can collapse. The expected level of employment is explicitly indicated. As with the description, the block is collapsed by default when a summary is specified.

• Summary of the last diagnostic: see below.

• Previous diagnoses: If the employee has carried out several diagnoses on the skill, they will find the history of these previous diagnoses in a collapsible section.

• An action zone (optional): " Perform my self-positioning ", " I start my questionnaire ", " I resume my questionnaire"... This action area is composed of a description and an action button to redirect the employee:

  • On the auto-positioning page

  • On the questionnaire passage page

• A button to close the popin and a button to go directly to the My Recommendations tab

The Summary section is standardised and is composed of:

• A title: (contextualised)

  • Summary of my self-positioning

  • Summary of my previous self-positioning (if downstream diagnosis available)

  • Summary of my diagnosis

  • Summary of my previous diagnosis

• A colour frame:

  • Orange for skills awaiting validation or for skills where the diagnosis has been modified by the manager.

  • Blue in other cases.

• A timestamp of the employee's self-positioning

• The level self-positioned by the employee (description on hover) + comment completedwwww during self-positioning.

• Skill gauge (same as the one on the main screen)

• The timestamp of the validation manager

• The manager's feedback (Surname/first name/level + any comment entered during validation)

• An information field (optional) indicating when the next diagnosis will be available.

Self-positioning summary – some examples

Example 1: First unvalidated auto-positioning (level 2)

Example 2: Diagnosis modified by the manager at level 1

Example 3: Level 2 diagnosis validated by the manager (manager's point of view, translations are contextualised).

Example 4: New self-positioning (at level 3) to validate.

Example 5: Case of available downstream self-positioning (summary + action area).

Post-questionnaire summary – some examples

Example 1: Diagnosis paused during a downstream test (summary + action area).

Example 2: Validated diagnosis (freeze period).

Example 3: New questionnaire available (end of freeze period, summary + action area).

View training recommendations

Following the complete diagnosis of a skill (managerial badge / questionnaire completed), the employee has a second tabview on the popin: My recommendations.

This tabview is composed of an introductory text specifying:

• The number of new recommendations available to reach the next level.

• A second text specifying that unstarted recommendations from previous levels will no longer be displayed.

This introductory text is contextualised and adapts according to the number of diagnoses that the employee has made on the skill.

Then there are:

• Scope and name of the skill

• Level to be reached

• Recommendations

Recommendations are ordered by:

• Training levels (from highest to lowest level).

• Manager-recommended content (from newest to oldest).

• Sorting according to the modality (e-learning, then face-to-face, then virtual class).

• Alphabetical order of the name of the course.

A recommendation comes in the form of a cartridge with:

• The thumbnail of the recommended training. If the tile is not specified, the default image is the one defined by the learning modality of the training. On this tile, you will find two additional pieces of information if the data has been filled in the back office.

  • The theoretical duration of the training.

  • The learning modality.

• The title of the course (2 lines max)

• A visual tag indicating that the training has been Recommended by my manager with an overview aid indicating the author and the date of the recommendation.

• A link to the training sheet:

  • If the training is published in the LXP (field on the training form in the back office), clicking on the link opens the PDF sheet of the training in a new tab. A configuration parameter allows you to open the fiche formation as a pop-in if desired.

  • If the course is not published to the LXP, clicking on the link will take you to the Syfadis Xperience training catalogue page.

• The training code.

• If a registration exists, the information related to that registration:

  • Registration Dates.

  • Progress and success indicator.

  • Action button: Start/Resume (if current registration dates).

• If the registration does not exist, there is an action button:

  • Self-service Start button (if eligible).

  • Request Registration button (if the course is eligible).

• When one ofmande d’inregistration is in progress, a label specifies the status of the request.

• Similarly, when the registration request is validated and the employee is registered on the waiting list, a label specifies this Registration on the waiting list.

Understand the rules for multiple employee registrations

In training cartridges, progress gauges only take into account post-diagnosis follow-up.

In other words, only FUTURE and CURRENT registrations (in terms of dates) at the time of diagnosis can be included in the development plan.

In this way, we ensure that the progress of employees on the training courses is indeed a post-diagnosis progression.

• NB 1: The same rules apply in manager monitoring dashboards.

• NB 2: When there is no progress gauge but we detect that there is an inscription in the past concerning this skill, additional information is displayed with an information icon with the following tooltip:

"You have already taken this training from {{ startDate }} to {{ endDate }} with a progression {{ lmsProgress }}%" (case of past registration not completed at 100%).

"You have already completed this training in its entirety on {{ lmsSuccessDate }}. You can start it again.” (case of current or past registration 100% complete).

Example 1: Registration case from 01/01 to 31/12: the training is at 50% on 4 May.

On 5 May, the employee carries out a diagnosis, so they inherit 50% of this follow-up.

