AG5’s skills management software helps you visualize skill gaps, track training requirements, and manage all your employee skills and certifications in one secure platform. At the heart of every product, service, and process are people – and specifically, their skills. By effectively managing and developing these skills, businesses can increase performance, streamline operations, and

1. How do people use AG5?

Businesses use our software to manage the skills/qualifications of their workforce. Some common use cases are:

• Creating skills matrices

• Manage skills

• Manage requirements

• Preparing for audits

• Become compliant

• Skill assessment and allocation

• Capability building

2. Benefits of AG5

AG5 is purpose-built for complete workforce skills management.

Here’s how it helps:

• Create skills matrices with zero programming knowledge

• Say goodbye to broken or outdated templates

• Easily slice and dice your data any way you need

• Share matrices with coworkers or stakeholders instantly

1. How to start managing skills in AG5?

Our help centre contains various articles about our software, which are designed to help you understand our features so that you'll be able to fulfill your skills management needs. If you are an existing user of AG5, then we advise you to search for the specific articles relevant to your questions.

But if you are a new user and need to set up your AG5 software for the first time, then we advise you to read through the following articles in order, instead of at random.

Get started quickly

Ready to jump in? Our guides walk you through everything from initial setup to creating your first skills matrix. Whether you’re a beginner or an experienced pro, we’ve got you covered.

1. What is a level description?

A textual description of what each level means. (levels that are set as achieved result or minimum requirement)

2. What is the purpose of a level description?

To make sure every user has the same understanding of what exactly each level means. In the picture below, you can see the level descriptions that are specifically defined for the Skill (also known as a qualification) "Drilling".

This is especially important when different users can create new skill results (e.g. when you have many trainers or are using self-assessments). They need to have the same understanding of what each level means.

3. How to create level descriptions?

You can define general level descriptions within a rating scale, or specifically within a skill. And these level descriptions can be made visible while adding skill results.

Read in how you can define general level descriptions within a rating scale.

1. What is the skills portfolio?

The skills portfolio is a collection of an employees skills, positions, results and performance insights.

2. What is the purpose of the skills portfolio?

1. What is a revocation?

A revocation in AG5 is the ability to withdraw a skill of an employee for a period of time or permanently.

2. What is the purpose of the revocation?

1. What is a rating scale?

A rating scale is a scale that can be used in skills management to define the skill level of an employee for a specific skill/qualification.

2. What is the purpose of a rating scale?

1. What is a skills gap analysis in AG5?

A skills gap analysis is a method to analyze the skills performance of employees against the skills (also known as qualifications) requirements/goals.

2. What is the purpose of the gap analysis?

The Advanced Analytics API is an AG5 service that enables your data from AG5 to be used in Data Analytics or Data Visualization tools. The provided data comes from the AG5 DataLake, is derived from the data stored in the AG5 system, and selected with the purpose of delivering additional insights. The benefit of this solution is that it allows you to utilize the skills insights in your other analyses.

Please note that the Advanced Analytics API requires knowledge of tools used for data preparation and data visualization. The Advanced Analytics API exposes your data stored in AG5 and we offer guidelines, but we do not offer consultancy on using different external data tools.

The Advanced Analytics API can be used to acquire the following information:

• Grouping Compliance - Analyze compliance on an aggregate level in your organization.

1. What is a proxy user feature?

The proxy user feature allows admin users to view and interact with the system as if they were another user.

2. What is the purpose of proxy user?

We are pleased to announce the release of the second version of our Insights Dashboard.

As our second release, we have implemented much of your feedback as possible at this time, although we are still interested in any further feedback you have. Your input will continue to help us refine and expand the Insights dashboard in future updates.

This new Insights application is currently available only in English.

What’s included in Insights Dashboard?

Our first release focused on repository-wide skills compliance and the underlying data to calculate these compliance metrics.

There are some differences in the terminology used in the API and the AG5 User Interface. The table below provides the mapping.

1. What is a requirement exemption?

A requirement exemption means that some specific person is excluded from / does not have to fulfill a certain skill (also known as a qualification) requirement. Even though according to his position (e.g. job role XX), it is a requirement, as long as the exemption is active, the requirement is muted for this employee. For all other employees with job role XX, this requirement still exists.

It's possible to freely export your data from AG5 in many places, which can be useful for building your own reports.

Data is exported in the .xlsx Excel format unless your report has over 100K items, in which case it will be in the .csv format.

Admin, super user or matrix access user accounts are required in order to be able to initiate exports.

Exports are possible from any page that has the 'Export' icon:

The 'Export' icon is dynamic, and will only appear in the top right corner of the following pages once data is present:

• Employees, skills, skill results, skill plannings, skill revocations, skill exemptions, skill requirements, personal requirements, prerequisite rules, the alert list, self assessment requests, skill result approvals, positions, groupings.

When a new employee enters your organization, of course you want to start monitoring his or her skills as soon as possible. Just a few small steps in AG5 and you will be able to do just that!

• Go to the Employees tab

  • This is where all employees already in AG5 are listed, and where new employees can be created.

• Click the Create employee button:

• Enter employee data

  • Most fields are self-explanatory.

  • 'Last name' is the only strictly mandatory field

  • That said, if an employee should have access to their own portfolio, then an email address is also required. This is because AG5 requires an email address for .

You've now created a new employee! Great job. The next step to managing this employee's skills is granting them a position. Positions can include various positional data, such as job roles, departments, locations, etc.

Read inhow to add positions and how to work with them.

Skill have versions! This allows for the creation of multiple dated versions of a single skill, without having to create a brand new skill.

This helps to control exactly when a new version goes into effect. It also automatically outdates existing results, prompting employees and managers to retrain.

Skill Versions let organizations easily manage evolving skills (like SOPs) by automatically expiring outdated results, and improving control, visibility, and auditability without the need to recreate skills from scratch.

How it works

The versions tab is on every skill page, and is located below skill levels, to the right of "History":

As can be seen above, when a skill is created, the version defaults to 1.0.

Each skill can have multiple versions, each with:

• A version name (for example: "2.0 - 2026 Update")

• A start date that determines when it becomes active

However - only one version can be active at a time.

To create a new version, click on the blue "+ Create new version" button. This will bring up the "Create new skill version" dialogue box:

Simply enter the desired version name, any relevant notes to the summary, and the date when you want the new version to begin. This can be today, or some day in the future.

