Turnover Analysis
Turnover Analysis is the systematic method to understand employee attrition rates in an organization. It involves structuring data on employee exits to uncover patterns, predict trends, and inform strategic decisions. The ability to accurately interpret this data not only manages workforce costs but also aids in maintaining productivity and employee morale.
Foundational
At a foundational level you are able to recognize basic turnover measures and identify when employee exits may be unusually high or low. You use simple reports to spot obvious patterns in attrition, sharing these findings with your team or manager. Your awareness helps highlight potential workforce issues early on, supporting informed team discussions.
Developing
At a developing level you are able to use basic methods to collect and organize data on employee turnover, recognizing simple patterns or trends. You contribute to workforce planning discussions by sharing these insights, helping your team start identifying areas of concern. Your work supports more senior colleagues in shaping future people strategies.
Proficient
At a proficient level you are able to collect, organize, and interpret turnover data to identify key trends and causes within your organization. You use these insights to support workforce planning, highlight risks, and recommend practical actions. Your analysis helps managers make informed people decisions and maintain a stable, engaged workforce.
Advanced
At an advanced level you are able to design and lead detailed turnover analysis projects, using complex data sources to reveal hidden trends and forecast future attrition. You translate these insights into clear recommendations that shape organizational strategy and reduce avoidable exits. Your work directly improves workforce stability and supports smarter planning across the business.
Expert
At an expert level you are leading complex turnover analysis to uncover deep insights into why employees leave and how this affects the organization. You design advanced models and guide teams to predict future trends, influencing strategic decisions across the business. Your work shapes policies that reduce costs, support workforce stability, and improve morale.
HR Data Visualisation
HR Data Visualisation is the capability of representing workforce data in an intuitive and graphical format. It involves creating comprehensive dashboards, graphs, and charts to aid HR decision making. In the context of Workforce Planning or People Analytics, this capability enhances the understanding of complex HR datasets, supporting strategic decision making, and improving workforce efficiencies.
Foundational
At a foundational level you are able to use basic tools to create simple charts or graphs that represent HR data for workforce planning or people analytics. You follow established templates to display straightforward metrics, such as headcount or turnover, making information easier to understand. Your visualisations support clear communication of key data to your immediate team.
Developing
At a developing level you are able to create basic charts and graphs using HR data to support Workforce Planning or People Analytics tasks. You select suitable visual formats to show key workforce trends and share your findings with your team. Your clear visuals help others to better understand essential data and make informed decisions.
Proficient
At a proficient level you are able to design and build clear, interactive HR dashboards and visuals that highlight key workforce trends and patterns. You select and use the right visual tools to simplify complex HR data, making insights easily understood by others. Your work directly supports effective workforce planning and informed, data-driven decisions.
Advanced
At an advanced level you are able to design and deliver interactive HR data visualisations that clearly communicate workforce trends and insights tailored to diverse stakeholders. You choose and apply the most effective charts and dashboards for complex workforce planning or people analytics challenges. Your visualisations directly support informed, strategic HR decisions and drive organizational improvements.
Expert
At an expert level you are able to design and deliver advanced data visualisations that clearly communicate complex workforce trends and patterns for strategic Workforce Planning and People Analytics. You use your deep understanding of HR data and the business context to create interactive dashboards and visuals that drive informed decision making. Your insights directly influence organizational strategy and increase workforce effectiveness.
Workforce Data Collection
Workforce Data Collection is the systematic gathering, categorising, and assessing of data related to a company's staff. This demands skills in accurate recording, detailed analysis and the ability to discern patterns or trends. Mastery of this capability underpins effective workforce planning and people analytics, influencing strategic decisions and organizational success.
Foundational
At a foundational level you are able to collect and accurately record basic workforce data following set guidelines and procedures. You support your team by ensuring information is organized and easy to access for workforce planning or people analytics purposes. Your attention to detail helps build reliable data for informed decision-making.
Developing
At a developing level you are able to collect workforce data with guidance and accurately record basic information using standard tools and processes. You recognize simple patterns or errors and take steps to correct them under supervision. This helps ensure your team can rely on clear and accurate data for workforce planning and decision-making.
Proficient
At a proficient level you are able to accurately gather and organize workforce data from several sources, ensuring it is complete and reliable. You use this data to identify patterns and inform workforce planning decisions. Your careful approach helps others trust the insights used to improve people analytics and business outcomes.
