Glossary

Employee

Someone who works for the organization and for whom we want to manage his/her skills or qualifications. This can also be an external person like a temporary worker, they can be identified by their contract type.

Grouping

The usage of groupings and grouping types, makes the AG5 system extremely flexible, but also a bit more complex. A grouping groups employees and/or Skill Requirements.

Example of 4 different groupings and 3 grouping types.

• Job role: Team Leader - grouping with name: Team Leader with grouping type: Job role.

• Job role: Operator - grouping with name: Operator with grouping type: Job role).

• Department: Packing - grouping with name: Packing with grouping type: Department.

• Production line: Paper4 - grouping with name: Paper4 with grouping type: Production line.

Common grouping types are: Job role, Location, Org Unit, Team, Production line, Department, Project, Activity, Task. But these can be added/changed by the admin users for specific customer needs.

Groupings are used as tags to define a position. A position can be tagged with one or more Groupings (see also under Position).

Position

A position explains what an employee does within the organization, what his/her job/responsibility is.

Via an employee's position(s) with the organization, AG5 can:

1) Determine what skill requirements are applicable for the employee that holds the position.

2) Determine in which skills matrices this person should be in.

For this we use a flexible system: “positions can be tagged with groupings, and a grouping is of some type”.

Example:

John's position is tagged with two groupings:

• One grouping of the type 'Job role'. John's Job role is: 'Operator 1'

• One grouping of the type 'Department'. John works in the Department: 'Packaging'.

Potential Position

A potential position is not an officially assigned position, but is a position you can track progress on and see what skills/qualifications the employee needs before he/she can fulfil that position.

The requirements for the potential position are only visible on the employee detail page and will not be visible in any other pages in AG5 (not in the Alert List, Matrix etc.).

Personal Requirement

A personal requirement is a requirement that only applies to one employee. As opposed to a Skill requirement, that applies to all employees with a certain tag in their position.

For example: only a handful of employees in your team/organization need to have a specific skill. They don't have a shared role, or team or department that we can link this requirement to. Therefore, the requirement will be created as a personal requirement.

Warning: it's always preferable to use a regular skill requirement where you link a requirement to a grouping (a tag in a position) instead of using a personal requirement where you link a skill to a specific employee. Personal requirements require a lot of maintenance and when the employee leaves the company, you will need to recreate the requirement.

Personal Requirement Dispensation

A Personal Requirement Dispensation is a way to create an exception to a skill requirement. For whatever reason, it may happen that a specific person doesn't have to fulfill a particular requirement even though it is required for him her because of their position.

For example: the requirement can be all Team leaders need to have skill Leadership 101. John is a Team leader, but for some reason, he's not required to have skill Leadership 101. In that case you will give John a personal requirement dispensation.

(Skill) Planning

A skill planning is a very lightweight 'planning object'. It consists of an employee, a skill and a deadline date. With a planning, the user of the system knows: this employee will probably achieve this skill before the deadline date.

This means they don't have to take any further action / the achievement of the skill is planned and will probably be achieved soon.

A planning is not always a scheduled training (with a specific time, classroom, trainer etc.), it can also be used when we are waiting for an official certification document. The planning shows that this particular skill for this employee is on its way/ work in progress / we can expect a positive result before deadline date.

Skill

A skill is anything an employee can qualify for / be qualified for. Anything you want to measure the current status of. Anything for which you want to analyze and close the gap between the required level and the achieved level.

'Skill' is an umbrella term and its usage can be very broad; training certifications, training on the jobs, access cards to particular parts of buildings/platforms, physical characteristics, workshops, courses, accreditations, statements of good behavior, soft skills, hard skills, etc.

Skills are linked to the employee as achievements/results and linked to groupings (job roles, departments etc.) as requirements

(Skill) Result

A skill result is set when an employee gets a score for a skill on a specific date: When an employee has been assessed / tested (via exam/assessment/training on the job etc.) a skill result is created.

(Skill) Requirement

A skill requirement describes which skill and minimal score an employee has to have to fulfill a certain position.

The skill requirement connects 3 elements: a skill, a minimum score for this skill and one or more Groupings (for example a Job role and/or a department).

Example:

All employees with a position tagged with grouping Jobrole: Team Leader need to have skill Leadership ABC with minimum score level 3 (Advanced).

Rating scale

Each skill has a specific rating scale that defines how the skill will be scored. For example: a certification is usually rated with a nominal scale (achieved, not achieved), but a training on the job can be rated with e.g. a 3 level scale (Basic, Advanced, Expert)