All valid results pointing to the version will be automatically expired when a new version comes to life.

1. This includes all valid results - required and not. Note: Employee may have multiple valid results for a given skill. If not sure about the number visible in the yellow banner, best check the Skill result list

2. Number of expiring results may change compared to what users see in the dialog if the start date is at a later date.

3. Auto-achieved results for the target skill remain valid and unchanged unless a prerequisite (child) skill is revised.

Then finalize by clicking "Create new version". Once the start date comes, the old version will be deactivated, and will be listed as such under the "Versions" panel:

It is possible to roll back a new version to a previous one.

Details, rules and constraints

All plannings, requirements , personal requirements, revocations, exemptions, and prerequisite rules will continue to reference the skill itself. If the skill is included in any workflow, everything will continue to work exactly as before — the workflow will not be affected.

This means it does not matter which version is active or if a new version is starting — these objects will remain unchanged and continue pointing to the skill.

💬 Suggestion: If users want these objects to reference a specific version instead, they must archive the existing ones and create new objects with the correct active period.

In addition:

• If any skill definition changes are needed for the new version — such as updating the description, adding a new attachment — they need to be done manually, preferably on the start date.

• If some results already exist for a version, rollback isn’t possible until those results are deleted.

• You cannot delete a skill version, you can only rollback to the previous one.

Permissions

• Admins, Super users and users with edit rights on skills can create and manage versions.

• Other users with view access to the skill can view versions.

A global skills library is a valuable measure when you need to implement global, company wide standards.

It's particularly useful when you have different sites around the world which all have a degree of autonomy. It permits the creation and management of local skill requirements (skills for that site alone), while enabling global leaders to enforce global standards.

When do you use the global skills library feature?

Customers use this feature when they recognize the need of managing the skills, requirements, and role definitions centrally. This need can exist if their organization uses multiple AG5 systems across their organization.

Example scenario of how this feature is currently used:

Manufacturing

A manufacturing company has multiple factories worldwide that utilize AG5. To ensure efficient operations and compliance with both local and global skills standards across all of its factories worldwide that utilize AG5, this manufacturing company has implemented our Global Library feature for AG5. This feature enables each factory across the globe to access and apply the specific skills required for its local operations while adhering to global standards, allowing the manufacturer to maintain a high level of skills compliance for all of its manufacturing operations.

What data can be shared between AG5 systems?

The following can be shared from a Global AG5 system to the local AG5 system

• Skill library (i.e. global library)

  • Including the skills (also known as qualifications )

• Organizational structures (i.e. role structure)

  • Including the skill requirements

How can you turn this feature on?

To turn on the Global Library feature for your AG5 system, please follow these steps:

1. Send an inquiry email to requesting assistance in configuring the feature for your system.

2. In your email, specify the skill library that you want to share from one AG5 system to the other(s).

3. Also, specify the organizational structure that you want to share from one AG5 system to the other(s).

Our support team will then work with you to configure the Global Library feature according to your requirements.

Example 1: Safety Certificate - Eligible to achieve - All completed

An employee must first complete the Safety Fundamentals and Safety Practice training courses to earn a Safety Certificate. By setting these courses as prerequisites, you ensure that individuals have a solid understanding of safety principles before attempting to earn their Safety Certificate.

Example 2: Security Certificate - Eligible to achieve - Amount completed

To earn a Security Certificate, an employee must complete at least four out of six available Security Training courses. This prerequisite rule allows flexibility for individuals to choose the courses most relevant to their role, while maintaining a high standard of security knowledge. After an employee completes any four of those courses, you will be able to add a result for the Security Certificate.

Example 3: Assembly Area Officer - Auto achieved - All completed

After earning both a Safety Certificate and a Security Certificate, this employee will automatically generate a result for the Assembly Area Officer skill. Creating this rule will allow you to easily understand who is qualified to act as an Assembly Area Officer during a specific shift, based on other acquired certificates.

The localization feature enables you to translate your skills/qualifications and groupings into different languages. Once enabled, AG5 users in your environment will be shown translated information based on their selected language preference.

To do so, email us at [email protected], specifying the languages you would like included in your AG5. When specifying your languages, it is necessary to also specify your base language. The base language serves as the foundation for the system's skill management.

The following information can be localized in languages already supported by AG5:

• Skill name

• Skill description

• Grouping name

• Grouping description

• Rating scale level names

After the localization feature is enabled, you will see a new icon next to all translatable fields when editing skills, groupings and rating scales.

Clicking on the icon will open a dialogue you can use to specify translations per enabled language.

Skill translations can also be used for searching in the skill overview page.

Above you can see that English is the base language and French, Dutch, German the additional languages.

Important note: The system does not have the functionality to automatically translate your content. The content needs to be manually translated by the user.

Overall history:

In the Organization tab, under Account Management and History, AG5 users with admin permissions can find a full list of changes made in their AG5 environment.

The list offers the ability to look at all previous changes, helping you find a cause should your data appear incorrect or incomplete. We advise new users in AG5 to keep an eye on this list until all AG5 users are familiar and comfortable with our software.

The Overall History shows the time-stamped change that was made, along with the user who enacted the change. Hyperlinks will take you to the relevant page (e.g. clicking on David Beek - Type of proof: Security Certificate will take you to the David’s Security Certificate result details page).

You can also filter this list based on date, user that has created the change, and the action made to easily find the information you are looking for.

Specific history:

Throughout AG5, on pages such as skill (also known as qualification), employee, or grouping, you can find a tab that will show a list of related changes.

This makes it easy to find specific changes relating to one item, as they are always found in the same place within the aforementioned pages.

The semantics of the history pages are continuously improved. Through the course of time, you will see more accurate information about the system changes users made.

Description

The Advanced Analytics API is an AG5 service that provides data to be used in Data Analytics or Data Visualization tools. The provided data comes from the AG5 DataLake, is derived from the data stored in the AG5 system, and selected with the purpose of delivering additional insights.

Elements

The key elements of AG5 Advanced Analytics are:

1. Data stored on Google Cloud Platform

   1. Compliance Computations

   2. Statistics

   3. Entities

All these elements will be detailed in the following articles.

Frequency

The Advanced Analytics data is calculated or refreshed at least daily.

Data Volumes

The Advanced Analytics can be connected to Visualization tools like Power BI. However, these tools can be limited. In general the use of the Advanced Analytics API requires the data to be loaded into your own Data Warehouse or Data Lake via an ETL Pipeline, only small datasets with less than 1000 records (skills, employees, alerts) will probably not need an intermediate storage.

