Training and coaching are investments. What is often missing today is a structured way to measure what changed, so you don't need wonder whether a training, education or development in general is actually making a change.
After launching development plans, it was the logical next step to ship Skill Evaluations: a structured, multi-evaluator evaluation workflow that captures skill progression and can be used to evaluate a development plan, coaching cycle, or training program.
Most organizations track activity, not outcomes. Employees complete a training, coaches log sessions, development plans get marked done. But did the person actually get better at the skill?
Without systematic, structured post-training evaluation, skill profile data goes stale, development insights are weak, and the ROI of your coaching investment is invisible.
Managers, HR.. can create an evaluation for an employee's -> connect it to an active development plan -> pick one or more evaluation dates -> the system automatically suggests the employee, their coach, and relevant manager as evaluators.
All selected evaluators are invited to assess the employee. They scores each trained item independently, with optional comments per item and a general comment at the end.
Once all evaluators have submitted, the evaluation moves to final evaluation. The manager reviews all inputs side by side and sets a final level for trained items.
Where all evaluators agreed, the final level is pre-filled. Where there's a deviation, the system flags it so the manager can make an informed call rather than miss a disagreement.
When the final assessment is saved, the employee's skill profile updates automatically and every level change is timestamped for longitudinal tracking.
Both through the dashboard, as via email notifications, evaluators are nudged to finish evaluations.
Development plans without evaluations produce static profiles. With Skill Evaluations, every completed coaching cycle or training program has the potential to update the underlying skill data, so the employee skill profile reflects where someone actually is, not where they started.
Self-assessment, coach input, and manager judgment are brought together in one place. The final assessment captures the outcome. The history is preserved. Every evaluation is accessible to the employee, their coach, and their manager — with no data lost when plans end or change.
The feature is live for all customers with active development plans. In the future we will extended evaluation types beyond development plans, advanced notification center, and cross-evaluation analytics.
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