Overview

This dashboard tracks skills gaps, assessment coverage, and upskilling activity across your workforce — what skills employees have, what skills their roles require, how well those are assessed (by self and by manager), and how upskilling activities (courses, projects, development plans) are closing the gaps.

Metrics

Total Employees - All Time

Definition: Total Employees - All Time measures the count of distinct employees present in the system, with no time restriction applied. This metric reflects the total employee population that has been onboarded and has profiles in the system.

How it is calculated: Counts distinct employee profiles.

Note:

• No date filter — reflects all employees ever onboarded.
  
• Available broken down by location country, seniority, business unit, and line of business.

Total Profile Skills - All Time

Definition: Total Profile Skills - All Time measures the count of distinct skills present on employee profiles across the organization, with no time restriction. A skill is counted when it's associated with at least one employee with a valid employee record.

How it is calculated: Counts distinct skill names appearing on any employee profile.

Note:

• Counts distinct skills, not employee-skill pairs.
  
• Also available broken down by business unit (Total Unique Skills - Business Unit), and by location country, seniority, and line of business.

Total Role Skills - All Time

Definition: Total Role Skills - All Time measures the count of distinct skills required for employee roles across the organization, with no time restriction. A skill is counted when it appears in the role requirements associated with a position.

How it is calculated: Counts distinct skill names required across all role definitions.

Note:

• Counts distinct role skills, not employee-skill or role-skill pairs.

Courses, Projects and Development Plans Completed

Definition: Measures the total count of upskilling activities (courses, projects, and development plans) completed by employees within the selected date range. Each completion instance is counted, so an employee completing multiple activities contributes multiple times.

How it is calculated: Counts completion records across all three activity types, restricted to fully completed activities.

Note:

• Counts all completion instances — not distinct employees or courses.
  
• Covers all three source types: Course, Project, Upskilling (development plan).

Skills Added by Upskilling

Definition: Measures the count of distinct skills acquired through completed upskilling activities (courses, projects, and development plans) within the selected date range. A skill is counted when associated with at least one completed activity.

How it is calculated: Counts distinct skill names tied to fully completed upskilling activities.

Note:

• Counts distinct skills, not employee-skill pairs or completion instances.

Employees who Completed Courses, Projects, Development Plans

Definition: Measures the count of distinct employees who fully completed at least one upskilling activity (course, project, or development plan) within the selected date range. An employee is counted once regardless of how many activities or types they completed.

How it is calculated: Counts distinct employees with at least one fully completed activity across all three source types.

Employees who Completed Courses

Definition: Measures the count of distinct employees who have completed at least one course within the selected date range. An employee is counted once regardless of how many courses completed.

How it is calculated: Counts distinct employees with a completed course.

Note:

• Also available broken down by business unit (Employees who Completed Courses - Business Unit), and as a monthly trend (Monthly Trend in Employees Completing Courses).

Employees who Completed Projects

Definition: Measures the count of distinct employees who fully completed at least one project-based upskilling activity within the selected date range.

How it is calculated: Counts distinct employees with a completed project, filtered by project end date.

Note:

• Also available broken down by business unit (Employees who Completed Development Plans - Business Unit uses project data) and as a monthly trend (Monthly Trend in Employees Completing Development Plans).

Employees who Completed Development Plan - All Time

Definition: Measures the count of distinct employees who completed at least one upskilling development plan, with no time restriction.

How it is calculated: Counts distinct employees with a fully completed development plan activity.

Note:

• No date filter — all-time count.
  
• Also available broken down by business unit (Employees who Completed Development Plan - Business Unit).

Top Profile Skills

Definition: Measures the count of distinct employees who possess each skill, ranked in descending order. Identifies which skills are most prevalent across the organization.

How it is calculated: Counts distinct employees per skill, ranked by count.

Note:

• No date filter — all-time snapshot.

Employees with Approved Roles

Definition: Measures the count of distinct employees mapped to approved initialized roles within the organization. An employee is counted when they have a role assignment that has been approved.

How it is calculated: Counts distinct employees whose role assignment is marked approved.

Note:

• No date filter — all-time snapshot. Each employee counted once regardless of how many skills are associated with their approved role.

Employees with Role Skill Benchmark

Definition: Measures the count of distinct employees associated with at least one role skill that has a defined benchmark value. Reflects how many employees are mapped to roles where proficiency benchmarks have been established.

