Develop Insights - Group by Competencies

The "Group by Competencies" view is where admins can understand the overall progress employees have been making in terms of the company's competencies.

This is the master view of grouping by competencies and what you'll see here foremost of all is a list of all your company's competencies and then some data pointers around them. Just like all the other module Insights, here as well, viewers can create new cohorts as well as use existing ones to narrow down their area of focus.

Before going deep into the data here, an important point to keep in mind is that Competencies are independent of the review cycles you run and do not have an expiry date as such. Hence, the data you see here is continuous. 

Let's now look closely at the kind of overview these data pointers will help the admins with.

Progress

This column illustrates the overall progress made on a competency, depending on the stage-wise progress made by all the employees, working on the said competency. To understand how the progress is calculated, we first need to look at the different progression stages.

These are,

• Excelled
• Skilled
• Building
• Starting
• Not Critical

(For an in-depth understanding of the definitions of these stages and their representation, do checkout Managing Develop Discussions)

Next, two factors come into play for the progress calculation,

1. Total number of employees who're working on a given competency
2. Out of the total number, how many have reached a certain stage

Taking the example of the "Winning Habit" competency from the above image, 

The conclusion here is that, out of everyone who is working on Winning Habit, 60% have already excelled at it (blue bar). Out of the remaining, 60% have reached the skilled stage (green bar). Again, out of the remaining, 10% are still building on it, and so on.

Next up is,

Risk Estimation

Risk estimation here takes into account recent progress and activity on a particular competency to arrive at a number and a corresponding stage. This denotes the probability of employees (out of everyone who's working on it) not being able to reach the excelled stage.

However, given that risk estimation is dependent on its relative time-frame, the estimation that you'll see here will change as per the time-period selected from the dropdown above. The three scenarios are,

• If a past time-period is selected, the risk estimation for any competency will always point towards "Needing attention"
• If the current time-period is selected, then the risk estimation will be as per the progress made on the said competency.
• If a future time-period is selected, the risk estimation will always be deferred.

This is helpful for admins in understanding which competency is at a greater risk of lagging behind and the reason for that, which could be because of (will be covered in detail in the subsequent sections),

• Lesser number of initiatives completed
• Lesser number of praises received
• Lesser number of agenda items completed

Admins can then take this insight to the respective function heads [whose team members are working on the said competency] and discuss ways to speed up the progress.

To gain a better understanding of risk estimation and its stages, head over to Setting a Develop Discussion.

Initiatives

We've already talked about how working on initiatives is one way to excel at the competencies you're working on. Hence, the competencies grouping will also help admins with data on the total number of initiatives added to each competency and how many of those have been completed. 

Feedback

Whenever employees receive feedback tagged with a competency, it helps move the needle on the progression of the tagged competency. If the feedback is a praise, the progression sees a positive movement while an advice as a feedback retracts any progress made. And all of this gets recorded under the Develop Insights.

Admins can further delve deep into this data to see if there's a disproportionate amount of either praises or advice being shared. 

1:1 Agenda

Given that employees as well as managers can add agenda items to their 1:1 discussions to aid the employee's career progression, this section, clears the air around the number of agenda items added and how many have been completed out of it.

By default, the time-period for initiatives, feedback and 1:1 agenda data is set to 90 days; however, you can choose the duration for which you want to look at these from the time-period dropdown, at the top right corner of the screen.

The biggest takeaway from this view for admins will be the progress made on competencies and their respective risk estimations. Since the leadership would want everyone working on the competencies to excel on them within the appropriate time, it'll be the job of the admins to ensure that the obstructions get cleared and the progress never stalls.