Team member skills - manager viewpoint

Access team skills

The manager has access to his team's skills via:

My Team/Skills menu or via url: spa/manager/myteamskills

On this new page, the manager will find his entire team and access to his team's monitoring dashboards.

• Each team member has their own insert:

• Surname, first name, image. There is a configuration option to not display the employee's image if desired.

• Primary Job

• An orange pictogram if skills are to be validated

• 3 asynchronously loaded KPIs displayed on two lines:

  • Skills tested by questionnaire

  • Self-Positioned Skills

  • Skills to be validated by the manager

Through the search bar, the manager can search for a particular employee via his or her surname, first name, code or job.

Collaborators are displayed in blocks of 16. A pagination system provides access to the following collaborators.

By clicking on an employee's card, the manager accesses the employee's job-related skills profile.

Access an employee's skill profile

• For each employee, click on the link Access their profile.

• The screen that appears is based on the same principles as those described in the employee's skill framework.

The structure of the page is as follows:

• A title: Diagnosis of skills of {first name} {last name} (+ back button).

• A link: View the job description.

• A field to search for a skill.

• A KPI area that can be activated by privilege:

  • Skills to be validated

  • Skills tested by questionnaire

  • Self-Positioned Skills

• On the left-hand side:

  • A search engine with auto-completion.

• The set of skill areas and job competencies in collapsible blocks.

• On the right-hand side:

  • Employee registration requests grouped by collapsible area of expertise.

  • Development plan grouped by foldable/fold-out competence area.

  • A legend.

Based on an employee's skills profile, the manager can:

• Access the details of the employee's competence.

• Access your employee's follow-up (if a registration exists) by clicking on one of the recommendations.

• Apply for registration (if the course is recommended and eligible for registration).

• Access the follow-up of your employee's registration request.

• Display the training sheet (in PDF mode or not depending on the configuration).

Detail of a skill sheet for an employee

All the statuses and summary of diagnoses are included.

Example: Detail of the skill sheet " The bank insurance sales interview" for the employee Fanny Durand

Validate an employee's skills

In the employee's skills profile or through the Skills to be validated button, the manager can access the skills validation screen.

For skills awaiting validation, the manager accesses the validation screen through the details popin by clicking on the Perform validation button.

A skill is Pending Validation only in the following two cases:

• The employee self-positioned himself but the manager never indicated a level.

• The employee has performed a new self-positioning and the manager has not given his opinion on this new self-positioning.

On this new screen, the manager finds:

• A title: Validation of competence for {first name} {last name}

• Domain and name of the competence.

• Description of the skill (unfolded by default).

• Summary of the employee's self-positioning.

• Setting levels (unfolded by default).

• Level selector.

• Comment box (limited to 500 characters): optional in case of agreement with the collaborator's self-positioning, mandatory in case of disagreement.

• Primary button Validate your choice (hidden as long as no level is set).

• Secondary button to close and return to the skill list.

In the same way as the employee, by clicking on Save, the manager has a contextualised confirmation box.

When the manager confirms his choice, the Adaptive recommendation search engine takes over. The title of the page will then change to Recommendations for {first name} {last name}

The full summary of the employee's diagnosis is displayed at the top of the page.

Contextualized recommendations appear at the bottom of the page.

In the Recommendations boxes, the manager can then add the recommendation suggested by the Adaptive Learning engine to the development plan.

Similarly, an action button allows the manager to Remove training from the development plan.

Note 1: Only training courses that allow you to reach the N+1 level can be recommended by the manager and therefore added to the employee's development plan.

Note 2: Courses started by the employee and courses where a request has been initiated cannot be removed from the development plan.

Note 3: The manager can initiate a registration request for his employee only if the training has been previously added to the development plan.

Recommend training courses

In the skill detail popin (Recommendations tab), the manager can view all the recommendations concerning the skill and the employee.

The manager, through this section, can:

• View the employee's follow-up.

• Add/remove from the development plan unstarted recommendations targeting the N+1 level.

• Apply for registration if the training has been previously added to the development plan.

If the course was recommended by the manager, a Recommended tag is displayed at the bottom of each recommendation. The date on which the training was recommended is specified on the overview.