How it is calculated: Counts distinct employees with at least one role skill carrying a defined benchmark.

Note:

• No date filter — all-time snapshot.

Employees with at least one Role Skill Self-Assessed

Definition: Measures the count of distinct employees who have self-assessed their proficiency in at least one role skill. An employee is counted when they're associated with at least one role skill and have provided a self-assessment with both a rating value and timestamp.

How it is calculated: Counts distinct employees with a recorded self-assessment on at least one role skill.

Note:

• No date filter — all-time snapshot.
  
• Also see the coverage breakdown (Distribution of Self Assessment %).

Employees with at least one Role Skill Manager-Assessed

Definition: Measures the count of distinct employees who have at least one role skill assessed by their manager. An employee is counted when they're associated with at least one role skill and have received a manager assessment with both a rating and timestamp.

How it is calculated: Counts distinct employees with a recorded manager assessment on at least one role skill.

Note:

• No date filter — all-time snapshot.
  
• Also see the coverage breakdown (Distribution of Manager Assessment %).

Distribution of Manager Assessment %

Definition: Shows the count of distinct employees with at least one role skill manager-assessed, broken down by the percentage of their role skills that have been assessed. Employees are grouped into bands: NA (0% assessed), 0–20%, 20–40%, 40–60%, 60–80%, 80–100%.

How it is calculated: For each employee, divides role skills with a manager rating by total role skills, then buckets employees into the resulting percentage band.

Note:

• No date filter — all-time snapshot.

Distribution of Self Assessment %

Definition: Shows the count of distinct employees with at least one role skill self-assessed, broken down by the percentage of their role skills that have been self-assessed. Employees are grouped into the same bands as manager assessment.

How it is calculated: For each employee, divides role skills with a self-rating by total role skills, then buckets employees into the resulting percentage band.

Note:

• No date filter — all-time snapshot.

Role Skill Distribution

Definition: Shows the count of distinct employees broken down by the percentage of their required role skills that they currently possess. Reveals skill readiness of the workforce. Employees are grouped into bands from 0–20% (minimal alignment) to 80–100% (complete alignment).

How it is calculated: For each employee, divides role skills they possess by total required role skills, then buckets employees into the resulting percentage band.

Note:

• No date filter — all-time snapshot.

Top Skills in Role Gap

Definition: Shows the count of distinct employees who have a skill gap for each required role skill, broken down by skill name. A skill gap is counted when an employee does not possess a required role skill. Identifies which role-required skills are most commonly missing, highlighting priority areas for upskilling.

How it is calculated: Counts distinct employees missing each role skill, ranked by count.

Note:

• No date filter — all-time snapshot.

Skill Gap Distribution (Self-Assessment)

Definition: Shows the count of distinct employees broken down by the percentage of their self-assessed role skills that meet or exceed the skill benchmark. Employees are grouped into bands from 0–20% to 80–100%.

How it is calculated: For each employee, divides role skills where the self-rating meets or exceeds the benchmark by total role skills, then buckets employees into the resulting percentage band.

Note:

• No date filter — all-time snapshot. Only includes employees with at least one self-assessed role skill.

Skill Gap Distribution (Manager Assessment)

Definition: Shows the count of distinct employees broken down by the percentage of their manager-assessed role skills that meet or exceed the skill benchmark. Employees are grouped into the same bands as the self-assessment version.

How it is calculated: For each employee, divides role skills where the manager rating meets or exceeds the benchmark by total role skills, then buckets employees into the resulting percentage band.

Note:

• No date filter — all-time snapshot. Only includes employees with at least one manager-assessed role skill.

Top Skill Gaps in Self Assessment

Definition: Shows the count of distinct employees who have a skill gap identified through self-assessment for each required role skill. A gap is counted when the self-rating is below the skill benchmark. Identifies which role skills are most commonly below benchmark in self-assessments.

How it is calculated: Counts distinct employees whose self-rating falls below benchmark, per role skill, ranked by count.

Note:

• No date filter — all-time snapshot.

Top Skill Gaps in Manager Assessment

Definition: Shows the count of distinct employees who have a skill gap identified through manager assessment for each required role skill. A gap is counted when the manager rating is below the skill benchmark. Identifies which role skills are most commonly below benchmark from the manager's perspective.

How it is calculated: Counts distinct employees whose manager rating falls below benchmark, per role skill, ranked by count.

Note:

• No date filter — all-time snapshot.