Introduction

Filtering and constraining your role and skill coverage analysis will give you a more accurate picture of the people who may be best suited to step into certain roles and what skills should be priorities for development.

The following order of steps is only a suggestion, not a hard and fast set of rules. Of course, you can dive into a coverage analysis and make these adjustments in any order you wish.

The key step we always recommend you perform is to save the configuration of your analysis so that you can come back to it and make it available to others.

The more constraints you place on your analysis, the more likely you will surface skill gaps and get an accurate picture of where your organization has a strong talent pipeline to meet future goals.

Step 1: Constrain the scope of your analysis (people, roles, skills)

Once you’ve selected a competency model for which you want to view skill coverage and the level at which you want to understand coverage (e.g., jobs, roles, competencies, behaviours, etc.), you can further constrain your analysis by:

• People Tags (e.g., location, function, business unit). Note that location tags are applied separately from tags you may have used to indicate the function or other characteristics (e.g., ‘senior leader’ or ‘manager’)

• Skill Groupings (e.g., must-have, should-have, nice-to-have)

• Specific elements from the selected level (e.g., specific roles or jobs)

• Skill category

• Tags applied to elements of a competency model - note that it is possible to apply tags to groups of roles in your organization to make it easy to look at a subset of a function, for example, or however, you want to use them

Step 2: Lock people to roles or jobs when needed

It’s very likely that in any role or skill coverage analysis, there will be individuals included in your analysis whom you know should not be considered for coverage of any role other than the one they play now, or perhaps a role you plan to have them play in the near future.

Another reason you may wish to constrain the analysis in this way - you want to ensure only certain people are considered for certain roles.

You can lock someone to a role in the following ways:

In the matrix: hover and click over the lower right-hand corner of the square at the intersection of the person and question and the role(s) to which you want them locked.

From an individual’s role coverage profile: When you click on a square in the matrix for any individual/role combination, the lock will appear in the upper left-hand corner of the window.

From role/job coverage insights: For each role where a person is listed in strengths or weaknesses, when you open the drawer for that role, a little lock appears next to the name of each person who is listed as having any of the skills to meet the needs of that role. You can lock these people to the role from here.

Step 3: Set capacities for roles

You can either type a number into the boxes below each role name or use the arrows to increment by one. Setting capacities tells Ibbaka Talio how many people you need in each role depending on whether you are doing a present- or future-state analysis.

We created capacities as a way for you to represent your ‘targets' for headcount in key roles that are essential to the organization achieving its goals.

Step 4: Save your configuration

There are two ways you can ensure the configuration of your analysis is saved so you can return to it later and make it available to others.

1. When no configuration is selected, you can click the plus button to save and name your current configuration

2. Save changes to an already saved configuration at a point in time

3. Auto-save any changes you make to a current analysis without needing to click save

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