Org roles & readiness

Org roles & readiness — screenshot pending

lms/images/edzskills-org-roles-and-readiness-1.png

The org-structure layer adds a lightweight organisational model on top of your skills, so you can ask two questions the base framework can’t: what does each job role require? and how ready is each person for their role?

Org structure

On the Org Structure screen (administrators) you manage three things:

• Departments — e.g. Sales, Risk, Operations.
• Org roles within each department — e.g. Branch Manager, Teller.
• User → role assignments — who currently holds each role, with start/end dates so role history is preserved.

Role skills — two distinct panels

Each role’s skills are defined on two panels that do different jobs:

	Master Skills (left)	Required Skills (right)
What you add	Whole master skills	Individual skills + a target level
Purpose	Delivery — auto-assign these learning bundles when someone gets the role	Measurement — the competency bar used for readiness
Answers	”What do we give them?"	"How do we measure them?”

In a clean setup the two are consistent, but they’re stored and used independently.

Proficiency levels

A learner’s current level on a skill is derived from their cached score:

Level	Score	Label
L1	0–20%	Awareness
L2	21–40%	Foundational
L3	41–60%	Proficient
L4	61–80%	Advanced
L5	81–100%	Expert

A person “meets” a required skill when their current level is at or above the level the role requires.

Role readiness & the heatmap

• Role readiness % = required skills met ÷ total required skills × 100 (≥ 80% green, ≥ 40% orange, otherwise red).
• The skill heatmap and HR dashboard show readiness across people and roles.

Common setup gotcha

Readiness is computed from the Required Skills (right panel), not the Master Skills (left panel). If you only link master skills and don’t map required skills, the heatmap will report setup as incomplete and won’t show readiness.