Example 2: Self-service registration case 01/01/2023 to 31/12/2023: training is at 100%.

Diag on March 20, 2024 then the employee has a new Start button with the following information in asterisk " You have already completed this training course from 01/01/2023 to 31/01/2023. You can start it again."

Understand the rules for displaying recommendations in a skill sheet

By default, all recommendations escalate except those that meet the following criteria:

• Application for registration refused after diagnosis.

• Recommendations from previous levels where no action has taken place.

In other words, the recommendations sections include:

• "Common" recommendations, i.e. those that allow the employee to train at an N+1 level.

• "Made " recommendations, i.e. those where the employee has taken an action: registration and/or registration request not rejected.

The recommendations displayed are clickable:

• If a registration exists, redirect to the employee's tracking page.

• If a registration request exists, redirect to the tracking page of that registration request.

• If the employee is on the waiting list, the recommendation is not clickable.

The Start/Resume button provides direct access to the e-learning player. It is displayed if and only if the employee is registered for the current period.

The e-learning player opens according to the platform's configuration: opening the content player in the same window (true/false).

The Request Registration button is only displayed if:

• The employee does not have any present, future or past registration on this training.

• The training is eligible for front-office registration requests.

When you click on the Register Request button, there are two modes of operation:

• Simplified mode: if the registration request wizard has been disabled on the employee's domain. In this case, a simple confirmation box invites the employee to confirm their request. Once validated, the request is created and moves on to the next step of the registration request workflow (e.g . Awaiting hierarchical response).

• Advanced mode: in this case, when clicking on the Registration request button, an assistance pop-in opens allowing the employee to make their or her registration request. The way this wizard works is the same as the one in the catalogue: choosing a session or registering on the waiting list.

When the request is validated, the employee reviews his or her skills profile.

Perform self-positioning

When the Perform my self-positioning action button is clicked, the employee is redirected to a new page.

This page consists of:

Title: Diagnosis: Self-positioning

• Scope and name of skill

• Skill Description (Expanded by Default)

• Setting Levels (Open by Default)

• Level Selector

• Optional comment box (limited to 500 characters)

• Primary Submit My Auto-Positioning button (greyed out until no level is positioned)

• Secondary button to close and return to the skill list

The employee chooses their level and when clicking on Submit my self-positioning, a popin of information tells them that the validation will be performed by their manager and that this level will not be modifiable immediately.

Once the diagnosis has been confirmed, the employee benefits from the summary of their self-positioning and information messages indicating that their diagnosis has been recorded and that they will find their manager's decision in their notification centre.

Note: In the case of downstream positioning, the employee receives a summary of their previous diagnosis and older diagnoses via the "Previous diagnostics" section.

At this point, the skill is awaiting manager validation. The manager is informed by a configurable email that action on their part is required.

When the manager sets their validation (agreement or disagreement), the freeze period starts and the employee enters their training cycle.

At the end of the freeze period, the diagnosis is possible again and the employee can enter a new level.

The figure below shows this repeated cycle between the diagnostic phase and the formation phase.

Submit a skill to a quiz

When the I launch the questionnaire action button is clicked, the employee is redirected to a new page inviting him or her to answer several successive questions.

Two types of questionnaires can be submitted to the employee:

• The placement test: an initial test that allows the employee to assess their or her initial level of skill through a series of MCQs/MCQs (upstream test).

• The validation test to attest to the employee's actual increase in skills (downstream test).

The cycle between tests and training periods is the same as that for self-positioning, except that it is not subject to validation by the manager.

The passage page of a questionnaire is composed of:

• Title: Diagnosis: Questionnaire

• Scope and name of the skill

• Skill Description (Collapsed by Default)

• Question title with separate instructions:

  • QCU: Only one choice is possible

  • MCQ: Several choices are possible

• Primary button: Submit my answer (greyed out until no answer is selected)

• Secondary button: Pause and quit

When taking the questionnaire, the employee asks a series of questions: MCQ/MCQ.

By validating their answer, they receive feedback:

• Correct answer (in green)

• Partially correct answer (in orange)

• Incorrect answer (in red)

The Submit my answer button then becomes Next, when clicking on the Next button a new question is asked to the employee and the same cycle starts again.

This cycle continues as long as the adaptive learning engine doesn't have enough data to properly assess the employee's skill level.

How pausing works

If the learner pauses and exits their quiz (or refreshes the page) then the behaviour when they resume is as follows:

• If they had stopped before answering, then the same question will be asked when the test is repeated.

• If they stopped after answering, then they will resume with a new question OR directly on the summary of the results if the Adaptive Learning engine has enough data to assess the employee's skill level. For the downstream questionnaire, refer to the exit condition of the validation tests.

