Overview

The TM Skills Dashboard tracks how employees are upskilling and where role skill gaps remain. It covers two areas: a skill inventory with upskilling activity (Overview tab), and role-level skill assessments with gap analysis (Skill Assessment and Role Gaps tab). It is intended for Talent Management stakeholders who need visibility into organizational skill health, learning engagement and role readiness.

Reading this dashboard

Date range — applies only to the Upskilling Activity metrics. "Completed" metrics are filtered by completion date; "Started" metrics are filtered by start date. All Time metrics, Employee Profile Skill Trends and everything on the Skill Assessment and Role Gaps tab are current snapshots and are not affected by the date range.

Employee records — metrics count employees that have a valid employee ID.

Filters — Is Alumni, Business Unit, Job Function, Location Country and Seniority can be applied across the dashboard.

Counting — an employee is counted once per metric by profile, regardless of how many skills or activities they have.

Overview tab — All Time

Total Employee - All Time

Definition: Total Employee - All Time measures the total number of employee profiles ingested into Eightfold. It gives visibility into the organization's profile data within the platform.

How it is calculated: Counts distinct profiles that have an employee ID.

Note:

• Can be broken down by Business Unit, Location Country, Job Function and Is Alumni.

Total Profile Skills - All Time

Definition: Total Profile Skills - All Time measures the count of distinct skills present on employee profiles across the organization, including both role skills and other skills. It shows the breadth of the organization's skill inventory.

How it is calculated: Counts distinct skill names on the profiles of employees with a valid employee ID. Each skill is counted once, however many employees hold it.

Note:

• Can be broken down by Business Unit, Job Function, Employee Level and Location Country.

Total Role Skills - All Time

Definition: Total Role Skills - All Time measures the count of distinct skills that are required for employee roles across the organization. It shows the breadth of skill requirements defined for roles, independent of any employee's assessment or proficiency.

How it is calculated: Counts distinct role skill names. Each skill is counted once, however many roles require it or employees hold those roles.

Note:

• Can be broken down by Job Function, Business Unit, Employee Level and Location Country.

Overview tab — Upskilling Activity

These metrics track upskilling through courses, projects and development plans.

Forms of upskilling — courses, projects and development plans.

Date — "Completed" metrics are filtered by completion date, so an activity is counted when it was completed inside the selected range. "Started" metrics are filtered by start date.

Drilldown — available by Business Unit, Job Function (Lob), Seniority and Location Country, and by source type where the metric combines several forms.

How completion is determined

Applies to every "Completed" metric in this section. An activity counts as completed when either of the following is true:

• Its project status is complete or archived, or
• Its source type is Course or Upskilling.

In filter-builder terms, two clauses joined with OR:

Column	Operator	Value
project_status	IN	complete, archived
source_type	IN	Course, Upskilling

Why project status rather than a completion date: projects that finish by being archived do not get a completion timestamp. A rule based on the completion date alone misses them, and archived is the gap this rule closes.

Note on the OR branch: the source type clause admits every Course and Upskilling row, including ones still in progress. The measure must therefore still constrain completion percentage to 1.0 for those two forms; the status clause is what carries Projects. Without that constraint in the measure, the "Completed" metrics will also count in-progress courses and development plans.

Status values are case-sensitive as stored. The values this rule matches are lowercase (complete, archived). Other spellings are not picked up.

This rule applies to:

• Weekly / Monthly Trend of Employees who Completed Courses, Projects, Development plans
• Employees who Completed Courses, Projects, Development plans - Business Unit

Courses, Projects and Development Plans Completed

Definition: Courses, Projects and Development Plans Completed measures the total count of upskilling activities completed by employees within the selected date range. It reflects the volume of formal learning and development engagement through structured programs.

How it is calculated: Counts completion records that are fully completed (100% completion), by course ID.

Note:

• Each completion is counted, so an employee who completes several courses, or the same course several times, contributes several times.