Advanced
At an advanced level you are capabilityed at leading the systematic collection and organization of complex workforce data, ensuring accuracy and consistency across multiple sources. You anticipate data needs for workforce planning and people analytics, identifying gaps and improving processes without supervision. Your work enables leaders to make informed, evidence-based decisions that drive organizational strategy.
Expert
At an expert level you are leading the design and continuous improvement of workforce data collection systems to deliver precise, relevant insights. You anticipate organizational needs, ensure ethical data practices, and align data gathering with strategic objectives. Your work drives confident workforce planning decisions that shape long-term business outcomes.
Metrics Selection
Metrics Selection is the process of identifying, prioritizing and utilising specific data points to influence workforce planning and people analytics decisions. It requires a deep understanding of the organization’s objectives, the ability to interpret and analyze data, and the capability to choose the appropriate metrics that align with strategic goals. Effective metrics selection impacts planning accuracy, strengthens strategic alignment and delivers organizational insight.
Foundational
At a foundational level you are able to recognize basic workforce and people metrics relevant to your team or function. You seek guidance to understand which metrics matter and how they relate to organizational goals. Your awareness helps support informed conversations about workforce planning but you rely on others for deeper analysis or decision-making.
Developing
At a developing level you are able to identify some relevant workforce metrics with guidance and can use basic data to support planning decisions. You seek help to understand which metrics align best with business needs and begin to recognize their value in people analytics. Your developing skills contribute to more informed discussions and early-stage insights.
Proficient
At a proficient level you are able to select and prioritize the most relevant workforce metrics that align to your organization’s strategic goals. You confidently interpret data to inform people analytics and workforce planning, ensuring decisions are based on meaningful insights. Your metric choices improve planning accuracy and support better business outcomes.
Advanced
At an advanced level you are capabilityed at selecting and refining workforce metrics that directly connect to business strategy and drive decision-making. You anticipate changing organizational needs, adapt measures quickly, and ensure leaders have meaningful insights for planning. Your choices improve the accuracy, relevance, and impact of people analytics across the organization.
Expert
At an expert level you are shaping the organization’s approach to metrics selection by designing and validating advanced frameworks that connect workforce data directly to business strategy. You guide others in choosing metrics that surface clear insights, helping leaders make evidence-based decisions. Your work sets the standard for accuracy and impact in workforce planning and people analytics.
Workforce Data Interpretation
Workforce Data Interpretation is the ability to decipher and analyze people-related data in an organization. This capability involves deciphering complex statistical data, identifying patterns, and developing insights for informed decision-making. Effective interpretation aids strategic workforce planning, helping ensure the right people are in the right roles at the right time.
Foundational
At a foundational level you are able to recognize basic workforce data and identify simple trends or differences in people metrics. You use straightforward reports or dashboards to support day-to-day decisions and contribute to team discussions about workforce needs. Your input helps your team understand broad workforce patterns and informs routine planning.
Developing
At a developing level you are able to read and interpret basic workforce data, recognizing simple patterns and trends with some guidance. You begin to use these insights to inform workforce planning decisions in your team or area. Your developing skills help ensure workforce actions align more closely with organizational needs.
Proficient
At a proficient level you are able to analyze workforce data sets, identify key trends, and draw practical insights that guide workforce planning decisions. You use a variety of data sources to answer specific people-related questions and present your findings clearly to stakeholders. Your work helps leaders make informed choices about workforce needs and priorities.
Advanced
At an advanced level you are capabilityed at interpreting complex workforce data to uncover trends and diagnose underlying issues within the organization. You reliably translate these insights into practical strategies that inform workforce planning and people decisions. Your analysis enables leaders to make evidence-based decisions that drive business outcomes.
Expert
At an expert level you are able to interpret highly complex workforce data, drawing out trends and relationships that others may miss. You use these insights to shape strategic workforce decisions and influence organizational direction. Your expertise ensures the business anticipates workforce needs and stays ahead in a competitive market.
Organizational Design modeling
Organizational Design modeling is a strategic capability, utilised to shape, analyze and optimize workforce structures aligned with business goals. It involves the application of analytical and statistical techniques to predict workforce needs and guide business decision-making. This, in turn, contributes to enhanced organizational performance, enabling a proactive rather than reactive approach to workforce planning.