Summary of results and display of recommendations

At the end of the questionnaire, the employee arrives at a summary screen with a summary of their diagnosis and the list of recommendations they can follow.

The title of the page changes to Results & Recommendations. The summary of results shows the timestamp of the end of the questionnaire and the level reached at the end of the questionnaire.

An information message indicates that the diagnosis has been successfully recorded and an explanatory text presents the employee's development plan.

The rules for displaying recommendations for this part are the same as those for the recommendations tabview of a skill's detail popin.

Understand how MCQs work in detail

During a multiple-choice question, if the employee does not get a 100% correct answer but gets at least 1 correct answer, the feedback is displayed in orange with the mention Partially correct answer.

The sending of the success is determined by a configuration parameter:

• The threshold for passing the MCQs of the placement test (%).

Example: Success threshold set to 66%. MCQs in advanced scoring mode.

• A: 1 pt

• B: -0.5pt

• C: 1 pt

• D: -0.5 pt

Score/Success according to the employee's answers:

• (A, C): 100%. Correct answer. Success.

• (A, B): 0.5/2 = 25%. Partially correct answer. Failure

• (A, B, C): 1.5/2 = 75%. Partially correct answer. Success.

• (B): 0%. Incorrect answer. Failure.

Establish the theoretical duration of the tests

The duration of a placement test can be set: Estimated duration: 2 to 5 minutes by setting the configuration parameter driving the estimated duration of a question in an Adaptive Learning test to 0.

By entering an average duration per question (e.g . 20 seconds), an algorithm can estimate the time needed to complete the test.

Nevertheless, it is advisable to leave the estimated duration set at: 2 to 5 minutes because by definition, it is very difficult in a placement test to know in advance the number of questions needed to assess a level of proficiency correctly. This depends, among other things, on the consistency of the employee's answers (series of right/wrong answers or alternating between the two).

Also, this estimated time is not updated when the diagnosis is paused. In the adaptive final target, we could imagine a system that estimates the number of questions still needed to be asked, depending on the progress of the test and the consistency of the employee's answers. The estimated duration could then be calculated in real time.

Understand the detailed operation of a placement test

The purpose of the placement test is to accurately assess the learner's initial level on a skill.

To achieve this, the test will ask the learner a series of questions whose level will be adapted to the learner's answers.

Prerequisite

In order to be considered eligible for placement tests, a skill must have a minimum of 4 associated questions per skill level. This represents a minimum of 16 questions for a 4-level skill, or 20 for a 5-level skill. This condition ensures a reliable assessment of the learner.

Initial question

The test begins with a medium-level question. For a 3 or 4 level scale, the first question will be level 2. For a 5-level scale, it will be level 3.

How the test is conducted

The placement test follows a validation/invalidation principle. As long as the currently tested level is not validated or invalidated, the test engine will continue to generate questions of the same level. When the level is validated, the engine suggests an N+1 level question. When invalidated, an N-1 question will be proposed. The thresholds are configured as follows:

• Validation: 3 correct answers

• Invalidation: 2 wrong answers

Exit Condition

The test is considered complete when one of the following conditions is met:

• Level 1 is invalidated

• The maximum level of the skill is validated

• Level N is validated and level N+1 is invalidated

• Level N is invalidated and level N – 1 is validated

At the end of the test, the learner will be assigned the maximum level validated during the test.

Application examples

In this first example, level 2 is validated because 3 correct answers were given, and level 3 is invalidated due to 2 wrong answers. So the output level is 2.

In this second example, 2 wrong answers were given for level 2 and then level 1. So the output result is 0.

Understand how validation testing works in detail

The validation test obeys different rules than the positioning test. The goal is to be able to validate a skills increase. Thus, the validation test always targets a dedicated skill level.

Example 1: I was assessed at Level 2 on the " Business Negotiation" skill. I trained to reach Level 3. I now want to validate my skills development at level 3.

In this case, only level 3 questions will be asked to the employee.

The business rules that determine the success or failure of a skills development validation test are detailed below:

• Minimum number of questions asked to complete the test: configurable (default: 5), unless the number of available resources is less, in which case all questions will be asked.

• Maximum number of questions asked to complete the test: configurable (default value: 10). No validation test will exceed this number of questions.

• Pass/fail condition: this is a percentage of the number of correct answers sent by the learner (configurable via configuration parameter, default value at 50%). The learner is successful if the percentage of correct answers is greater than or equal to this threshold, otherwise they fail.

• Smart Exit Condition: This is a percentage of the number of questions available (hard-coded at 33%). As soon as the number of correct or wrong answers sent by the learner reaches this threshold and the pass/fail condition (see above) is met, the test ends.

In concrete terms, if a learner answers well or badly consistently, the validation test will end more quickly than if they alternate between the right/wrong answers. This template ensures a sufficient number of questions while saving time when relevant.