Bulk validate my team's skills

On the main screen My team's skills, the manager finds in one place all the skills of his team they must validate.

A KPI at the top of the page indicates the total number of skills to be validated.

Then the manager finds different blocks for each employee.

A collaborator block is composed of:

• First and last name of the employee and the number of positions awaiting validation.

• skill area and list of skills to be validated associated with the domain

• For each skill line, the manager has:

  • Skill Name

  • Previous Level

  • Collaborator positioning (+ comment associated with hover)

  • Date of self-positioning

  • Level Selector

  • Action button to confirm your choice once a level has been selected

If an agreement is reached, the skill is validated and the Adaptive Learning engine takes over to look for recommendations that will allow the employee to reach the next level.

In case of disagreement, a pop-in opens inviting the manager to justify his choice and then the Adaptive Learning engine takes over.

Following the manager's validation, an informational toast is displayed and the different KPIs of the page are updated.

Bulk validate personalised journeys

The third KPI on the page allows you to group together all the personalised employee journeys where a manager decision is pending.

A personalised pending path brings together all the training courses for a skill and a level where:

• The employee has issued an registration request that is awaiting a hierarchical response.

• The manager hasn't given his opinion yet: Add to course / Remove from course.

Two types of action are therefore possible for the manager through this^3rd KPI.

• Accept Request / Deny. In the case of a rejection, a justification pop-in is displayed.

• Add to Path / Ignore. If added, the training is added to the employee's personalised journey. If the manager ignores the recommendation, then the training will not be added to the employee's journey unless the employee starts the training on their own.

In any case, once the action has been completed, the line corresponding to the formation disappears. As for the personalised journey counter, it only decreases when all actions for a user's skill have been completed.

Each collaborator block is collapsible. Then, within each employee block, the courses are organised by area of competence (also collapsible).

Within a field of competence, the manager finds:

• The name of the skill.

• The level diagnosed by the employee.

• The list of training courses to move to the next level where a manager action is expected.

On each training line, the manager finds:

• The title of the course and access to its file.

• The learning modality of the training.

• The date, if any, of the application for registration.

• An area of action allowing it to:

  • Accept/Decline Request

  • Add to Path /Skip

Manage notifications about skill validation

There are two notifications for this functional requirement:

• Sending a reminder to managers who have not completed the validation of their team members' skills

This notification can be activated per domain and can be sent with a sending frequency: daily, weekly, bi-monthly or monthly.

Unlike employee notifications, the sending day cannot be configured as finely.

So, if the frequency is set to weekly, then the notification will go off every Monday morning.

• If the frequency is set to bi-monthly then the notification will go out every 1st ^and 15th of each month.

• If the frequency is set to monthly then the notification will go off every^1st of each month.

The batch responsible for this shipment checks for each manager of the application if there have been any self-positioned skills to validate since the last shipment.

Example: Berlin Manager. Batch launch from Sunday 26 to Monday 27 November.

Berlin Collab 1: self-positioning on 21/11

Berlin Collab 2: self-positioning on 15/11

So the manager will receive an email on Monday 27/11 warning him that he has skills to validate for Collab 1 and Collab 2. What for? Because Collab 1 did a self-positioning in the last week and we take the opportunity to remind him that Collab 2 also has skills to validate.

If nothing happens during the week from 27/11 to 03/12 in the Berlin Manager team

So on Monday 04/12, the manager will not receive any reminder email. The system considers that the email of 27/11 is sufficient.

The default template sent is as follows:

• My team's skills: Diagnostics to validate

In an Adaptive Learning mode, we strongly advise you to use this^2nd notification, which is more powerful and more configurable.

This notification can be configured:

• Frequency (daily/weekly/monthly) + choice of sending days.

• Option to continue the callback as long as there are skills to validate (TRUE/FALSE).

The default template sent in this case is:

View registrations awaiting validation

Summary of registration requests awaiting validation manager

• This notification is configurable by domain.

• This notification is configurable in frequency: daily, weekly, monthly.

• This notification scans all the managers of the application who have training requests waiting for a hierarchical response.

• This notification is sent as long as there is at least one registration request with this status for at least one of the direct reports of the manager concerned.

The default template is as follows:

Understand the Skill Level Tracking Dashboard

The dashboard monitoring skill levels is accessible to the manager from my team's skills (monitoring tab).

