What it does
Three inputs,
one picture
A self assessment on its own is optimistic and a test on its own is resented. Together with what somebody has actually completed, the picture holds up.
- What the person says they can do, from the profiling survey
- What they have completed, from their record
- What they demonstrated, from rubric scored practice
- The courses that close each gap, recommended rather than assigned
- A view per team, so a manager can see where the whole group is thin
Before you ask
What people check first
Is this performance management?
No, and it should not be used as it. It is aimed at deciding what to train, not at ranking people. Scores from practice are visible to the learner and their manager, not published.
How long does profiling take?
A few minutes. It is deliberately short, because a long survey gets abandoned halfway and half a profile is worse than none.
What if a skill has no course behind it?
Then the gap is reported and nothing is recommended, which is the honest outcome. Some skills in the catalogue do not yet have a course, and inventing a recommendation would waste the learner's time.