Example 2: As an employee, I take a validation test to reach level 2. Out of the 45 questions available in the back office targeting level 2, 10 questions will be randomly asked to the employee.

Example 3: As an employee, I take a validation test to reach level 4. The 9 questions available in the back office targeting level 4 will be asked to the employee.

Example 4: (Advanced Configuration):

• The minimum number of questions is set at 5.

• The maximum number of questions is set at 10.

• 12 questions are available in the back office.

Then the smart exit condition (33% rule) imposes a total of 4 correct/wrong answers to exit the test.

Additional remarks

By setting the minimum and maximum number of questions to ask with the same value (e.g . 10), the smart output condition is ignored and the number of questions in the validation tests will always be equal to this value (e.g . 10).

As with the positioning test, the theoretical duration of a validation test can be fixed: Estimated time: 2 to 5 minutes.

However, if the number of questions to be asked is set at 10 for example and the estimated time per question is estimated to be 25 seconds, then the estimate of the total duration of the test is easily calculated:

During a validation test, the Adaptive Learning engine prioritises:

• Questions that have not been asked of the learner in these previous tests

• Then the questions they have already answered but in the correct way

• Then the other questions.

Within these three categories, however, the draw of the question is perfectly random.

Development Plan & Training Requests

In this part, we will describe precisely the rules for feeding the blocks on the right side of the skills profile.

My development plan

In this first block, the employee finds all the training courses that are part of their or her development plan.

Recommendations are ordered by:

• Area of expertise (collapsible block)

• Skill

• Training levels (from highest to lowest level)

• Manager-recommended content (from newest to oldest)

• Sorting according to the modality (e-learning, then face-to-face, then virtual class)

• Alphabetical order of the name of the course

In this block, the employee will find at the same time:

• Recommendations to enable it to reach the N+1 level where:

  • They have started a training action (registration or registration on the waiting list)

  • Their manager made a recommendation on this content.

• Recommendations from previous levels where:

  • The employee always has a training action in progress.

Example: Collaborator with a level 2 in the freeze phase waiting for level 3.

The recommendations that come up in the block are:

Levels 1 and 2 where:

• The training is coming soon (registration start date not reached at time t)

• The training is in progress with respect to the registration dates and the progress of the learner is not 100%.

• Training courses where the employee is on the waiting list.

Level 3 where:

• The training is coming up (registration start date not reached at time t).

• The training is ongoing in relation to the registration dates.

• The training is completed according to the registration dates.

• Training courses where the employee is on the waiting list.

• Training explicitly recommended by the manager.

My Registration Requests

In this second block, all the recommendations where the employee has a current registration request are listed:

• Awaiting Hierarchical Validation

• Awaiting HR validation

Please note: If a training course has been refused by the manager, and following the repositioning the employee does not believe, this training is again eligible for registration requests.

Frequency configurable notifications

Some notifications are configurable in frequency.

For these notifications, the administrator can choose the day the notification is sent:

• Daily

• Weekly (Monday to Sunday)

• Monthly (from^1st to 28th + option last day of the month)

When the notification is set to weekly or monthly mode, multiple days can be selected.

In terms of behaviour:

• We come to check if we have to send the notification on the indicated day (in relation to the configuration). If so, we move on to step 2, otherwise the processing stops there, which greatly optimises the performance of the night batch.

• We come to get all the information in the form of a summary to create the associated emails.

Employee skills notifications

This notification:

• is domain-enabled but not configurable by frequency.

• is driven by the configuration setting Number of days between 2 skill diagnostics (Talent V2) set by default to 30 days.

• informs the employee that one or more new diagnoses are available.

The skills in the email are clickable and send the employee directly to their skills profile.

Skills Diagnostic Reminder

• This notification is configurable by domain.

• It is configurable in frequency: daily, weekly, monthly.

• In addition, it has three additional parameters:

  • Number of days before the first reminder is sent: 180 (default).

  • Number of days after the recall stops: 365 (default).

  • Do not send the reminder when the expected level on the main job is reached: TRUE (default).

Registration notifications

Summary of Denied or Cancelled Applications

• This notification is configurable by domain.

• It is configurable in frequency: daily, weekly, monthly.

• It includes all registration requests concerning the employee that have been refused or cancelled since the last scheduled visit (if no passage then 1 month).

Example: The notification is set to leave every 10th of each month.

Then on December 10th, the employee will receive a summary of all those registration requests refused or cancelled since November 10th.

Summary of waitlist registrations

• This notification

  • is configurable by domain,

  • is configurable in frequency: daily, weekly, monthly,

  • includes all the registrations on the waiting list since the last scheduled passage (if no passage then 1 month).

Example: The notification is set to leave every 20th of each month.

On December 20th, the employee will receive a summary of all their waitlist registrations that have been validated since November 20th.