Security

Data security is crucial for any organization, and the Advanced Analytics data is bound to the same strict data protection methods as all other AG5 data.

The data is securely stored in Google BigQuery (hosted in Europe). When providing a customer with access to Advanced Analytics data, AG5 will carefully inform about which data elements will be exposed.

It is the customer’s responsibility to to set up data governance around the use of the provided data within their organization.

1. What is a custom field?

Custom fields are additional fields that can be added to skills and employees.

2. What is the purpose of custom fields?

This page is a list of scenarios with potential access requirements, and which settings are required in AG5 in order to achieve those requirements.

If you're interested in learning more about these types of user accounts, .

The screenshots displayed in this article come from the Organization > Account Management > User Accounts section.

Scenario 1: User should have access to everything

The Admin role should be selected:

Scenario 2: The employee should be able to see their own skills.

The following My Portfolio setting is required:

1. What is the Expert Finder?

An expert finder is a tool for quickly finding qualified employees. It can be found towards the top-right corner of your AG5 instance:

2. What is the purpose of the Expert Finder?

What is a workflow reminder?

Workflow reminders automatically send follow-up emails when a trigger condition remains unresolved after a set time. This helps ensure timely action and reduces the need for manual follow-ups—especially when original workflow emails are missed or ignored.

This is especially useful when employees or managers haven't yet acted on the original workflow email.

1. What is the alert list?

The alert list is a list with details of:

• Skill problems (gaps),

Users of AG5 Advanced Analytics API are free to use any tool available to analyze the data.

Data preparation tools should provide the following functionalities:

• Extract and Process JSON data (or for some cases: CSV format)

• Create Parent-Child hierarchies (to aggregate data)

• Detect and change data types

1. What is master data management (MDM) in AG5?

In AG5 you can centrally create, edit, and delete your organizational master data. Additionally, you can control the quality of your master data with an approval process. This approval process allows you to collaborate and centrally maintain the master data while controlling the quality of your master data.

Master data such as:

• Skills (Also known as qualifications)

In this article, we will give a general explanation of the different data elements available through the Advanced Analytics API.

Compliance Computations

Compliance computations are the core of the Advanced Analytics data. They will allow you to analyze the compliance on an aggregate or detailed level in your organization. The compliance score is a percentage indicating how many of the required qualifications / skills are compliant. For example if 6 qualifications are required, but for only 2 of them people have actually demonstrated that they are skilled enough, the compliance score is 30%.

Advanced Analytics daily calculates and stores compliance on two levels :

You've just been told that you have an AG5 account. That's great! Welcome to the platform.

What now though? How do you sign in?

Signing in with SSO If your organization has]enabled, then the below steps are not necessary, as you'll be able to log into AG5 without creating a password. Instead, simply click on AG5 in your organization's app library or go to . There, after entering your email address, you'll see the option to sign in using SSO.

Signing in without SSO

If your organization does NOT have SSO enabled, follow these steps to create your password:

1. Navigate to your AG5:

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)

Having trouble logging into your AG5 account? Don't worry, we're here to help you troubleshoot! Whether you're logging in with an email and password or using Single Sign-On (SSO), we've got you covered. Below are some common issues and solutions to get you back on track.

Logging in with Email and Password:

1. Check for typos: Double-check the email address you're using to log in. Typos happen more often than you think, so ensure there are no misspellings or extra characters.

2. Verify email domain: Make sure you're using the correct email domain (e.g., ".com" instead of ".de"). Sometimes a simple domain mistake can prevent you from logging in.

3. Confirm user account: Reach out to your organization's AG5 administrator to ensure that a user account has been created for the email address you're trying to log in with. If not, they can assist in setting up your account.

4. Reset password: If you're still having trouble, try resetting your password. You can do this by , entering your email address and selecting the "Request new password" option on the login page. Follow the instructions provided to receive an email from AG5 to reset your password and regain access to your account.

   1. Sometimes the password reset email ends up in your spam folder. If you don't see it right away, give that a look.

5. Contact support: If none of the above solutions work, don't hesitate to reach out to our support team at . Be sure to include the error message you're receiving and the email address you're using for clarification.

Troubleshooting Single Sign-On (SSO):

1. Not Authenticated

What it means: The user tried to log in using their organization’s identity provider, but the login attempt was unsuccessful. The identity provider failed to authenticate the user and redirected them back to AG5.

Possible causes

• Your login credentials may be incorrect

• Your account may not be correctly set up in your organization’s identity provider

What to do next

1. Check your credentials and try logging in again

2. If the issue persists, please contact your organization’s AG5 admin for assistance

   1. The most common issue with SSO login is not being added to the correct user group by your IT department. Ensure that your IT team has assigned you to the appropriate user group within your company's SSO settings.

Example screenshot:

2. Not Authorized

We couldn't grant you access to AG5 because your email domain (ag5.io) is not authorized by your organization.

Possible causes

• You may be using an email that is not linked to your organization’s AG5 account

• Your organization may not have authorized your domain for access

What to do next

1. Check that you're using the correct email address associated with your organization’s AG5 account

2. If the issue persists, contact your organization’s AG5 administrator to verify your email domain and permissions

Example screenshot:

3. No User Account

What it means: We couldn't find an AG5 account linked to your login details.

Possible causes

• Your account has not been created in AG5 yet

• You might be using the wrong login credentials

What to do next

1. Verify that you are using the correct email address associated with your organization

2. If you need access, contact your organization’s AG5 administrator to create an account for you

Example screenshot:

4. Something Went Wrong

What it means: We encountered an issue while trying to log you in.

Possible causes

• There may be a temporary issue with the login service

• Your login request may not have been processed correctly

What to do next

1. Try logging in again after a few minutes

2. If the issue persists, please contact and include the reference details below to help us resolve the issue quickly

Examples screenshot:

Remember, regardless of the login method, we're happy to support you every step of the way. If you encounter any difficulties, don't hesitate to reach out to us at , or at +31 20 4630942.

1. What is the result approvals?

The result approval process is the process in which skill results need approval before these results are definitively active and visible throughout the system.

2. What is the purpose of the result approvals?

The purpose of the result approval process is threefold:

1. To have more control over the data quality

2. So managers can easily track new results for their 'direct (/subordinate) employees' which were added by others. (because the direct manager will have to approve these new results).

