My team dashboard

Scope of visible users

The scope of visible users can be customized, thanks to the multiscope. This page also includes inactive users, as one of the goals of this page is to engage them.

This page doesn't work well for big scopes (performance issues & this page has no filters). If you need to show a big group / all the population, we recommend the Engagement dashboard instead.

"My team" tab

It offers an overview of the recent activities and a list of all members.

Activities

An activity includes the following actions

• Validate the charter

• Add an experience to the profile

• Give an opportunity feedback, click on an opportunity redirection link or submit a direct application on the platform

• Mention someone on an experience

• Create or edit a career goal

• Add or edit a skill, a professional interest or a wish for development

• Add or edit a self-rating to a skill

• Import a document to the profile

This section lists, in reverse chronological order, all activities carried out on the platform by team members. A full page is available to explore the list of activities over the last 3 months

It is possible to hide some activity types from this section if you don't want to show them there. Ask your Customer Success if you need to.

These activities include:

Validate charter

• Display condition: always
• Redirect: Profile

Add an experience

• Display condition: always
• Redirect: Profile

Give feedback to an opportunity

• Display condition: Only displayed if the user has access rights to Manage a career and/or the Career planner (which must be shared)
• Redirection: Career planner or Manage

Click on ATS link

• Display condition: Only displayed if the user has access rights to Manage a career and/or the Career planner (which must be shared)
• Redirect: Link to this URL (open in a new tab)

Direct application

• Display condition: Only displayed if the user has access rights to Manage a career and/or the Career planner (which must be shared)
• Redirection: Career planner or Manage a career

Mention someone

• Display condition: Always
• Redirect: Profile

Create a career goal

• Display condition: Only displayed if the user has access rights to the Career planner (which must be shared)
• Redirection: Career planner

Change a career goal

• Display condition: Only displayed if the user has access rights to the Career planner (which must be shared)
• Redirection: Career planner

Add a skill

• Display Condition: Always
• Redirection: My skills

Add a professional interest

• Display Condition: Always
• Redirection: My skills

Add a wish for development

• Display Condition: Always
• Redirection: My skills

Add/edit a level on a skill

• Display Condition: Always
• Redirection: My skills

Import a document

• Display condition: Only displayed if the user profile has the right to download documents
• No redirection

List of employees

The list of team members is listed, with cards and actions containing all the main actions to contact them, generate their CV and/or manage their career, depending on the authorizations defined elsewhere.

The list includes active and inactive collaborators, but not archived ones or those whose admin status prevents them to be found on the platform.

Inactive collaborators are listed at the bottom of the page, with a grayed-out avatar, and offer a button to resend them an email inviting them to log in for the first time. The date the invitation email was last sent helps prevent spam.

This last sending date includes all invitation emails as well as automatic reminders for inactive users.

Aside from the employees framework, this is the only page where you can find mention of inactive collaborators.

Engagement tab

Mass user invite

If there is at least one inactive employee in the team, a nudge with an action button allows you to resend an invitation to all inactive collaborators at once.

An intermediate modal allows you to view the list of collaborators concerned, and if necessary to send yourself a test email to check the content of this invitation email.

Engagement KPIs

The activation KPI indicates the % of active users among the users invited to the platform. Archived users are excluded from the account

The completion KPI indicates the number of active users who have reached each of the 4 profile relevance levels. Inactive and archived users are excluded from the account. Click the (?) icon to access the criteria for achieving each relevance level.

The Connection KPI indicates the number of users who have logged in at least once in the last 3 months.

The Profile Edition KPI indicates the number of users who have updated their profile in the last 3 months.

A profile edition includes the following actions :

• Add or remove a skill, professional interest or wish for development

• Add or edit a selfrating to a skill

• Add, edit or delete an experience

• Update a mobility status

• Add, edit or reset answer(s) to the custom block on their profile

• Add documents, CVs

• Edit avatar, working languages or introduction text in the profile's personal info block

If goals have been defined on the engagement dashboard page, they will also be displayed under each KPI.

The detailed table of users

The table lists the employees with the main information to measure their activity:

• Profile completion
• Date of last connection
• Date of last profile edition
• Activation date

A main action is proposed depending on the access rights to other features and the completion of the profile:

• If the employee has a "good" or "top" profile
  • If the user has the right to Manage a career, we offer a "Manage career" button which will open the pre-filtered page on the employee, in a new tab
  • Otherwise, we suggest "View profile"
• If the employee has a "To improve" profile
  • We show the "View profile" link
• If the employee has a "To build" profile
  • We show the "Contact" link
• If the employee is inactive
  • We show the "Send invite" link

Job skills assessment

According to the configuration, this section displays all active employees attached to an active job description whose skills have been manually validated.

The first section shows the percentage of users within the entire team who have fully validated the skills in their job description and those for whom all the skills in their job description have been validated.

If applicable, a selector allows you to choose an ongoing campaign so that KPIs are recalculated based on the campaign's start dates. This makes it possible to see, in particular, if employees have actually assessed themselves after the launch of the campaign in question.

