This article is intended for managers.
- 👀 View and modify your team members' matrixes
- 📝 Assessing skills during a review
- 🔭 Career Explorer
- 🙋🏻♂️ Questions
As a preliminary, we invite you to consult an article in our Help Center dedicated to skills assessment and its objectives and benefits: Why should you evaluate skills, and for what purpose?
To familiarize yourself with the product, we suggest you start with an article on vocabulary: View and assess my skills.
💡 Please note that the Skills product will only appear if your company has subscribed.
👀 View and modify your team members' matrixes
This tab is accessible to Admins, Managers and Employees.
The tab for tracking the careers of your team members is accessible from their profiles in "My reports".
This tab is made up of 4 blocks:
- In the center, the expectations corresponding to the level of the matrix on which the employee has been positioned. This block appears only if he has been associated with a matrix. You can click on "View matrix" to consult the different levels and associated expectations.
- At the top right, details on the current level and date of last update. This block appears only if the employee has been associated with a matrix.
- To the right, in the middle, details on the next level (if one has been defined) and the last update date. This block appears only if a next level has been defined.
- At bottom right, linked reviews, i.e. reviews where the employee' skills have been assessed. If no skills assessment has yet been carried out, this block will not appear.
💡 Please note that only managers and admins can modify the skill matrix and level associated with employees.
📝 Assessing skills during a review
To find out more about the general process of a review, see these articles:
👀 Reviewee's skills matrix
If this has been set up and activated by your HR Team, a section of the review can be dedicated to assessing an employee's skills. This assessment will be based on a skills matrix as well as a level on this matrix (optional) that will have been assigned to the employee.
Click on the matrix name to view it in the Career Explorer.
If the matrix or level is not correct, you can click on "Update the level" to make the necessary changes.
💡 Please note that if the employee has not yet been assigned a matrix, the message below will appear.
📝 Skills assessment
Assessment of a skill
Each skill appears as a block with :
- a reminder of the expectations for the level you have been assigned,
- a 5-level self-assessment scale,
- a free comment field.
Place the employee on this scale according to how you view the past period, their achievements, progress and goals achieved or not.
💡 Please note that if you can't or don't know how to assess a skill, tick the corresponding box.
Assessment of a skill domain
If the matrix contains skills domains, then it will be possible to evaluate each skill in the domain individually + the domain in general.
Skills expectations are not displayed by default in the case of a domain assessment, so you'll need to click on the skill label in question in order to view them.
You can then continue with the rest of the review and share your answers, making them visible to the reviewee.
You'll end up with a final consolidated version of your and your reviewee's assessment of each skill, which will look like the one below:
You can also click on the "🎯" icon to obtain a more visual consolidated version.
🔭 Career Explorer
This tab is accessible to Admins, Managers and Employees.
The Career Explorer allows all Elevo users to consult the skills matrices available in your organization.
In particular, it enables employees to find out about opportunities and possibilities for development within the company.
As a manager, it allows you to browse through the available matrixes potentially related to your team's jobs.
🙋🏻♂️ Questions
➡️ If I indicate in the review that I can't/can't assess the skills domain, can each skill of the domain still can be assessed?
Skill rating and domain rating are independent, so I can assess skills individually and not assess the domain as a whole, and vice versa.