3. And last but not least, managers can more easily monitor the quality of his/her employees' performance.

3. Who approves the skill results?

A new skill (also known as qualification) result for an employee, should by default be approved by the direct manager.

The direct manager of an employee is set on the employee's detail page. This manager becomes responsible to approve the skill results of his/her employees.

When an employee doesn't have a manager, then the result should be approved by an "admin user".

Important notes:

• For requested self-assessments, the approver is currently set to the user who created the request, and so, not set to the direct manager. You can read more about this in the .

• It is not mandatory, but we think it is good practice that every employee has a manager assigned, who becomes first responsible for approving the employee's result.

• An Admin user can always approve the results of all employees, even when the direct manager is made first responsible to approve. In the approval list for admin users, they can easily filter approvals that have or have not assigned a specific manager to do the approval.

3.1 Approval by a subject matter expert

Another option in the result approval process is that results can be approved by subject matter experts. These are users in AG5 who have been defined as the owners of qualifications/skills.

When this feature is enabled then each new result needs to be approved by the user that has been selected as the owner of that qualification/skill.

3.1.1. How to define an owner for a skill?

When the approval by the subject matter expert feature has been enabled for your AG5 then you can define skill owners. When you create a new skill or on the skill detail page, you can select another AG5 user as the owner of the data.

Only users that have an account in AG5 can be selected as data owners.

4. Which skill results need approval?

With this feature the following results need to be approved:

• Results submitted by employees themselves (Self-assessments)

• These can be requested self-assessments or self-initiated self-assessments.

• Results submitted by others, with 1 exception, see below.

There is 1 important exception:

The skill results added by a manager for his/her direct subordinate employees, do not need approval.

In the example below, the results added by Jacky Williams for Millie Abbott, do not need approval. Because Jacky is set as the direct manager of Millie.

5. How to approve skill results?

1. In the top navigation bar, on the right, select the control center icon: This icon will have a number next to it if approvals are waiting.

2. Next, select the section "Skill results to approve". In addition to the number next to the control center icon, you'll see it listed here if there are approvals waiting.

3. Per skill result; approve, override or reject.

4. Click the blue "Save results" button to submit your approvals, overrides, or rejections.

Click on this image to enlarge

Important note: The requested self-assessments are approved differently. You can read more about this in the .

6. How to know that a skill result is waiting for approval?

When a skill result is waiting for approval, it will be visually indicated at the top right corner with a blue dot. This blue dot is a general indicator that some action is taken and a new skill result is probably upcoming soon.

Examples of the blue dot:

A blue dot can indicate one of the following 'actions is taken':

• The skill is planned (some training/e-learning is scheduled)

• The skill result is waiting for approval

• The skill has an open self-assessment request (is waiting for an employee to do the self-assessment).

7. Enable this feature

The results approval process feature of AG5 is an advanced feature that isn't enabled by default. So if you want to use this in your organization please contact our support.

1. What is an Organizational Structure, and why do I need it?

The term itself lends a hint! In AG5, an organizational structure is where you organize and establish the framework for managing skills/qualifications within your organization.

Organizational structures are made up of groupings, , and .

Groupings can encompass a wide range of criteria, including job roles, departments, geographical locations (such as countries or factories), or any other pertinent element that your organization requires for tracking skills."

AG5 comes with a set of commonly used grouping types (like team, department, etc). These can be customized for your organization, and brand new groupings can also be added.

The employees you assign to specific groupings in your organizational structure will be one axis of your . You can also create requirements based on those groupings.

Because employees will be tagged with your various groupings, they can be used throughout AG5 (in the expert finder, alert list, employee list, etc) as a filter option, and can also be used as the basis for reporting.

AG5 comes with several pre-created grouping types. You can create your own grouping types by going to Organization > Customization:

From this same menu, it's possible to delete or edit any existing grouping type by clicking on the 3 inline dots:

2. How do I set up my organisation?

You can find the organisational structure section in the Organization tab. To get started, simply click on the Create organizational structure blue button:

You should now be looking at a blank organizational structure.

For this example, we will create a structure based on site locations.

1. Under 'New Element" on the right side, click and hold on New grouping to drag & drop it into our structure:

1. In this example, this top grouping is where we will attach our locations, so we will name it "Locations". Then, we will add our first location, because we might want to add requirements that are location specific, or may want to have a matrix in the future that shows us information based on these locations. To edit a grouping, click on it and then the 'Edit' button in the right hand details pane:

Below, we can see a more complete structure with different regions. We will add a language requirement to Germany and France. Simply click on the button to add a skill requirement and drag and drop it into the relevant grouping.

In the next clip we will add an employee to our location in France. We click on “Add a position” and then drag & drop the employee to France. This means now that he has a requirement of the skill French, because he is part of that specific org structure.

For more information about creating positions for employees, see working with employee positions.

3. Best practices

Nested structure?

We generally recommend keeping the org structure as flat as possible, so it doesn’t get too convoluted and keeps the matrices easy to read. However, it is possible to create a combination and add sub-groupings. For example “Departments & Job roles”, “Locations & Departments,” or whatever works best for you.

Removing employees

If you want to remove an employee from an org structure, you can simply drag & drop the employee to a different group (for example if they move departments) or click on the employee and remove that specific tag. Do not click on the trash bin, because that would remove all the tags. In our example picture you can click on the X next to France, to remove the employee from the location in France.

Duplication

We strongly advise against any kind of duplication. For example, using a job title grouping like "Intern" across different departments. Instead, we advise making them different, such as "Marketing Intern", "Sales Intern", and "Logistics Intern", for example.

Prerequisites allow you to create skill requirements that depend upon other skills being achieved first.

For example, a 'Project Risk Management' certificate might have 3 training courses as real life requirements in order to achieve (image above). In AG5, you can create 3 separate skills for these trainings, and link these to the 'Project Risk Managment' certificate as prerequisites.

A prerequisite can be achieved automatically as soon as connected skills are achieved - or it can be manually achieved by adding a result. Prerequisite rules can be very specific, as you can indicate the exact level that must be achieved for each skill.

Enabling prerequisite rules

The compliance score is calculated by dividing the number of compliant qualifications by the number of required qualifications.

A qualification is compliant when an employee needs to achieve that qualification on a certain level and the employee has achieved the qualification on that level or higher.

Compliance per Grouping

AG5 Advanced Analytics (version April 2023) introduced the compliance per grouping.