Foundational
At a foundational level you are able to recognize the basic principles of organizational design and how they relate to workforce planning and people analytics. You support data collection and simple analysis to help map out team structures and workforce needs. Your work enables others to make informed decisions about staffing and team shape.
Developing
At a developing level you are able to assist with basic organizational design modeling, using standard tools and data sets under guidance. You contribute to data collection and simple analysis to help shape workforce structures in line with set business objectives. Your work supports more informed decisions and helps the team respond better to changing workforce needs.
Proficient
At a proficient level you are able to apply organizational design models and analytics to interpret workforce data and identify opportunities for improvement. You use evidence-based insights to recommend changes that align workforce structure with business needs. Your actions help the organization make informed decisions and support better forecasting of future workforce requirements.
Advanced
At an advanced level you are confidently leading the creation and interpretation of complex organizational design models to inform strategic workforce decisions. You integrate data from multiple sources, test scenarios, and anticipate future needs, ensuring your recommendations align with business goals. Your insights enable senior leaders to proactively shape structures that drive organizational performance.
Expert
At an expert level you are leading the design and implementation of sophisticated organizational models that respond to shifting business strategies and workforce trends. You use advanced analytical methods to forecast needs and guide senior leaders in making evidence-based workforce decisions. Your insights set best practice, enabling the organization to adapt quickly and achieve a competitive edge.
Workforce Demand Forecasting
Workforce Demand Forecasting is the analytical process of predicting future staff requirements. Utilising advanced statistical techniques alongside sector trends and internal data, it aids organizational planning and strategy. Harnessing this insight supports effective decision-making, ensuring businesses are well-equipped to manage future demands.
Foundational
At a foundational level you are able to collect basic workforce data and recognize patterns in staff numbers over time. You understand the importance of accurate information for predicting future staffing needs and support more experienced colleagues by providing clear data. Your work helps set the groundwork for sound workforce planning decisions.
Developing
At a developing level you are able to assist in gathering and organizing workforce data to support forecasting activities. You use basic analytical tools to spot trends and contribute information for demand planning under guidance. Your input helps your team build a clearer picture of future staffing needs, supporting informed workforce decisions.
Proficient
At a proficient level you are able to confidently analyze workforce data and trends to accurately forecast staffing needs over different time frames. You apply sector knowledge and advanced methods to support planning for complex workforce scenarios. Your insights help leaders make informed decisions, ensuring the organization remains agile and responsive to changing demand.
Advanced
At an advanced level you are able to apply complex modeling techniques to forecast workforce needs across multiple timeframes and business units. You integrate sector trends, internal analytics, and external factors to support workforce plans. Your insight directly influences strategic decisions, ensuring your organization stays ahead of workforce challenges and opportunities.
Expert
At an expert level you are leading the design and implementation of advanced forecasting models, drawing on deep sector knowledge and innovative analytics. You guide the organization to anticipate complex workforce trends, shaping strategic decisions and resource planning. Your insight ensures the business is ready for future shifts, giving it a clear advantage.
People Analytics Translation
People Analytics Translation is the capacity to interpret workforce data into clear, impactful insights. This capability involves understanding complex analytics and transforming them into understandable, actionable strategies for workforce planning. Its effective application drives informed decision making, optimize workforce performance and supports organizational goals.
Foundational
At a foundational level you are able to recognize basic workforce data and can describe simple trends in clear, everyday language. You seek guidance to help interpret analytics and understand how they relate to workforce planning. Your input helps others begin to make connections between data and workforce decisions.
Developing
At a developing level you are able to interpret basic workforce data and share clear insights with your team. You can explain what the data means in simple terms and suggest some practical actions for workforce planning. Your input helps your team start using analytics to make more informed decisions.
Proficient
At a proficient level you are able to translate complex workforce data into clear, practical insights that support workforce planning decisions. You consistently present findings in a way that non-technical stakeholders can understand and act on. Your work helps drive more effective workforce strategies and improves organizational outcomes.
Advanced
At an advanced level you are able to translate complex workforce data into clear, actionable insights for leaders and stakeholders. You connect detailed analytics to practical workforce planning strategies, ensuring recommendations are understood and acted upon. Your work shapes decisions that improve performance and align teams with organizational goals.
