Analytics
SkillsTx uses Microsoft PowerBI for its' analytics.
There are three (3) sets of Analytics available depending on access rights:
Workspace (Corporate) analytics:
Available to Administrators
Available to selected individuals as a Planner Menu item - (Requires Show Analytics = Yes in their Details via the Admin Console - Load/Edit individuals details).
Includes the data from all individuals captured in the Workspace. (Including external Candidates for specific relevant pages only).
Page Name | Description |
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Ex Dashboard | Employee Experience Dashboard. Tracks a set of criteria that are used to generate an Employee Experience score | Ex Deep Dive | Provides an in depth view of the data behind the Employee Experience score | Team/Project Builder | Provides the ability to pinpoint candidates for a specific set of skills | Force Graph(Self) | Provides a Force Graph of Employee to Employee to Job/Role in order to gauge weaknesses based on % match and manage risk. Based on self-assessed profiles | Force Graph(Endorsed) | Provides a Force Graph of Employee to Employee to Job/Role in order to gauge weaknesses based on % match and manage risk. Based on Endorsed profiles | Candidate/Job Matching | Provides the ability to identify potential candidates, including external candidates for a Job or role | Action Analysis | Provides an analysis of current development actions | Action Plans | Provides a detailed view of the development actions | Skill Gaps | Provides an analysis of the number of people with skill gaps. Can be used for risk analysis. | Org Skill Gap | Provides an analysis of the FTE requirements vs skills highlighting under and over supplies of skills. Can be used for risk analysis. | Job/Role Explorer | Provides a detailed skills breakdown of the jobs and roles | Job/Person Compare | Provides a comparison analysis of Job/Role to individuals | Mentor Finder | Provides a suggested list of people who may be suitable for mentoring of targeted skills | Skill Palette | Provides an overall picture of the count of persons by Skill Category and Skill Code. Can be used to export the total picture of skills status | Skill Changes | Provides a breakdown of skill changes that have been made and the Profile approvals status | LoR Count | Provides a count of Generic levels of Responsibility (LoR) | LoR Changes | Provides a breakdown of LoR changes that have been made and the Profile approvals status | Self vs Endorsed | Provides a comparison breakdown of SFIA skill categories between self-Assessed vs Endorsed profiles | Out-Lier Analysis | Provides an analysis of the count of skills by individuals self-assessed skills selected and highlights possible inconsistencies that may warrant possible attention. To assist in improving data quality | Out-Liers | A detailed look at the data behind the Our-Lier analysis. To assist in improving data quality | Notifications | An analysis of notifications that have been sent during a specific time period. e.g. May highlight possible evidence expires | Readiness | A breakdown of individuals answers to how prepared they were for the self-assessment surveys. May highlight potential weaknesses in the communication plan. Being better prepared will encourage more honest and truthful survey replies, and therefore help improve data quality from the self-assessments | Org Chart | A visual breakdown of the Organizational structure | Skill Attributes | A full breakdown of all the Attributes assigned to skill and selected by individuals or Job/Roles. Can be used to find people who have needed skill attributes | Cohorts | A full breakdown of all persons captured in the workspace and their person details | DSM Maturity | An analysis of the organisations Digital Skill Maturity (DSM) based on the data captured | SFIA Explorer | A handy (searchable) reference to the SFIA skills | Summary | A workforce summary based on the data captured | Notes | Notes about the Analytics |
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Team analytics:
Available as a Planner Menu item to people defined as Line Managers or Team Leaders via the Org Structure configuration.
Shows analytics based on the subset data of individuals who are assigned to them
Page Name | Description |
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What skills do we have | Provides an overall picture of the count of persons by Skill Category and Skill Code. Can be used to export the total picture of skills status | Map to what's needed | Provides Force Graphs of Employee to Employee to Job/Role in order to gauge weaknesses based on % match and manage risk | Action Plans and Gaps | Provides an analysis of skill gaps and Development Action Plans | Skill Gaps | Provides an analysis of the number of people with skill gaps. Can be used for risk analysis. | Skill Changes | Provides a breakdown of skill changes that have been made and the Profile approvals status | LoR Changes | Provides a breakdown of LoR changes that have been made and the Profile approvals status | Profile Versions | Shows what skills selected for which Profile versions. Used for helping manage approvals | Candidate/Job Matching | Provides the ability to identify potential candidates, including external candidates for a Job or role | SFIA Explorer | A handy (searchable) reference to the SFIA skills |
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Enterprise analytics:
Because it can contain data that could be considered sensitive, such as comments provided by people completing surveys, that they do not wish to be viewed by unauthorised people. |
Available from the Admin Home page (before selecting a Workspace), from the Analytics tab
Includes the data from all individuals captured across all the Workspaces owned by the Provider. Designed to provide an overall picture for organisations that have a need for multi tenancy workspaces, but wish to see the overall picture.
Includes some special pages that provide an insight into how well received the surveys and into how effective the communication is tracking, providing an opportunity to adapt the comms plan in order to be more effective.
Includes a special page that allows click tracking of predefined action selections.