Once the campaign is selected, all indicators, KPIs, and dashboards are recalculated using the selected campaign as the basis for calculation.

The start date, end date and the number of days remaining are indicated.

Job Focus section

Users are displayed based on their attachment to a job description. Therefore, several jobs sharing the same skills may appear together.

If the employees within the scope are attached to more than one job description, a tab system allows switching from one job description to another.

The KPI section includes the essential information of the selected job description:

• Job description name and a link to view its details
• Number of attached skills
• Number of active employees in the scope attached to this job description

It also displays indicators in the form of a donut chart which counts:

• the number of employees in the scope who have fully evaluated their job description skills
• the number of employees in the scope whose skills have been fully validated

Detailed View

The detailed view offers a table specifying, employee by employee, the assessed level for each of the skills in their job description.

• Employee evaluation: displays the number and percentage of evaluated skills out of the total number of skills in the job description.
• Manager validation: displays the number and percentage of validated skills out of the total number of skills in the job description.
• The Full assessment link opens the "Give your feedback" modal on the employee's skills (all skills are displayed, with priority given to those of the job description).
• Summary: a recap of the number of skills whose declared or evaluated level (the validated level takes precedence over the declared level) meets the level expected by the job description.

Each column represents a skill of the job description.

• If the skill is validated, a badge is displayed, and the level validated by the manager takes precedence over the level declared by the employee in the display. If the skill is not validated, the level declared by the employee is displayed.
• If the evaluated or validated level is greater than or equal to the expected level for the skill, the level is displayed in green.
• If the evaluated or validated level is lower than the expected level for the skill, the level is displayed in orange.
• Clicking on the chevron of a skill displays, if they exist, the detail of the declared level, the comment associated with the skill, and the comment written by the employee.

Clicking on the "?" icon displays the skill level descriptions.

Rule for displaying skill-related information

The validation, evaluation, or comment of the skill may relate to a different skill than the one displayed in a specific context, particularly in the case of multilingualism.

Example: the English manager is exposed to the English head "Project management", their employee to the French head of the same skill group "Gestion de projet".

To facilitate the comparison of similar skill data, the information displayed in the skill dropdown menu is aggregated based on the information available in the same skill group. They may therefore not correspond to the information displayed elsewhere in: the "Skills of my job description" block of the profile or the "My skills" page of the employee, and the "Give your feedback" modal where the data is not aggregated.

• Manager validation: the most recent validation among the validations of all skills in the same group is taken into account. The level validated by the manager takes precedence over the level declared by the employee.

Example: the employee was validated by their managers 2/4 for the "Suivi de projet" version in 2024, then 3/4 for the "Gestion de projet" version in 2025. The score of 3/4 will be retained for the entire group.

• Employee evaluation: the highest skill evaluation among all evaluations of the skills in the same group is taken into account.

Example: the employee self-assessed 2/4 for the "Suivi de projet" version and 3/4 for the "Gestion de projet" version, both of which belong to the same group. The score of 3/4 will be retained for the entire group.

• Employee comment: the most recent comment among all the heads of the same group is taken into account, otherwise the most recent comment among all skills of the group.
• Date of last update: the most recent date between the displayed employee comment and evaluation is taken into account.

Available Actions

• View skills opens the My skills page of the selected employee in a new tab.
• Contact by email opens the browser's default mail client, with the selected employee's email address pre-filled.

Global View

The components of this view benefit from the aggregation of information to facilitate data readability.

Radar

The radar displays the information in the form of polar scatter plots.

The concentric circles correspond to the levels defined by the platform's configuration. The center of the radar corresponds to level 0 (no declared level), and the outer circle to the highest level.

The radar features 2 "spider webs":

• a blue one for the expected level,
• and a black one for the average level of validated employee skills (a badge will then be displayed next to the skill) or declared.

For each employee, the assessments for all versions of a given skill are reviewed, and the highest score is retained. If a manager has validated a skill, the most recent validation score takes priority. The average of the best declared or validated scores for each employee is calculated, then rounded to the nearest whole number to obtain the final group score (for example: 3.2 becomes 3).

Levels not declared by the employees are taken into account in the average calculation.

Example: given a team of 2 employees, if one assessed themselves 4/4 and the other did not assess themselves for the same skill, the team average is 2/4.

It is possible to display up to 20 skills in the radar. A notification warns the user if more than 20 skills attached to the job description are to be displayed.

Heatmap

• All skills of the job description are displayed, with main skills prioritized and sorted alphabetically.
• For each skill, the percentage of employees attached to the job description whose validated/declared level is lower - Below - or higher/equal - Mastered - than the expected level defined on the job description is indicated.
• Hovering over an indicator displays the list of concerned employees.

• Levels not declared by the employees are taken into account but not included in the distribution calculation, which explains why the sum of the cumulative percentages may not equal 100%.

If no expected level is set for the skill, the skill is then considered mastered by the team and displayed at 100%.