Expert
At an expert level you are trusted to translate highly complex workforce data into clear, persuasive insights that drive strategic action at the highest levels. You confidently shape analytical narratives for executive audiences, tailoring your approach to influence decisions that optimize workforce outcomes. Your expertise directly supports enterprise-wide planning and long-term organizational success.
Workforce Risk Assessment
Workforce Risk Assessment is the ability to predict and evaluate potential risks or disruptions within an organization's workforce. This capability involves analyzing employee data, such as attrition rates, skills gaps, and productivity trends, to identify potential threats to business performance. It prioritizes strategic decision-making and ensures workforce stability for the organization's ongoing success.
Foundational
At a foundational level you are learning to recognize basic workforce risks by using simple data such as turnover rates and staff absences. You follow clear instructions to gather information and spot early warning signs. Your actions help your team notice issues sooner, supporting stable business operations.
Developing
At a developing level you are beginning to identify and recognize basic workforce risks by examining straightforward employee data, such as turnover rates or common capability shortages. You contribute to risk discussions by sharing simple insights with your team or manager. Your efforts help make early signs of workforce risks more visible and support the team in making informed decisions.
Proficient
At a proficient level you are able to independently assess workforce data to identify emerging risks such as high turnover or critical skills shortages. You interpret trends and communicate practical recommendations to managers, supporting timely interventions. Your work helps your organization make informed choices that protect workforce stability and business outcomes.
Advanced
At an advanced level you are able to anticipate complex workforce risks using detailed analysis of trends such as turnover, skills gaps, and productivity data. You design forward-looking risk models and influence strategic plans to address potential threats before they affect business outcomes. Your work helps secure workforce stability and gives leaders the insight to make informed decisions.
Expert
At an expert level you are able to anticipate complex workforce risks before they emerge, using advanced analytics to spot patterns in employee data and market trends. You design and lead organization-wide risk assessment frameworks, translating insights into strategic recommendations for senior leaders. Your work ensures the business is prepared for disruption, protecting both performance and workforce stability.
Predictive modeling
Predictive modeling is a strategic tool used in Workforce Planning and People Analytics to anticipate workforce trends and challenges. By analyzing historical data, it facilitates forecasting of personnel needs and potential issues. This knowledge empowers professionals to create proactive, agile strategies for future organizational growth and stability.
Foundational
At a foundational level you are able to recognize the purpose of predictive modeling in workforce planning and people analytics and can identify simple trends using basic historical data. You use provided tools or templates to support routine forecasting under guidance. Your awareness helps your team make more informed decisions about future workforce needs.
Developing
At a developing level you are beginning to use historical workforce data to spot patterns and make simple forecasts about future staffing needs. You can apply basic predictive techniques with guidance, helping your team plan ahead for potential workforce changes. Your work supports more informed decisions as you build your confidence in using these tools.
Proficient
At a proficient level you are able to build and apply predictive models using workforce and business data to anticipate staffing needs and highlight potential talent risks. You select relevant data, interpret results, and translate analysis into clear, actionable insights for planning. This enables your organization to make informed workforce decisions before issues arise.
Advanced
At an advanced level you are independently building, refining, and deploying predictive models to inform complex workforce planning decisions. You can translate large data sets into clear forecasts of staffing needs and potential risks, guiding senior leaders with actionable insights. Your work shapes future workforce strategies, driving organizational resilience and growth.
Expert
At an expert level you are leading the design and implementation of advanced predictive models that shape long-term workforce strategies. You use deep data expertise to spot patterns and risks before they emerge, guiding senior leaders to make confident, forward-thinking decisions. Your work ensures the organization stays ahead of workforce challenges and seizes future opportunities.
Workforce Segmentation
Workforce Segmentation is the expertise in categorising employees into distinct groups based on certain attributes. This capability provides insights into workforce trends, elevating strategic planning and forecasting. Mastery contributes to effective resource allocation, personalized engagement strategies, and ultimately, enhanced organizational performance.
Foundational
At a foundational level you are able to recognize basic employee groupings and understand why segmenting the workforce matters in people analytics. You can follow simple instructions to sort employees using clear categories, such as job roles or locations. Your efforts help to provide consistent workforce data for more experienced team members to use in planning.