Skills Added by completing Courses, Projects and Development Plans

Definition: Skills Added by completing Courses, Projects and Development Plans measures the count of distinct skills acquired through fully completed upskilling activities within the selected date range. It reflects the diversity of skill development and the impact of learning programs on closing skill gaps.

How it is calculated: Counts distinct skill names associated with at least one fully completed upskilling activity. Each skill is counted once, however many employees acquired it or activities covered it.

Employees who Completed Courses, Projects, Development plans

Definition: Employees who Completed Courses, Projects, Development plans measures the count of distinct employees who have fully completed at least one upskilling activity in any form within the selected date range. It indicates the reach of successful learning and development outcomes.

How it is calculated: Counts distinct employees with at least one fully completed (100% completion) upskilling activity.

Employees who Completed Courses

Definition: Employees who Completed Courses measures the count of distinct employees who completed at least one course within the selected date range. It indicates the reach of course-based upskilling.

How it is calculated: Counts distinct employees with a course completion record dated in the selected range.

Employees who Completed Projects

Definition: Employees who Completed Projects measures the count of distinct employees who completed at least one project-based upskilling activity within the selected date range. It indicates the reach of experiential, project-based development.

How it is calculated: Counts distinct project team members on projects completed in the selected range.

Employees who Completed Development Plan

Definition: Employees who Completed Development Plan measures the count of distinct employees who fully completed at least one development plan within the selected date range. It indicates the reach of structured development plan initiatives.

How it is calculated: Counts distinct employees with a fully completed (100% completion) development plan.

How "Started" is counted

Applies to every "Started" metric below.

Date — filtered by start date, so an activity is counted when it began inside the selected range, whether or not it has since been completed.

Start date by form — course start date for courses, project start date for projects, and plan creation date for development plans.

Drilldown — available by Business Unit, Job Function (Lob), Seniority and Location Country, and by source type where the metric combines several forms.

Coverage caveat — read before using Started Courses. Start date is not equally populated across the three forms. Projects and development plans are effectively fully covered. Courses are not — most course attendance records carry no start date, so Employees who Started Courses undercounts and should not be read as a true count of course starts, nor compared directly against Employees who Completed Courses. This is a source-data gap in course attendance, not a dashboard calculation issue.

Employees who Started Courses

Definition: Employees who Started Courses measures the count of distinct employees who began at least one course within the selected date range. It indicates how many employees are entering course-based upskilling, regardless of whether they finish.

How it is calculated: Counts distinct employees with a course record whose start date falls in the selected range.

Note:

• Most course records carry no start date, so this metric undercounts. See the coverage caveat above.

Employees who Started Projects

Definition: Employees who Started Projects measures the count of distinct employees who joined at least one project that began within the selected date range. It indicates the reach of experiential, project-based development at the point of entry rather than completion.

How it is calculated: Counts distinct project team members on projects whose start date falls in the selected range.

Employees who Started Development Plan

Definition: Employees who Started Development Plan measures the count of distinct employees who had at least one development plan created within the selected date range. It indicates how many employees are entering structured development, regardless of how far they progress.

How it is calculated: Counts distinct employees with a development plan whose creation date falls in the selected range.

Note:

• A development plan has no separate user-set start date in practice — the stored plan start date is effectively never populated. Plan creation date is used instead and is populated on every plan.

Monthly Trend of Employees who Completed Courses, Projects, Development plans

Definition: Monthly Trend of Employees who Completed Courses, Projects, Development plans shows, month by month, how many distinct employees fully completed upskilling activities, split by form of upskilling.

How it is calculated: Counts distinct employees with a fully completed upskilling activity, grouped by completion month and source type (course, project or development plan).

Note:

• Completion is determined by the rule in How completion is determined — project status complete or archived, OR source type Course or Upskilling.

Weekly Trend of Employees who Completed Courses, Projects, Development plans

Definition: Weekly Trend of Employees who Completed Courses, Projects, Development plans shows, week by week, how many distinct employees fully completed upskilling activities, split by form of upskilling.

