Platform · 04 Manager Dashboards
Your whole team's gaps and readiness, on one screen.
Managers see every direct report's target role, open gaps, readiness and projected date. HR sees the same view across departments, filterable by role, location and level.
Team readiness · Analytics department
Sample view| Current role | Target | Readiness | Open gaps | Est. |
|---|---|---|---|---|
| Analytics Engineer | Senior Analytics Engineer | 90 | 0 | Ready |
| Data Analyst II | Senior Data Analyst | 82 | 1 | 2 wks |
| Senior Data Analyst | Analytics Manager | 64 | 2 | 6 wks |
| Data Analyst II | Senior Data Analyst | 58 | 3 | 7 wks |
| Senior Data Analyst | Analytics Manager | 41 | 4 | 12 wks |
1
Ready now
2
Within a quarter
2
Longer runway
How it works
Four steps, run continuously.
- 01
Scope follows your org chart
Managers see their own reports, directors see their teams, and HR sees what your access policy allows. No manual sharing lists.
- 02
Filter to the question
Filter by department, current role, target role, location or readiness band to answer questions like who could step into a lead role this quarter.
- 03
Spot shared gaps
When several people share the same gap, the dashboard highlights it, so L&D can run one cohort session instead of five separate paths.
- 04
Export for reviews
Export a team snapshot to PDF or CSV for talent reviews and succession planning, with the evidence summary included.
What goes in
- Reporting lines from your HR system
- Readiness scores and gap maps
- Target roles assigned per person
- Access policy set by HR
What comes out
- Team readiness table sorted by readiness
- Readiness bands: ready now, within a quarter, longer runway
- Shared gap alerts across the team
- Exportable snapshots for talent reviews
Built for a 5-minute check
A manager should know where the team stands in under five minutes. The default view shows who moved, who stalled and what needs a conversation.
Stalled path alerts
If someone has not closed a skill in a set number of weeks, the manager gets a nudge to check in rather than a report at quarter end.
Succession, grounded
For each critical role, see who is closest to ready and what would get them there. Succession plans stop being a list of names.
Questions
Manager Dashboards, in detail.
Can managers assign target roles?
Managers can propose a target role for a direct report. Depending on your settings, HR approves it before mapping starts.
Do dashboards include contractors?
Only if you add them to the workspace. Access and visibility follow the same rules as for employees.
Can we see trends over time?
Yes. Readiness and gaps closed are tracked monthly per team, so you can see whether development is actually moving.