Developing
At a developing level you are able to use basic criteria to group employees and recognize simple workforce patterns. You apply standard tools with guidance to support workforce planning and people analytics tasks. Your work helps your team start to identify areas for improved resource use and engagement.
Proficient
At a proficient level you are able to reliably segment the workforce using relevant data and well-chosen attributes. You apply these groupings to highlight trends, provide insight for workforce planning, and support targeted actions. Your work helps managers make informed decisions about resource allocation and engagement that improve business outcomes.
Advanced
At an advanced level you are independently designing and refining complex workforce segmentation models using multiple data sources. You apply these models to identify trends and inform tailored workforce strategies that align with organizational goals. Your expertise leads to more accurate workforce forecasts and sharper, evidence-based decision-making across teams.
Expert
At an expert level you are leading the design and implementation of advanced workforce segmentation models using data-driven insights. You guide others on how to apply these models to solve complex workforce planning challenges across the organization. Your expertise enables precise forecasting, targeted talent strategies, and stronger business decisions that drive measurable results.
Scenario modeling
Scenario modeling is the aptitude to build and evaluate various potential outcomes to aid in strategic workforce decisions. It involves generating hypothetical situations, analyzing the impacts and assessing their possible effects on the workforce. This capability is crucial in facilitating informed decision-making, contributing towards flexible, proactive and effective workforce planning.
Foundational
At a foundational level you are able to assist in gathering data and support simple scenario modeling tasks under guidance. You recognize how changes in staffing or business needs could affect workforce plans, and communicate these potential impacts to others. Your contributions help your team consider basic what-if situations when making decisions.
Developing
At a developing level you are beginning to use scenario modeling tools to explore simple workforce changes, often with guidance from others. You experiment with creating basic scenarios and consider their potential impact on staffing or skills needs. This helps you start contributing ideas to inform better workforce planning decisions in your team.
Proficient
At a proficient level you are able to develop and test a range of workforce scenarios using relevant data and analytical tools. You consider the impact of each scenario on business goals and workforce needs, involving key stakeholders as required. Your work enables your organization to make informed, adaptable decisions that improve workforce planning outcomes.
Advanced
At an advanced level you are able to design complex scenario models, testing multiple workforce variables and assumptions to explore long-term risks and opportunities. You use data-driven analysis to compare scenarios and guide senior leaders through the implications for workforce planning. Your insights enable more informed, agile, and strategic decision-making across the organization.
Expert
At an expert level you are leading the design, execution and interpretation of advanced scenario models to address complex workforce challenges. You anticipate risks and opportunities across multiple future situations, using data and insights to guide leaders through critical decisions. Your expertise ensures the organization is ready for change and can respond confidently to workforce shifts.
Workforce Supply Analysis
Workforce Supply Analysis is the systematic evaluation of an organization's existing employee base and potential talent pool. This knowledge-intensive capability includes examining current skills, forecasting future needs, and identifying gaps. Effectively executed, it informs the development of data-driven recruitment, retention and development strategies, ensuring optimal organizational performance and alignment with strategic goals.
Foundational
At a foundational level you are able to collect and organize basic information about current staff numbers, roles, and simple capability sets. You record and share this data to help your team understand the workforce as it stands today. Your efforts support more experienced colleagues in building a clearer picture for future workforce planning.
Developing
At a developing level you are able to collect and organize basic workforce data to help identify current strengths and skills gaps within your team or business unit. You begin to recognize trends and support simple supply analysis tasks under guidance. Your input contributes to workforce planning decisions, helping your area respond more effectively to changing needs.
Proficient
At a proficient level you are able to analyze workforce data to assess current skills, identify talent gaps, and forecast organizational needs. You use reliable data sources and established methods to create accurate supply assessments that guide workforce planning decisions. Your analysis supports effective recruitment, development, and retention strategies that align with business goals.
Advanced
At an advanced level you are able to independently analyze complex workforce data sets to identify trends, gaps and future talent requirements. You use this insight to shape workforce planning decisions and influence senior stakeholders, ensuring that recommendations are closely aligned with organizational strategy. Your work directly improves workforce effectiveness and long-term business outcomes.
