People · Career & succession
LiveWhere each person could go next.
Lay out job families, levels and paths; assess competencies against each level; plan development with mentors; and know who's ready for every key role.
- Vertical, lateral and cross-functional paths
- Competencies assessed against each level
- Succession readiness and a nine-box
- 01Paths
- 02Plans
- 03Successors
Growth
Grown, and ready to follow.
01 · Paths
A path to follow
Families, levels and where each role leads.
02 · Plans
A plan to get there
Competency gaps turned into development plans with mentors.
03 · Successors
Someone ready
Successors named for key roles, with their readiness.
- ·Ready now
- ·Ready in 1 year
- ·Ready in 2 years
- ·Development needed
- ·High potential
- ·Critical skills
- ·Vertical
- ·Lateral
- ·Cross-functional
Career paths
Up, across, or somewhere new.
01
Families and levels
Job families with levels, and the paths between them.
02
Explore
Open a person and see where their role can lead.
Competencies
Gaps you can plan against.
01
Per level
Each level expects a level of each competency.
02
Development plans
Close gaps with plans, goals and a mentor.
Succession
Who's ready for the key roles.
01
Nominees
Successors for each key role, with their readiness.
02
Pools and nine-box
Talent pools and a nine-box of performance and potential.
The rest of People
Where to go next.
- PerformanceCycles, reviews, weighted goals and feedback.
- TrainingSessions, learning paths and certificates.
- OverviewYour whole people operation, in one place.
- PricingPay per operator; employees and approvers are free.
- Employee managementOne record per person, from joining to exit.
- Org structureEntities, sites, departments and who reports to whom.
- WorkforcePositions and who sits in them.
- DocumentsRequired documents, collected and verified.
Questions
Asked and answered.
Does it suggest paths automatically?
No. You define the paths; People shows where each role can lead.
Where do competency ratings come from?
From assessments against the level's expectations.
Is there a skills taxonomy?
Competencies are defined per organisation, with expectations per level.
Is People available now?
Yes. Sign up, create your organisation and start on the free plan.
People
Name a successor for every key role.
Start with the roles you'd miss most, and who could step in.