How does proficiency influence Succession Planning & Career Navigator?

Hi ​@rfitzpatrick,

How self-assessed proficiency affects Career Navigator (CN)

• Self-assessing skills can affect CN recommendations indirectly by changing the skills on the employee profile. CN’s recommendations are based on employee profile data (including skills) and will update when an employee’s profile is updated (CN can regenerate paths in real time when changes are significant).
• However, CN does not use skill proficiency levels (ratings) for career path recommendations / matching skills. The CN engine explicitly notes that it uses skills, but “Proficiencies not considered” for employee skill inputs and role skill inputs in path recommendations.

What this means in practice:

• If an employee adds/removes skills as part of the assessment workflow, that can change CN paths (because their profile skills changed).
• If an employee only changes the rating (proficiency) for skills they already have, CN path recommendations should not change based on proficiency alone.

How self-assessed proficiency affects Succession Planning (SP)

• The documentation I have states that Succession Planning uses AI-powered matching algorithms using roles as the benchmark to identify successors.

  • Talent Design powering TA and TM doc

  • Skills in Eightfold: From Extraction to Calibration

• I don’t see any explicit statement in the SP docs that self/manager proficiency ratings are used as an input to successor match scoring or recommendations. The SP configuration/overview material focuses on role/position prerequisites, permissions, and the role/position linkage model rather than assessment proficiency inputs.

So, based strictly on what’s documented here: skill proficiency self-assessments are not described as influencing Succession Planning recommendations (beyond the general idea that roles/skills are used as benchmarks).

Where proficiency ratings do matter (often confused with CN/SP)

• Skill assessment proficiency (self/manager/peer) is used to compute skill gaps, and those gaps impact course recommendations. In particular, if manager assessment is absent, self-assessment values are used for skill gap computation (against the role benchmark), and those values drive course recommendations.
• CN course recommendations also note that if skill proficiencies are enabled, the system can use the difference between self evaluation and benchmark as an additional prioritization factor for courses.

I hope this is helpful. Please let me know otherwise. 

-Drew