A grouping can be a role, a department etc. All groupings in an AG5 repository (environment) can be found under Organization > Groupings.

Generally the Compliance grouping score is calculated by following these steps:

1. What is skill planning?

Skills planning lets you schedule when a skills gap will be closed, ensuring your team is fully qualified for the tasks ahead. This way, you don’t just see missing skills - you know exactly when employees will complete their training or certifications.

2. Why is this important?

A workflow is a function within AG5 which allows admins to automatically notify their users (like employees, managers, etc.) about some of the changes in the system, such as when:

• Skills are missing or expiring soon

• New plannings have been made

• Master data changes have been made

1. What is a self-assessment?

A self-assessment is a process where employees evaluate their own competency levels for specific . Once completed, the assessment is submitted for approval and the are recorded in AG5.

Self-assessment is an advanced feature that isn't enabled by default, so if you want to use this in your organization, please or your customer success manager.

We propose a REST API connection to the Advanced Analytics Data.

REST API

The API is documented here: . Organizations will need an API token to get access to their data. This token can be requested via your Customer Success Manager. The API operations require bearer authentication (also called token authentication) which is an that involves security tokens called bearer tokens.

Some of the parameters used in the API are explained here:

1. What is a skill library?

Skill Libraries are where skills are organized, labeled and structured into category trees. Think of this as a virtual bookcase.

This tree structure of groups is used within many places in AG5. It allows the user to select or filter by a group of skills (also known as qualifications).

Your skills library is located within the Skills page:

Your library is located within the skills page:

2. How to create library sub-categories

In a library, can be categorized based on anything, such as content, type, or use.

The way your libraries are structured directly affects how your skills appear on a matrix. When you change something in a library, your matrices are automatically updated.

There is no limit to the number of library categories that can be created. Having separate library categories for skills can sometimes be useful.

Steps:

1. Go to the Skills page.

2. Select the library: .

3. Add a name for your new skills library.

4. Select thebutton.

3. How to structure skills in libraries

1. Open your library.

2. Drag theelement from the right side and drop it into the white area of your library.

3. Select the newly created category.

4. Change the name of your category.

In this example, "90 Day Review" is missing from the library because no category is listed

4. How to delete categories and libraries

Libraries must be completely empty before they can be deleted. This is to reduce the chances of accidental deletion.

1. Remove all skills by selecting them and then clicking on the trashcan icon that appears on the right.

2. Remove all categories by doing the same.

3. Finally, select the top category and delete.

If the below menu is missing from the library screen, this means you have selected an item in the tree and the details of that item are displayed. Simply click anywhere in the white area on your screen to deselect that item.

5. Some best practices for building libraries

Each category creates a header on a matrix.

See how these categories are nested under "Skills"

And how that is mirrored here, on the matrix

When a new subcategory is added and 5 skills moved into it...

It is reflected on the matrix

Categories which contain only a small number of skills will often be too small to read on a matrix, unless clicked or collapsed.

After moving all but 2 skills out of "New category"

"New category" becomes unreadable unless it's clicked on or collapsed

This pattern continues when adding more subcategories underneath "Soft Skills"

As seen, these subcategories also show up on a matrix

Skills can live in more than one category.

It is possible to add skills to more than one category. As shown below, moving a skill (in this case, "Test") from one category to another does not add multiple instances of a skill (also known as qualification).

However, if dragged over from the right, a skill can be added to more than one category.

While beneficial in certain circumstances, skills living under more than one category will create duplication on a matrix, so bear this in mind.

6. Next steps in your AG5 setup

Once you have finished building your first library with all of your , it's time to use them to add to AG5.

1. What is a skills matrix?

A (skills) matrix in AG5 is a table with employees on one axis and skills on the other.

Just below is a sample matrix with employees on the horizontal axis and skills on the vertical axis. The intersect shows the status of each skill as it pertains to the employee.

For example, we can see that Noah, Sabrina and Logan all have the "5S Standard" skill, while it's a problem area for Sally and Michelle.

2. What is the purpose of a skill matrix?

Skills matrices provide actionable insights - a clear overview of each employee's skill status, and the ability to close any skill gaps with a few clicks.

Matrices can include as many or as few employees and skills as needed. For example, you might create one matrix for an entire department, and have separate matrices for teams and team leaders.

The skills matrix answers the following questions:

• How qualified is my team?

• How qualified are my individual employees?

• Which skills are my employees lacking? (Gap analysis)

• Which skills have a surplus of skilled employees?

3. How to create a matrix?

If you are setting up AG5 for the very first time, we suggest you begin with first.

Matrices operate off the skills, employees and organisational structures you've already added to/built in AG5. If you have yet to do those things, please check out these pages first:

When you're ready, navigate to the Matrices tab.

• Click on 'New Matrix' - This button lives to the right of the search bar:

• 1) Select employees - Employees are not selected individually. Instead, employees are added to a matrix by choosing employee groupings (or tags). All employees associated with the chosen groupings will appear on the matrix. The groupings an employee has depends on their positions. We have two different methods for finding groupings.

To edit a matrix after it's been created, click on 'Matrix options' (the icon with the 3 dots in the top right-hand corner of the matrix). This takes you back to the matrix creation menu.

Display Settings are accessed by clicking on the icon to the right of the three buttons. Here, users can invert columns and rows, adjust row and column and header sizes, change the matrix view (gap [default], required or achieved), and view the legend for the various symbols.

1. What is a Skill?

In AG5, a skill (also known as a qualification) is our umbrella term for anything that can be achieved that you want to measure and record for employees. Skills can range from actual skills to courses, certifications, competencies, degrees, experience, training on the job, physical characteristics, skills, pieces of knowledge, etc.

2. What is the purpose of a Skill ?

Skills exist to understand and record employee capabilities, and to determine whether or not an employee is qualified to carry out a certain activity.

Skills can also be applied to positions as This means that anyone with a certain position would be required to complete the relevant skills in order to be considered compliant.

Extended to skills matrices, AG5 visualizes any gaps in compliance, making it easy to close those gaps and reach 100% compliance.

3. How to create a skill?

1. Go to the skills page from anywhere in AG5.

2. Click the blue button: .

3. Fill in the skills characteristics. The blue text fields with * are mandatory.

4. Select the blue button: .

3. Skill characteristics:

Each skill has its own characteristics. Name: (mandatory)

• The name of the skills.