How it is calculated: Counts distinct employees with a fully completed upskilling activity, grouped by completion week and source type (course, project or development plan).

Note:

• Completion is determined by the rule in How completion is determined — project status complete or archived, OR source type Course or Upskilling.

Employees who Completed Courses, Projects, Development plans - Business Unit

Definition: Employees who Completed Courses, Projects, Development plans - Business Unit shows how many distinct employees fully completed upskilling activities in each business unit, split by form of upskilling.

How it is calculated: Counts distinct employees with a fully completed upskilling activity, grouped by business unit and source type.

Note:

• Completion is determined by the rule in How completion is determined — project status complete or archived, OR source type Course or Upskilling.

Recently gained Skills by completing Courses, Projects, and Development Plans

Definition: Recently gained Skills by completing Courses, Projects, and Development Plans is a table of the skills employees gained through fully completed upskilling activities within the selected date range, with how many employees gained each. It helps identify the most recently gained skills in the organization.

How it is calculated: For each skill: Total Employee Upskilled — the count of distinct employees who completed an upskilling activity covering that skill.

Overview tab — Employee Profile Skill Trends - All Time

Total Unique Skills - Business Unit

Definition: Total Unique Skills - Business Unit measures the count of distinct skills present on employee profiles within each business unit, including both role skills and other skills. It shows the breadth of skills available in each unit and allows comparison across business units.

How it is calculated: Counts distinct skill names on the profiles of employees with a valid employee ID, grouped by business unit. Each skill is counted once per business unit, however many employees in that unit hold it.

Note:

• All time; the date range does not apply.

Top Profile Skills

Definition: Top Profile Skills is a table of the skills present on employee profiles with the number of distinct employees who hold each. It identifies which skills are most widespread across the organization and where its skill strengths lie.

How it is calculated: For each skill: Total Employees Skills — the count of distinct employees with a valid employee ID who hold the skill.

Note:

• Skills flagged as not applicable or excluded on a profile are not counted.
• All time; the date range does not apply.

Skill Assessment and Role Gaps tab

Covers how many employees have approved roles, how much of their role skills have been assessed by themselves and by their managers, and where gaps against role benchmarks remain.

Role skills — the skills required for an employee's role. Each role skill can have a benchmark, which is the proficiency level the role requires.

Assessments — a self-assessment is a rating the employee gives a role skill; a manager assessment is a rating the manager gives it. Each has a rating and a timestamp.

Gap — a gap exists when an assessed rating is below the benchmark. "No Gap" means the rating meets or exceeds the benchmark.

Assessment bands — employees are grouped by the share of their role skills that have been assessed: 0–20%, 20–40%, 40–60%, 60–80% and 80–100%. Only employees with at least one assessment appear, so there is no "not assessed" band.

Snapshot — all metrics on this tab are current; the date range does not apply.

Drilldown — available by Business Unit, Job Function, Employee Level and Location Country.

Employees with Approved Roles

Definition: Employees with Approved Roles measures the count of distinct employees who are mapped to approved, initialized roles. It shows how many employees have a formal, approved role with defined skill requirements, which reflects workforce clarity and role structure maturity.

How it is calculated: Counts distinct employees with a valid employee ID whose role assignment is approved.

Employees with Role Skill Benchmark

Definition: Employees with Role Skill Benchmark measures the count of distinct employees who are mapped to roles where a skill proficiency benchmark has been set. It shows the maturity and clarity of role skill requirements.

How it is calculated: Counts distinct employees with a valid employee ID who are associated with a role skill whose benchmark value is 1.0.

Employees with at least one Role Skill Self-Assessed

Definition: Employees with at least one Role Skill Self-Assessed measures the count of distinct employees who have self-assessed their proficiency in at least one role skill. It shows how many employees are actively engaging in skill self-evaluation.

How it is calculated: Counts distinct employees with a valid employee ID who have a role skill with both a self-assessment rating and a self-assessment timestamp.

