Ferdighetssett (skillsets) hjelper teamet å få oversikt over hva man forventes å kunne for å levere effektivt i en eller flere roller på teamet, og hvilke personer som besitter hvilke ferdighetssett.

Ferdighetssett

Ferdighetssett er en samlebetegnelse på et sett med ferdigheter som gjør at man ville svart "ja" når noen spør deg om du kan ferdighetssettet.

"Føre regnskap" og "Spille gitar" er eksempler på ferdighetssett.

Legge til et ferdighetssett

For å legge til et ferdighetssett, gå til teamet hvor ferdigheten forventes, velg "Kompetanse" i menyen og trykk på "Nytt ferdighetssett".

Personer som mestrer et ferdighetssett

For å se personer som mestrer et ferdighetssett, klikk deg inn på ferdighetssettet.

Her kan du se alle som mestrer ferdighetssettet, sortert kronologisk etter når de begynte å praktisere ferdighetssettet.

For å legge til flere personer som mestrer ferdighetssettet, trykk på "Legg til person", søk opp personen det gjelder og angi når vedkommende begynte å praktisere.

Du kan se alle ferdighetssettene en person mestrer ved å trykke på vedkommendes navn i listen over personer, eller ved å søke opp vedkommende og velge "Kompetanse" i navigasjonen.

Skillset

A skillset is something that someone can be considered proficient in (aka "good at"). Playing guitar is a skillset. The same is Cold calling a prospective client.

In order to identify if something is a skillset, try asking the following questions:

• Does it make sense to refer to someone as being really good at [skillset]?
• Do I have particular expectations of role holders mastering the skillset on a certain level of proficiency?

If the answer to at least one of the above questions is "yes", then you are probably dealing with a skillset.

Skills

Skillsets are broken down into the particular skills on is expected to be able to perform/know in order to be considered proficient in the skill. Skills can be broken down into subskills where neccessary.

In the context of the Playing guitar skillset, skill examples might include

• I can tune the guitar
• I know the most common chords
• I can read sheet music
• I can play the guitar using different techniques
  • I know common strumming patterns
  • I know common fingerpicking patterns
• etc...

Distinction from resembling information types

Skillsets are sometimes confused with the closely resembling information types skills and policies.

Here's how to think about these three information types in order to better distinguish between them.

Skillset

Describes expected proficiency/level of mastery. Collection of singular skills.

Skill

Describes a singular ability one is expected to be familiar with in order to be considered proficient in the parent skillset.

Policy

Describes expected behaviour.

When associating a skillset with a role, you can select which level of proficiency is expected of the role holder.

This makes the platform able to expose which the skillsets in which a person has insufficient proficiency, based on their roles.

Information about insufficient proficiency can be used to:

• Communicate to an individual where their roles require them to improve
• Better understand how well someone perceive themselves to master something
• Identify, on a team level, where we have the larges discrepancies between expected and actual mastery

To get to the insufficient proficiency view for an individual, navigate to that individuals Focus dashboard and click the "Unmastered" indicator in the right column.

To get to the insufficient proficiency view for a team, navigate to that team and click the "Unmastered" menu item in the left column.

How to read the view

Person report

The report displays all the skillsets insufficiently mastered by the individual, grouped by the roles expecting them.

For each skillset you can see the expected proficiency on the left, and the current proficiency on the right. You can also see by whom the current proficiency has been set.

If no proficiency is set yet, a purple "Indicate proficiency" button is displayed. Click it in order to indicate proficiency.

The list only includes the skillsets in which the person is insufficiently proficient. Once a sufficient proficiency-level is set, the skillset is removed from the view.

Team report

The report displays all the skillsets insufficiently mastered by the role holders of the roles owned by the team.

For each skillset you can see the expected proficiency on the left, and the status of the current proficiency on the right.

The current proficiency is broken down into three numbers:

• Level difference: Many many levels are there between the expected level of proficiency and the current one. The higher the number, the larger the deviation between the expected and actual know-how of the team. The skillsets are sorted from the highest to the lowest level differrence.
• Unmastered: The amount of role holders who do not master this skillset proficiently.
• Unspecified proficiency: The people for which there has not been set a specific proficiency. If this number is high, you can not trust the other numbers to accurately reflect the actual situation.

How to decide on the right proficiency

People take a lot of pride in what they know, which means that dictating proficiency can sometimes be a delicate process.

We recommend that two people sit down together to discuss and set proficiency for a person. Ideally these two people are the one who is expected to master the skillsets, and a person who has observed them practicing the skillsets.

This enables a discussion around which level of proficiency the role holder is currently at.

In cases of disagreement on proficiency, calibrate yourself towards the familiarity indicated by that person. You can see the familiarity of the skillset by clicking the name of the skillset. Here are some guidelines for how to align proficiency with familiarity:

• Intended: No familiarity
• Foundational: 0 - 35% familiarity
• Novice: 35% - 50% familiarity
• Intermediate: 50% - 75% familiarity
• Advanced: 75% - 90% familiarity
• Expert: 90% - 100% familiarity

To copy a skillset, click the edit-button in the upper right corner and select Copy.

Skillsets can be copied to a different team. If you want to copy a skillset to a different organization, your user needs access to both the organization currently holding the skillset, and the destination organization.

When skillsets are copied, it's the skillset and underlying skills that are copied. Associated content like roles expected to master the skill or content related to a particular skill is not copied.