Page Name | Description |
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Summary | A enterprise workforce summary based on all the data captured | Team/Project Builder | Provides the ability to pinpoint candidates for a specific set of skills | Force Graph(Self) | Provides a Force Graph of Employee to Employee to Job/Role in order to gauge weaknesses based on % match and manage risk. Based on self-assessed profiles | Force Graph(Endorsed) | Provides a Force Graph of Employee to Employee to Job/Role in order to gauge weaknesses based on % match and manage risk. Based on Endorsed profiles | Action Analysis | Provides an analysis of current development actions | Action Plans | Provides a detailed view of the development actions | Skill Gaps | Provides an analysis of the number of people with skill gaps. Can be used for risk analysis. | Skill Palette | Provides an overall picture of the count of persons by Skill Category and Skill Code. Can be used to export the total picture of skills status | LoR Count | Provides a count of Generic levels of Responsibility (LoR) | Self vs Valid | Provides a comparison breakdown of SFIA skill categories between self-Assessed vs Endorsed (Validated) profiles | Survey Rating Summary | Provides a Summary of the Survey rating and a Word-cloud highlighting the most common comments | Survey Rating Detailed | Provides the details of the data underlying the Summary, including the individuals ratings and comments. This data could be considered sensitive for some organsiations |
| Click Tracking | Provides click tracking details of the predefined actions. Information may be useful for understanding what are the most commonly selected actions. Also useful for training providers. | Notes | Notes about the Analytics |
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Generic Features and functionality:
Filters:
Most analytics have filters that allow the information to be filtered for specific circumstances at the time. The usage of most filters are self-evident based on their name. Some may be multi leveled and allow a drill down option enabling overall or specific selection: (e.g. County, Location, Team).
The availability of some filters may depend on what fields have been chosen to be used for the Individuals details as well as the data that has been captured.
The name of the filter may also be dependent on the type of Analytics page been reviewed. There is a legacy aspect in that similar filters have different names depending on the Page.
Where applicable multiple selection can be made by holding the ctrl key & selecting additional items in the same list.
Filter | Usage / Description | Options | Multi Level | % Match | The % Match between an individual and a Job | Based on data captured | | Action List | List of actions | Based on data captured | | Action Type and Status | The type of Action & the Status | Based on data captured | Yes | Approved | For use when Profile Approvals have been activated and used | Approved Not Approved | | Approved Profile | For use when Profile Approvals have been activated and used | True False | | Assesses | Individuals name | Based on data captured | | Bus Unit>Cost Centre>Country>Dept>Div>Location>Position>Supervisor>Team>Territory | A selection of individuals details parameters | Based on data captured | Yes | Capability | Refers to the type of capabilities able to be selected for skills | Fully Largely Previous | | Category | SFIA Skill Category | SFIA skill categories | | Country>Location | A selection of individuals details parameters | Based on data captured | Yes | Country>Territory>Location | A selection of individuals details parameters | Based on data captured | Yes | County, Location, Team | select specific Country/s & Location/s | Based on data captured | Yes | Div>Dept>Team>Locn>Other | A selection of individuals details parameters | Based on data captured | Yes | Division>BU>Team | A selection of individuals details parameters | Based on data captured | Yes | External Candidate | Whether or not to include External Candidates. | True False | | FTE | Full time Employees number | Based on data captured | | FullName, Email | Individuals Name & Email address | Based on data captured | Yes | Include Candidate | Whether or not to include External Candidates. | True False | | Individual or Job/Role | Whether Attributes selection based on an Individual or Job/Role | Individual Job or Role | | Intervention/Course Name | name of the course or intervention | Based on data captured | | Is Candidate | Whether or not to include External Candidates. | True False | | Job | Job or role name | Based on data captured | | Job / Role | Job or role name | Based on data captured | | Job Family (name) | Job Family selection | Based on data captured | | Job Name | A specific Job Name | Based on data captured | | Job>Skill | Job & skill | Based on data captured | Yes | JobMatch Type | Job types to be matched | Current Future | | Latest Profile change date | Range of dates slider | | | Leader Email | Email of Line manager or Team leader | Based on data captured | | Leader Name | Name of Line manager or Team leader | Based on data captured | | Level | The SFIA skill levels (As applicable to the selected skills) | | | LoR Name | SFIA generic Levels of Responsibilities (LoRs) | SFIA LoRs | | Match Range | The % match range that should be applied. E.g. You may only want to review individuals that are matched below a certain threshold | 0-25 26-50 51-75 76-100 | | Matching | Type of matching required to a skill selection or gap | Fully Largely Previous Skill Gap | | Name & Email | Individuals Name & Email address | Based on data captured | | Notification Sent | Range of dates slider | | | Person | Email address of individuals | Based on data captured | | Person Email | The email of the person | Based on data captured | | Persons with LoR changes | Individuals Name & Email address | Based on data captured | Yes | Persons with Skill changes | Individuals Name & Email address | Based on data captured | Yes | Position | Individuals position | Based on data captured | | Profile Type | The type of Profile to include | Self Rated Endorsed Self Rated Only | | Provider Name | The name of the Training provider/s | Based on data captured | | Readiness Rating | Select the type of readiness rating if filtering needed | Based on data captured | | Relationship | Job relationship | Current Future Not assigned | | Relationship | Org Structure relationship | Is Line manager of Is Team leader of | | Requirements | Skill Requirements type for the Job | Required Desirable | | Result Type | Type of Profile being matched | Self-Rated Endorsed Self Rated Only | | ReviewedOn | Range of dates slider | | | Skill Code | SFIA skill code | SFIA skill codes | | Skill Code/Level | SFIA skill code & level selection | SFIA skill codes & levels | Yes | Skill Name | SFIA Skill name | SFIA skill names | | Sub Category | SFIA Sub category | SFIA sub categories | | Team | Select specific Team/s | Based on data captured | | Training Provider | The name of the Training provider/s | Based on data captured | |
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Drill-down (filter) selection:
Most of the of resultant charts and tables provide the ability to drill down and filter the data been shown by selecting a particular aspect of the chart or table.
Exporting data:
Most of the resultant data data panels are able to be exported to an Excel Workbook that can the be manipulated and used as required.
The following Help page from the Admin console explains how to export data from the analytics:
3.4.1 Analytics Exports
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