Code: (mandatory)

• If your company uses a coding structure for your qualifications/skills, you can enter the code here. If no coding structure is known or desired, just copy the name into the code field. Codes can help you organize your skills and make searching for them easier.

• Also, skills (also known as qualifications) will be sorted on the matrix by code in alphanumerical order. Thus, altering the code is how to re-order your matrices.

Description: (optional)

• Here you can enter the description of the skills but also add anything at all relevant, for example, a link to work instructions or to other documentation.

Rating scale: (mandatory)

• The scale determines how the skill should be scored, for example, with a 'Passed/Failed' or with another self-defined rating scale. need to be set up before they can be used.

Skills type: (optional)

• This field can help you to sort or recognize the skills in the skill list. Some typical skill types are 'training', 'certificate' or 'skill'. However, meaningful categorization of skills are best done in the library instead of by skill type (see the article on ).

Validity Period: (optional)

• This period defines the default validity of this skill after a result has been added - in other words, when it expires. After a result has expired, the skill will be displayed as missing for the employee.

Warning period: (optional)

• This period defines at what point in time a warning will be shown in AG5 that the result is about to expire.

Active period: (optional)

• These fields govern when skills will be considered active in AG5. As long as a skill is active, it will appear throughout the rest of the system (matrix, alert list, employee detail page, etc.). If the "Until" field is prior to today's date, then the skills is inactive and will not appear throughout the system. This is useful when the need for specific skills has passed, but retaining records for auditing purposes is still of importance.

Custom field: (optional)

• It is possible to have custom fields added to AG5.

3.5 Skill tabs:

Each skill has 4 relevant tabs:"Employee Status", "Required for", "Attachments", and "History".

Employee Status will show the current status of every employee who has a result, requirement or both.

Required for lists which groupings a specific skill is required for.

Attachments are where you can directly attach files (such as PDFs) to skills, as well as where these direct attachments are stored and accessed.

History will show you the history of a skill from creation to the current day.

4. Skill-specific level descriptions

Each skill uses one rating scale. And each rating scale can be used for different skills. But the contextual meaning of each rating scale level can be different per skills.

To make sure every user has the same understanding of what exactly each level means, you can describe each level within the skill detail page. To do so within a skill page, click on the button just above and on the right of the rating scale:

Level descriptions can be made visible while adding results in AG5. Example:

When there is no skill-specific description defined within the skill, the general description of the rating scale will be used.

5. Next steps

Creating skill is in AG5 is one of the first steps in setting up your skills management in AG5, and is important in order for AG5 to understand how skills are organized in your company and for defining requirements for positions.

Therefore, the next articles which are important for completing your AG5 setup are:

Integrations allow you to connect your existing software applications to your AG5 system and exchange information. This streamlines your workflow, reduces workload, and minimizes the risk of manual errors.

Which software applications can be integrated with AG5?

AG5 often is and can be integrated with your Single sign-on identity provider (SSO), your Human Resource Management System (HRMS) and your Learning Management System (LMS). Integration with planning software is also possible.

Single sign-on (SSO) integration

Single Sign-On (SSO) is an authentication and authorization method that enables users to access AG5 using their own identity provider, eliminating the need for multiple usernames and passwords. This simplifies login for employees, reducing security risks. AG5's SSO Integrations adhere to the SAML2 standard.

Human resource integration (HRMS/HRIS)

Integrating your HRMS or Human Resource Management System (also known as a Human Resources Information System or HRIS) with AG5 automates the synchronization of employee data.

The primary purpose of doing so is to ensure the accuracy of HR data within AG5, thereby eliminating the need for manual management of such data. This integration offers the advantage that when defining your organization's training requirements in AG5, you no longer have to manually handle:

• Employee turnover

• Employee absences

• Employee job and position changes

This provides managers and training experts with the reassurance that their HR data is always up to date.

Furthermore, AG5 offers the capability to maintain not only standard HR roles and structures but also operational roles and structures, ensuring the accuracy and completeness of your training requirements model.

This integration is typically configured through an API connection or sFTP upload.

What HRMS data can be synchronized with AG5?

• Basic employee information (first name, last name)

• Job information (HR role, contract type, contract dates, leave dates, manager)

• Organizational structure (department, function, legal structure, etc.)

Learning management system (LMS) integration

The primary purpose of integrating an Learning Management System, or LMS, with AG5 is to ensure seamless access to organizational training, courses, and e-learning materials while defining training requirements. By centralizing these needs in AG5, alongside other operational structures managed by departments like operations, it streamlines the organization's training process.

AG5 then serves as the central hub for all training requirements, enhancing assignment capabilities. When training requirements align with HR and operational structures in AG5, employees are automatically assigned relevant training in the LMS, ensuring accurate allocation.

Data synchronized from the LMS to AG5 includes the following skills data:

• Training items

• E-learning

• Curricula

• Competencies

You can also configure the LMS integration to assign required training in your LMS. The assignment data that will be exchanged is:

• Employee info

• Required training info

Additionally, the LMS integration can be configured to assign required training and exchange assignment data, including employee and training information.

Upon completion of training in the LMS, the following achieved training data can be synced back to AG5 through the same integration:

• Training item results

• E-learning completions

• Curricula status

• Competency achievements

LMS integrations with AG5 utilize an API or the LTI standard.

Integrating with a planning tool or another software application?

In addition to the common integrations mentioned above, AG5 can also integrate with other software, like planning organizations.

For example, for some organizations, incorporating employees' skills into work planning is crucial, especially as it concerns quality, health, environment, or regulatory requirements.

To streamline planning and minimize time and effort wastage, they integrate AG5 with their planning systems.

This ensures access to employees' up-to-date skills data in their planning software, reducing human error when assessing employee skill sets during the planning process.

What planning data can be synchronized with AG5?

• Employee information

• Skill information

Would you like to start integrating?

Feel free to contact us to discuss your integration needs beyond SSO, HR, and LMS integrations.

Do you want to integrate your existing software applications with AG5? Contact your Customer Success Manager or reach out to our support department. We'll discuss your objectives and customize any integration to meet your needs.

A Position is an important concept in AG5. Positions are how an employee's role in the company is defined within AG5, and importantly, how requirements are assigned to an employee.

Positions are made up of grouping tags which define everything about an employee that your organization wishes to track in AG5 (organization, location, job roles, departments, teams, shifts, etc.). There is no limit to the number of grouping tags that can be added to a position.

