Define an employee's level for each of their skills

Related module:

In this article:

• Search for the employee
• Evaluate the employee's skills

Define an employee's level for each of their skills

Access: Admin area > Paramètres généraux > Salariés et utilisateurs

Search for the employee

• Search for the employee in the list and click on their record to open it.
• Click on the “Skills” tab.

At the top of the tab, the employee's current job position is displayed, along with their overall level (expressed as a percentage) which reflects the gap between the skills expected for this job position and the skills actually acquired. A link also allows you to view the job position history of the employee.

Just below, a single table groups together all of the employee's skills — both those related to their job position and those that are not part of it. You can refine it using several filters: search by skill name, employee level, whether it belongs to the job position (“Compétence métier”), or key skills only.

Evaluate the employee's skills

For each row in the table, you will find:

• The skill domain (or “Pas de domaine” if it does not have one),
• The required level for the employee's job position (or “Hors métier” if the skill is not part of their job repository),
• The employee's level, to be selected from the drop-down list.

A colored dot to the left of the skill name automatically indicates where the employee stands compared to expectations:

• Green: the employee's level meets or exceeds the level required for the job position.
• Yellow: the employee's level is still below the required level.
• Grey: the skill is outside the job position, no required level is defined for comparison.

To add a skill that is not yet listed in the table (for example a skill outside the job position), click “Ajouter une compétence” at the top right of the table, select it, then set the employee's level. The table updates automatically.

Remember to save the employee record once your changes are complete.

Keywords: skills · action plan · development · workforce · monitoring · forecasts · gaps · needs · levels · job position · evaluation