Expert
At an expert level you are leading complex workforce supply analyzes that shape organization-wide people strategies. You interpret intricate data from multiple sources, anticipate future workforce trends, and make recommendations that drive executive decisions. Your insight ensures the organization has the right people, skills, and structures to achieve its long-term goals.
skills Gap Analysis
skills Gap Analysis is the systematic process of identifying and measuring the difference between the skills employees have and the skills they need for business performance. In the context of Workforce Planning/People Analytics, it highlights areas for staff development or recruitment. Effective use of this capability drives organizational continuity, productivity, and innovation.
Foundational
At a foundational level you are aware of basic concepts in skills gap analysis and can support data collection for workforce planning or people analytics projects. You follow guidance to help gather information on current skills and missing capabilities within teams. Your contribution helps others identify skills needs and start planning development opportunities.
Developing
At a developing level you are able to assist in gathering and organizing data on employee skills, helping to spot gaps against current and future business needs. You use basic tools or templates under guidance, gradually building your confidence in analyzing skills data. Your work supports more senior staff to shape workforce priorities and targeted people planning.
Proficient
At a proficient level you are able to collect and analyze workforce data to identify current and future skills gaps across teams or functions. You use people analytics to recommend targeted development or hiring actions that address these gaps. Your insights help drive workforce planning decisions that support business continuity and sustainable growth.
Advanced
At an advanced level you are proactive in conducting skills gap analyzes that inform strategic workforce decisions, using complex data from multiple sources within the business. You identify nuanced trends, anticipate future capability needs, and work with leaders to shape targeted development or hiring plans. Your insights help future-proof the organization and drive measurable improvements in workforce capability.
Expert
At an expert level you are able to lead complex, organization-wide skills gap analyzes that integrate advanced people analytics and workforce planning data. You use these insights to shape strategic workforce decisions, anticipating future capability needs and informing high-impact development or recruitment actions. Your work directly strengthens business resilience, agility, and long-term success.
Strategic Workforce Planning
Strategic Workforce Planning is the ability to develop, implement and manage talent acquisition and retention strategies that align with organizational objectives. It includes accurately predicting future workforce needs, considering internal and external factors. Your actions directly impact the success of the workforce strategy, ultimately driving organizational effectiveness and sustainability.
Foundational
At a foundational level you are learning about the basics of workforce planning and how future staffing needs connect to business goals. You support data collection and simple analysis, helping your team understand current workforce trends. Your actions contribute to informed decisions and lay the groundwork for more advanced workforce planning activities.
Developing
At a developing level you are able to support workforce planning activities by gathering relevant workforce data and helping analyze trends. You assist in identifying skills gaps and understanding basic forecasting methods under guidance. Your work contributes to more informed workforce decisions that align with organizational needs.
Proficient
At a proficient level you are able to analyze workforce trends and forecast future talent needs using reliable data and insights. You translate organizational goals into practical workforce plans, considering both internal dynamics and external market factors. Your work ensures the organization is well-prepared to meet future demands and retain critical skills.
Advanced
At an advanced level you are proactively shaping workforce strategies that anticipate future needs and align tightly with the organization’s long-term goals. You rigorously analyze data and emerging trends to inform talent acquisition and retention plans, engaging senior leaders to ensure buy-in. Your actions ensure the workforce plan is both agile and delivers sustainable results.
Expert
At an expert level you are shaping and leading the organization’s workforce planning, using advanced people analytics to anticipate and address complex talent needs before they arise. You create and drive long-term strategies that align workforce capability with business goals, adapting to changing environments. Your decisions have a direct, sustained impact on organizational effectiveness and future readiness.
Strategic Workforce Reporting
Strategic Workforce Reporting is the ability to generate and interpret data-driven insights about your organization's workforce to inform strategic decision-making. It involves advanced skills in data analytics, reporting and communication. This capability helps facilitate proactive workforce planning to drive organizational performance optimization, shaped by fact-based findings rather than assumptions or intuitions.
Foundational
At a foundational level you are able to gather simple workforce data and use basic reports to spot trends or issues. You follow set procedures to support people analytics tasks and may ask for help in understanding or presenting the findings. Your reliability in these early steps supports informed workforce planning across your team.
Developing
At a developing level you are able to gather basic workforce data and prepare standard reports to support workforce planning. You begin to interpret simple trends with guidance, helping your team make informed decisions. Your contributions ensure that workforce insights are accurate and accessible for routine planning discussions.