If the grouping tags in an employee's position have assigned requirements, then the position also has those requirements, and they automatically apply to the employee.

The position field is located underneath an employee's details. For example, the employee below is tagged with a job role and an org unit:

Positions can be expanded to show exactly where the requirements come from by clicking on the ^ in the position box:

Requirements for a position are represented by the bars with numbers. Green bars and associated numbers represent achieved requirements, and red for unachieved requirements.

In our example, Abbie has completed 2 of his requirements as a Process Lead, has 7 outstanding Process Lead requirements, and one requirement because he's part of the Logistics org unit in Acme Inc:

Reminder: these requirements can be found under Organization > Organizational structures, or under Organization > Skill requirements.

Abbie's requirements as they appear in the organisational structures:

Creating new positions

By default, brand new employees don't have positions yet (unless you have an HR integration, which creates positions automatically using your HR data).

A position can be created in two different places:

• By clicking "New" on the employee details page:

• By clicking on "Create a new position" from an organizational structure:

When creating or editing positions, remarks can be added and the position's active period can be defined.

Editing positions

After they're created, a position can be edited (tags added or removed) in a few places.

From the employee details page - Click the 3 dots on the right-hand side of the position and go to "Edit position":

In an organizational structure - Drag the employee (in green) from one grouping to another. This will remove the tag from the initial grouping their position is in, and apply the tag from the destination grouping. This is useful for, as an example, moving an employee from one department to another:

Tags can also be added from within the position dialogue box on the right side, after clicking on a specific position (in green). This is useful when you do not want the initial grouping tag removed from a position. For example, here we will add Aaron Barnes to the Maintenance org unit without removing him from the Packing org unit:

Be careful! Clicking the trash can icon on a position will delete it entirely.

Multiple positions

Because a position usually represents a person's entire function at work, in most cases it makes sense for employees to only have one position per person.

However, employees can have more than one position. Typical use cases include:

• Overlapping periods of position

  • Example: Old position ends 31st of August - A new position (with new requirements) starts 1st of August

• Archiving old positions for record keeping

• Secondary positions outside of usual function

How do multiple positions work?

If two or more active positions are held concurrently, requirements from both positions will apply to the employee at the same time.

This is useful when an employee has a secondary position (E.G. First Aid), or a temporary assignment, and both position's requirements need to be measured together.

If the "Active period" settings are used to indicate start and end dates for a position, then requirements will only apply when the position is active. In other words, the "Active period" settings tell AG5 exactly when (From > To) an employee should have a position.

For example, using the "From" field, we can take the same second position from above and set it to only kick in at a future date:

When the "From" date is set for the future, the colored bars turn grey and the number of requirements become zero, until the position's "From" date arrives. Then those requirements will reappear.

We could do something similar using the "To" field and set a position to expire at a certain date in the future. Or we could archive the position, by setting the "To" date to some time in the past.

If a second position needs to be created, it's often best to do so from the employee details page:

Potential positions

Underneath positions, you'll see another area called "Potential positions":

Just like it sounds, this feature helps you or your employees find potential positions, based on the achieved skills of an employee and and the requirements for any existing position.

For example, take Abbie Ahmed here. He has 4 achieved skill results:

Based on these results, clicking on the "Browse" button in the Potential positions area shows us positions that Abbie might qualify for:

If a potential position shows a 100% match, then there you go! A fully qualified employee ready to move into that role. If there's less than a 100% match, expanding the potential position shows us the gaps we'd need to close to get to 100%:

If desired, potential positions can be pinned to employee's profile. This is useful for tracking progress, or for discussions with the employee about personal growth and development:

Combining this feature with the Expert Finder is a great way to plan for the future and put employees in the right positions for maximum impact.

Why different account types?

AG5 consists of different sections (pages, tabs etc):

• Matrices - for skills management.

Here is an example dashboard.

Let's go through all 3 boxes, and 6 charts.

Card: Compliance

The compliance percentage is determined by dividing the number of compliant skills (valid and required skills) by the total required skills for an individual, matrix or workforce.

Great for allowing managers and employees to add results and electronic signatures from the floor, our Skills app provides an intuitive interface for managing and viewing skill development and results.

It is available for iOS phones in the App Store, and for Android phones in the Google Play Store.

What's possible in the app?

• Adding of results

  • Can add attachments to results

  • Can add eSignatures to results

• Viewing of results

  • Can view all results added by yourself for other users if your user account has the right permissions (E.G: admin, super user, custom user, my portfolio user with edit rights)

  • Can view all results added to your employee profile

• Can view and download attachments and e-signatures

This article's screenshots are built using the iOS app. The Android app has the same functionality.

App layout

The AG5 Skills app has 4 separate tabs:

• Home

• Add result

• My portfolio

• Settings

Home tab

When you first open the app, you'll be taken to the home screen. Here (if you have an employee profile of your own), you'll see your Skills overview, a visual overview of the number of your achievements, as well as the number of skills still required for your position.

Next, you'll see a shortcut for adding results. Pressing this blue button will take you to the "Add result" tab.

Below here you'll find your "My results" section, which contains all results against your employee profile that have been added over the last 3 months.

This section is only present if your user account is linked to an employee profile.

Finally, as you scroll down, you'll find the "Results added by me" section. Just like it sounds, this is where all results added by your user account over the last 3 months are displayed.

Be default, the app shows the 3 most recent results added. Tapping on "See more results" will show you all results from the last 3 months.

After tapping "See all results"

In either the "My results" or the "Recently added results" sections, tapping on an individual result will take you to the details of the result. From here, it's possible to view and download attachments and eSignatures.

Add result tab

This tab is where you add results (surprise, surprise). Assuming your user account has the correct edit rights, it's possible to add results for yourself, as well as for others.

First, a date is chosen for the beginning of the result validity.

After "Next" is pressed, you'll be able to choose the employee for the result by tapping on their name. Only one employee can be chosen at a time (we advise using the matrix on the web application if you wish to add multiple results in one go).

Then, a score is chosen. This page is also where you can add remarks or take a picture of any relevant documentation or certification. There are no limits to the number of pictures that can be uploaded.

By tapping the symbol, you'll be able to see the rating level descriptions (if they have been filled out by your organization).

Go back to the score selection page by tapping the < symbol in the top right.

Finally, you'll reach the Summary page. Before submitting, this is where it's possible to add an eSignature with a watermark. There is a limit of one eSignature per result.

