Competencies and development gaps

Compare the competencies a role needs with what each person has, and turn the gaps into a plan.

When to use

Use this to see which skills each person is missing for their role or a future role, and to turn those gaps into a development plan with suggested courses and coaching. It is the link between reviews, learning and succession.

Before you start

Permission: performance:read to view; performance:write to build plans; idp:approve to approve.
Toggle people.review_competency_sync (default off, on for new companies): competency levels update when a review is finalized.
Toggles people.idp_lms_suggestions and people.idp_coaching_suggestions (default off, on for new companies) switch on course and coaching suggestions.
Toggle people.succession_derived_readiness (default off, on for new companies): readiness is derived from skill coverage.

Open the development plans

Go to Performance → Development Plan (/performance/idp).

Build a plan from a review or from gaps

Create the plan from a finished review, or from the person’s current and target-role competency gaps.

Attach learning and track

Accept suggested courses or coaching for each goal, submit the plan for approval, and follow progress as courses and programs complete.

How gaps become a plan

The engine compares the competencies required for the role (and any active succession target) with the person’s current levels.
A plan is built from the review, or from the gaps; if an open plan exists, missing competency goals are added to it.
Each goal can get suggested LMS courses matching its competency; enrolling attaches the action to that goal.
Coaching programs are ranked by competency, and coaches by their level and specialties.
Completing a course, a coaching program or an external activity updates the competency level; when auto-close is on, the goal closes.

Statuses of a plan

Plans move through draft, submitted and approved. Overdue milestones, including those on submitted and approved plans, are flagged by the assistant.

Tips & common mistakes

Define required competencies per role first; without them there is no gap to compute.
Create the plan from the review so rating gaps and narrative improvements are included.
Check suggested courses against the exact competency before enrolling.
Completing an LMS course updates the matching goal, so keep one goal per competency.

Performance — Development plan goals built from competency gaps

Finalizing reviews and merit pay Development plans, 1-on-1s, and feedback