Employees with at least one Role Skill Manager-Assessed

Definition: Employees with at least one Role Skill Manager-Assessed measures the count of distinct employees who have at least one role skill assessed by their manager. It shows the extent of manager engagement in skill assessment and development.

How it is calculated: Counts distinct employees with a valid employee ID who have a role skill with both a manager assessment rating and a manager assessment timestamp.

Manager Assessment Distribution - All Time

Definition: Manager Assessment Distribution shows the count of distinct employees with at least one role skill assessed by their manager, broken down by the percentage of their role skills that have been manager-assessed. It reveals how widely manager assessment is spread and where coverage is thin.

How it is calculated: Counts distinct employees grouped by assessment band, where the assessment percentage is the number of role skills with a manager rating divided by total role skills, multiplied by 100.

Self Assessment Distribution - All Time

Definition: Self Assessment Distribution shows the count of distinct employees with at least one role skill self-assessed, broken down by the percentage of their role skills that have been self-assessed. It reveals how widely employees take part in skill self-evaluation.

How it is calculated: Counts distinct employees grouped by assessment band, where the assessment percentage is the number of role skills with a self rating divided by total role skills, multiplied by 100.

Role Skill Distribution

Definition: Role Skill Distribution shows the count of distinct employees broken down by the percentage of their required role skills that they currently hold. It shows how ready the workforce is, from employees with strong alignment to their role to those with significant gaps.

How it is calculated: Counts distinct employees grouped by the share of required role skills they have: 0–20%, 20–40%, 40–60%, 60–80% and 80–100%. The share is the number of role skills the employee has divided by the total role skills required for the role, multiplied by 100.

Top Skills in Role Gap

Definition: Top Skills in Role Gap shows, for each skill, the count of distinct employees who lack a skill required for their role. It identifies the role-required skills most commonly missing, which are the priority areas for upskilling.

How it is calculated: Counts distinct employees grouped by skill name, where the employee does not have the role-required skill.

Skill Gap Distribution (Self-Assessment)

Definition: Skill Gap Distribution (Self-Assessment) shows the count of distinct employees broken down by the percentage of their self-assessed role skills that meet or exceed the benchmark. It shows how skill competency against benchmarks is distributed from the employee's own perspective.

How it is calculated: Counts distinct employees grouped by skill fit band — 0–20%, 20–40%, 40–60%, 60–80% and 80–100% — where skill fit is the number of role skills with a self rating at or above the benchmark divided by total role skills, multiplied by 100.

Note:

• Only role skills with a self rating at or above the benchmark are counted, so an employee with no such role skill does not appear.

Skill Gap Distribution (Manager Assessment)

Definition: Skill Gap Distribution (Manager Assessment) shows the count of distinct employees broken down by the percentage of their manager-assessed role skills that meet or exceed the benchmark. It shows how skill competency against benchmarks is distributed from the manager's perspective.

How it is calculated: Counts distinct employees grouped by skill fit band — 0–20%, 20–40%, 40–60%, 60–80% and 80–100% — where skill fit is the number of role skills with a manager rating at or above the benchmark divided by total role skills, multiplied by 100.

Note:

• Only role skills with a manager rating at or above the benchmark are counted, so an employee with no such role skill does not appear.

Top Skills Gaps in Self Assessment

Definition: Top Skills Gaps in Self Assessment shows, for each role skill, the count of distinct employees whose own rating falls below the benchmark. It identifies the role-required skills employees most often rate themselves as lacking.

How it is calculated: Counts distinct employees grouped by skill name, where the employee has a self rating for the skill and it is below the benchmark.

Top Skills Gaps in Manager Assessment

Definition: Top Skills Gaps in Manager Assessment shows, for each role skill, the count of distinct employees whose manager rating falls below the benchmark. It identifies the priority areas for upskilling based on manager feedback.

How it is calculated: Counts distinct employees grouped by skill name, where the manager has rated the skill and the rating is below the benchmark.