Once the eSignature is saved, you're returned to the summary page where the presence of the eSignature is shown below the "Employee eSignature" button. To proceed, simply tab "Submit" and your result is saved.

My portfolio tab

This tab allows users who have an employee profile to all of their valid and required skills. Tapping on each skill provides details, as above.

For employees with many requirements, the search, sort and filter functions make it easy to find any skill.

• Viewing plannings

  • A blue dot next to a skill indicates that a planning has been created for a skill gap.

  • Tapping the skill with the dot (in our example here, "Customer Relations") takes users to the details page, where the planning deadline is visible:

Settings tab

Last but not least, the settings tab allows users to:

• Choose active repository (if more than one are available for your user account)

• Choose language

• Contact support

• Log out

Questions or feedback? Please let us know at .

This article gives some example KPIs and dashboards that can be calculated /created with the Advanced Analytics API.

KPIs

Number of results

Meaning: How many results are added into the system in total (is also used to calculate the AG5 subscription fee)

Method: Sum the total amount of records in the Achievement table

Application: As a Scorecard (one number) or as aTime series chart (evolution over time)

Repository compliance

Meaning: How compliant is the whole workforce in the repository.

Method: There are many different ways to calculate this average, but we suggest to use EmploymentQualificationCompliance where you calculate the Average compliance_score for the records with one of the following values in compliance_status:

Please note that we do not include the statuses where the Qualification is not required. Also see the important note about ‘partial compliance’ at the end of the about compliance calculations. And finally, be aware that this calculation does not include the count-rules.

Application: As a Scorecard (one number) or as a Time series chart (evolution over time)

Number of accounts

Meaning: How many people have access to AG5? Which could be an indicator for the progress in the roll-out of the AG5 application.

Method: The RepositoryStatistics Event stores the field accounts_count every day

Application: As a Scorecard (one number) or as a Time series chart (evolution over time)

Dashboards

Alert list as chart(s)

Meaning: The Alert list in the AG5 product shows the status of the Employee-Qualification Compliance in three colors: Green (Fine), Orange (Warning), Red (Problem). These statuses and their colors can be represented as a chart which will give a visual representation of the compliance status of the repository.

Method:

The EmploymentQualificationCompliance Events table stores the Alert list data for each date.

• Group the Compliance events of a date by their ‘Color’

• Display the count per color

Note: you can decide to exclude the scores for the qualifications that are ‘NotRequired’, but this depends on your Skills Management Strategy.

Application:

As a Pie chart (for a specific date) or as a Time series chart (evolution over time)

Compare compliance between departments

Meaning: See how departments compare in their compliance score and which departments can learn from each other.

Method:

The GroupingCompliance Event has different compliance score calculations (see the about compliance calculations).

To compare some specific departments:

• First find their id in the Grouping Entity table.

• Then filter the GroupingCompliance Events on those grouping_ids

• Display the preferred compliance_score (Isolated compliance, Contextual compliance, Positional compliance or Count rule compliance)

To compare all departments:

• First find the id for ‘Department’ in the GroupingType Entity table.

• Then filter the GroupingCompliance Events on the grouping_ids with that grouping_type_id

• Display the preferred compliance_score (Isolated compliance, Contextual compliance, Positional compliance or Count rule compliance)

Note: you will need to filter out the GroupingCompliance Events where the num_required is zero in order to keep the groupings with no requirements from influencing the average.

Application:

As a Pie chart or Bar chart (both for a specific date) or as a Time series chart (evolution over time)

Compare compliance between locations

Meaning:

Compare locations on their compliance scores and identify which locations can learn from each other.

Method:

The GroupingCompliance Event has different compliance score calculations (see the about Compliance Calculations). In this example, we assume that every location consists of multiple sub-groupings (departments, teams etc).

To compare some specific locations:

• First find their id in the Grouping Entity table.

• Create a hierarchy by using the parent_id in the Grouping Entity table.

• Collect the ids of the subgroupings for each location from the Grouping Entity table.

• Compute the average of the preferred compliance_score in the GroupingCompliance Events table for the subgrouping’s grouping_ids

Note: you will need to filter out the GroupingCompliance Events where the num_required is zero to keep the groupings with no requirements from influencing the average.

Alternative way Use the EmploymentQualificationCompliance Events

• If necessary, transform the Position Entity table, so that the grouping_ids column is unpivoted. This means that if a position has multiple tagged groupings, a row is created for each grouping_id with the general Position fields (like employment_id).

• Join the EmployeeQualificationCompliance Events table with the Employment Entity table which in its turn is joined with the Position Entity table.

• Filter the EmployeeQualificationCompliance Events with the Position grouping_ids that correspond with the needed Locations (a hierarchy like in the previous example might be needed) and aggregate (average) the complance_score

Note: you will need to filter out the EmploymentQualificationCompliance events where the required_score is zero in order to keep the situations where a qualification is not required for the employee from influencing the average.

Application:

As a Pie chart or Bar chart (both for a specific date) or as a Time series chart (evolution over time). (for pictures, see previous example)

Show the qualifications with the biggest gap

Meaning:

Get the top 10 qualifications with the biggest gap (lowest compliance). For this the Qualification Compliance needs to be calculated

Method:

• Join the EmployeeQualificationCompliance Events table with the Qualifications Entity table.

• Calculate the average compliance_score for all Events on a certain date for each Qualification : The Qualification Compliance.

• Make sure you filter out the events where the required_level is zero before calculating the average

• Sort the average compliance_scores from lowest to highest. Or calculate the Gap as (1 - compliance_score) and sort from highest to lowest. Display the top 10.

Application:

As a Bar chart or table.

Show the best performing Employees

Meaning:

Get a top 10 of Employees with the biggest gap (highest compliance). For this the Employee Compliance needs to be calculated

Method:

• Join the EmployeeQualificationCompliance Events table with the Qualifications Entity table.

• Calculate the average compliance_score for all Events on a certain date for each Employment: The Employee Compliance.

• Make sure you filter out the events where the required_level is zero before calculating the average

• Sort the average compliance_scores from highest to lowest. Display the top 10.

Application:

As a Bar chart or table. (for pictures, see previous example)

What is a skills requirement?

Requirements are a set of defined in AG5 as required for a specific job role, function, team, or any other type of someone can have.

Once AG5 knows what is required for a position, it's possible to identify skill gaps.