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People · 4 min read

Talent

Talent is where each person's potential is rated, who is ready for which role is planned, and the competency framework behind both is kept.

This guide also covers the two rows beside it under People: Skills & certifications, which says who can do what and whose certificates are running out, and Network, which lists the people the business works with but does not employ.

Group
People
Where
rople.app/w/talent, rople.app/w/skills, rople.app/w/network
Who can open it
Talent, managers (level 3) and above and HR admins, each reading their own reporting line and HR reading everybody; Network, everybody unless your workspace has narrowed it; Skills & certifications, managers and above

Talent: one path, three steps

Talent is a sequence rather than a set of tabs, because each step depends on the one before. Nobody can be placed before they have been rated, and nothing can be planned for a role before anybody is placed.

  1. Rate potential. Where each person sits on performance and potential today.
  2. Review the grid. Each person's profile, and what their placement is built on.
  3. Plan succession. Who is ready for which role, and who is not ready yet.

The step chips across the top say how far the workspace has got: "2 of 9 rated", "3 placed", "1 of 4 roles covered". Talent opens on Rate potential; press a chip to move between steps.

At least three people have to be rated before the later steps show anything. Below that, the step says Not yet, explains what is missing, and offers Go and rate people.

Rate potential

The Leadership potential table, one row per person: Potential, Review, Trend, Readiness and Flight Risk.

  • Press a potential score to edit it.
  • Trend is Rising, Growing, Stable or Watching.
  • Flight risk is Low Risk, Medium Risk or High Risk. A strong performer about to leave is a different problem from a strong performer who is staying.
  • Rising Stars and Requiring Attention pick out the people worth a conversation now.

Press a name to open that person's profile.

Review the grid

One person's Employee Profile: potential score, review score from the latest cycle, trajectory, readiness, flight risk and who they report to. Below that are four tabs:

  • Competencies, their score on each competency.
  • Career History, their timeline in the company.
  • Review Trend, their performance scores over time.
  • Succession, the roles they are a candidate for.

A search result for a person opens their profile directly. Somebody nobody has rated yet has no profile, and the page says so.

Plan succession

Roles and the people who could fill them. The summary counts Total Positions, Covered, Successor Ready Now and Critical Gaps.

Each successor carries a readiness: Ready Now, Ready 1yr, Ready 2yr or Developing. Use Update readiness as people move. A critical role with nobody ready is the output of this step: it tells you who to develop.

What the ratings mean

What the ratings mean →, beside the step chips, opens the competency framework: the competencies, the levels, and what somebody at each level does. It is the workspace's own, and changes are saved as you make them. Read it while rating, so everybody means the same thing by a score.

Skills & certifications

Where: rople.app/w/skills, under People.

What each person can do, how well, and what they are certified for. The full view is for managers and above; everybody keeps their own skills on their profile, and My skills at the top opens yours.

The figures across the top are Skills on record, Single points (skills only one person holds), Certifications, and Expiring or expired (within 30 days, or already lapsed).

  • Who can do finds people by skill. It ranks holders by level, then by how much room they have in their week, from the same capacity reading as Workload & capacity.
  • By skill is the matrix: every skill and who holds it, with single holders marked Only one.
  • By person lists each person's skills; Edit adds or changes them.
  • Certifications lists every certificate by expiry: Valid, Expiring, Expired or No expiry.

Skill levels are Learning, Working, Competent, Strong and Expert. A certification records who issued it, its number, and when it was issued and expires. A certification running out also raises a Certification expiring alert in Intelligence.

You can edit your own skills; a manager can edit anybody's.

Network

Where: rople.app/w/network, under People.

Everybody the business works with but does not employ, grouped by kind, with contractors first. The figures across the top are Contractors, Suppliers & services, Partners, and Paid out this year to suppliers and contractors.

Each entry shows its open work, what has been paid this year (commission paid, for a partner), when it was last paid, and a Document expiring or Document expired flag where one applies. Search the network filters the list.

Network is a reading, not a register. Suppliers and contractors are kept in Organisation › Suppliers, and partners in Growth › Partners & referrals; partners appear here for people who can open Leads. Press a name to go to its record.

How it connects

Common questions

Why is somebody missing from Plan succession? Because they have not been rated yet. Rate potential lists everybody and their score.

How often should potential be re-rated? Usually once per review cycle, after calibration, so ratings and placements agree.

Why can I not open Skills & certifications? The matrix is for managers and above. Your own skills are on your profile.