Proficient
At a proficient level you are able to independently produce clear, accurate workforce reports using advanced data analysis techniques. You can interpret trends, identify risks or opportunities, and communicate findings in a way that supports strategic workforce planning. Your insights help leaders make informed, fact-based decisions that improve organizational performance.
Advanced
At an advanced level you are able to use complex data from a range of sources to produce clear, actionable reports on workforce trends and risks. You confidently interpret these results to advise senior leaders and influence major workforce planning decisions. Your insights shape strategies that improve workforce effectiveness and help the organization meet its long-term goals.
Expert
At an expert level you are leading the design and delivery of advanced workforce reports that drive organization-wide strategic decisions. You interpret complex people data with ease, spotting trends and risks, and clearly communicate these insights to influence senior leaders. Your work creates measurable, positive impact on workforce strategy and long-term organizational performance.
Talent Pipeline Analysis
Talent Pipeline Analysis is the systematic evaluation and visualisation of potential candidate sources and flow within the organization. It involves applying analytical techniques to identify critical roles, anticipated vacancies, and high-potential employees. The impact includes a robust succession plan, efficient staff allocation, and ultimately, business continuity and growth.
Foundational
At a foundational level you are learning to recognize how talent moves through the organization and can support basic tracking of potential candidates. You follow established processes to gather and present simple data on workforce trends. Your contribution helps your team identify where to focus recruitment or succession planning efforts.
Developing
At a developing level you are able to collect and organize basic data on candidate sources and internal talent movement, using available tools and reports. You contribute to identifying where there may be gaps or risks in the talent pipeline with guidance from others. Your work helps your team make more informed workforce planning decisions.
Proficient
At a proficient level you are able to independently analyze and interpret talent pipeline data to identify trends, gaps, and strengths in your workforce. You use a range of analytics tools to support effective succession planning and staffing decisions. Your insights help leaders ensure critical roles are filled and business continuity is maintained.
Advanced
At an advanced level you are leading complex talent pipeline analyzes across business units, using predictive modeling to forecast future needs and spot succession gaps. You collaborate with leaders to translate insights into targeted workforce strategies. Your work ensures critical roles stay filled and helps drive long-term organizational stability.
Expert
At an expert level you are leading sophisticated talent pipeline analysis across the organization, drawing insights from complex data to shape proactive, long-term workforce strategies. You anticipate shifts in business needs and build advanced models for succession planning and critical role coverage. Your work ensures the organization has the right people ready at the right time, driving resilience and sustainable growth.
Diversity Metrics Reporting
Diversity Metrics Reporting is the knowledge and application of data-driven methods pertaining to workforce diversity. This includes competence in collating, analyzing, and interpreting a wide range of demographics, to provide actionable insights. Its impact lies in informing and influencing People Analytics strategies, contributing to a well-rounded, inclusive workforce environment.
Foundational
At a foundational level you are able to accurately gather and organize basic diversity data, following established processes and guidance. You understand the importance of diversity metrics and help ensure data is collected and stored correctly for reporting needs. Your work supports broader Workforce Planning and People Analytics efforts by providing reliable data for more advanced analysis.
Developing
At a developing level you are able to gather and organize basic diversity data relevant to workforce planning and people analytics. You use simple analysis techniques to identify trends and share findings with your team. This helps shape more informed conversations about diversity and supports early decision-making for a more inclusive workplace.
Proficient
At a proficient level you are able to independently collect, analyze, and report diverse workforce data to highlight key trends and patterns. You use these insights to advise on workforce planning and people analytics initiatives, helping your organization identify opportunities to foster a more inclusive and balanced workplace. Your work leads to informed, data-backed decisions on diversity strategies.
Advanced
At an advanced level you are capabilityed at designing and delivering complex diversity metrics reports that clearly reveal trends and patterns across multiple workforce groups. You confidently interpret nuanced demographic data to advise leaders on strategic decisions, influencing long-term workforce planning. Your insights help shape an inclusive, evidence-based approach to People Analytics across the organization.
Expert
At an expert level you are driving advanced diversity metrics reporting by designing complex methodologies and integrating multiple data sources to uncover patterns and disparities across the workforce. You interpret findings with precision, advising senior leaders on strategic actions that support a truly inclusive culture. Your expertise shapes people analytics approaches, influencing long-term workforce planning decisions.