This dashboard is always contextualised to a job.

By default, the majority job in the manager's team is selected, but a filter allows you to change the pre-selected job.

Only jobs where Adaptive Learning is enabled are escalated. The majority job corresponds to the job with the most employees (in case of tie, alphabetical order of jobs).

There are two representation modes for this dashboard driven by the configuration parameter: Standardize dashboard managers on the same target level.

Rendering

As with the previous mode, the dashboard presents in a table the validated skill levels for the employees of the selected job.

Unlike the other version, there is no column of the expected level of employment.

This mode of operation is interesting to activate when the expected level on the job is uniform across all skills (e.g . level 3 as in the screenshot above).

The two display modes of this dashboard have filters:

• Employment (mandatory)

• Areas of expertise

• Type of diagnosis

• Employees

• Date

Employees who are not positioned on a skill are not indicated.

Clarification on the Date filter

By selecting a date in the past, the manager can "go back in time" and see what the status of their team's skills is on the selected date. By default, if no date is selected, the table displays the status of the skills as of today's date.

Like other dashboards, the monitoring of skill levels can be exported to csv via a dedicated button. When you click on the button, a Download link is displayed. The selected filters are taken into account at the time of the csv export.

Understanding the Personalized Journey Tracking dashboard

The dashboard tracking personalised paths is accessible to the manager from the My team's skills menu.

This dashboard is always contextualised to a jobAlias|Domain.

This dashboard allows you to:

• Visualize the progress of employees in their development plan.

• Offer quick actions to managers to validate skills or employee registration requests.

This dashboard shows the progress rates of employees in their training course followed after their diagnosis.

The areas and competencies are ordered according to the order defined in the Back Office. We then find a^3rd column: Progress rate of the course, subdivided into sub-columns with the surname/first name of the employees of the manager's team (alphabetical order).

The objective of the dashboard for the manager is to evaluate at a glance the monitoring of employees' development paths for each of their skills.

The advancement rate is a ratio between the path completed and the planned path to reach the next skill level.

Each box in the table contains either:

• A progress gauge of the journey represented by an indicator: Not Started/In Progress/Completed which moves according to the progress of the employee in his or her personalised journey.

• An iconography indicating what happens to the employee on this skill.

In addition, when hovering over each employee's box and for each skill, the next level is indicated.

In case of multiple registrations for the same course, the rules described above apply.

Example: An employee takes a placement test on the " Commercial Negotiation" skill. He gets level 1.

7 training courses are recommended by the Adaptive Learning engine.

• F 2.1: Not recommended by the manager and not registered

• F 2.2: Not recommended by the manager but started in self-service (50%)

• F 2.3: Recommended by the manager and not registered

• F 2.4: Recommended by the manager, registered and 100% advanced

• F 2.5: Not recommended by the manager but the employee's request for registration is in progress

• F 2.6: Not recommended by the manager but placed on the waiting list

• F 2.7: Not recommended by the manager but planned for the future

Only F.2.1 and F.2.5 are not part of the employee's intended career.

The promotion calculation is therefore based on the 5 remaining training courses: 150 / 500 = 30%.

A few months later, the employee takes a validation test to obtain level 2. He passes the test.

4 new training courses are then offered by the Adaptive Learning engine:

• F 3.1: Not recommended by the manager and not registered

• F 3.2: Not recommended by the manager but started in self-service (100%)

• F 3.3: Recommended by the manager but application in progress

• F 3.4: Recommended by the manager, registered and started at 20%

The course planned for the employee then only includes level 3 training and more precisely: F 3.2 and F 3.4.

Completed route = (100 + 20) / 300 = 40%

Filter and export the Custom Journey Tracking dashboard

The Custom Journey Tracking dashboard has the following filters:

• Employment (mandatory)

• Area of expertise

• Employees

The filters work in the same way as other dashboards.

Similarly, the follow-up of the development plan can be exported as a .csv file via a dedicated button. When you click on the button, a Download link is displayed. The selected filters are taken into account at the time of export to csv. Similarly, the following additional information is displayed in dedicated columns:

• Awaiting skill validation.

• Waiting for a hierarchical response for a training request.