Account administrators can access the Development Planning Report by going to the Development tab, selecting Development plans, and clicking on Reporting.

This report is divided into three sections:

The Participation section helps you understand the status of employee's development plans.

Updating the view report by option helps you understand participation across the entire organization, as well as specific employee groups.

When the view report by filter is set to plan status, you get a breakdown of employees across the various stages of creating a development plan, from draft and ready for review, all the way to active.

Changing the view report by option to a demographic value allows you to compare multiple groups of employees at once. For example, the report below compares participation among different departments. This allows you to identify which areas of your organization have high or low participation rates.

You can apply various filters to the reports, such as different time periods or any demographic data uploaded to the platform.

Updating the created time filter allows you to exclude older plans, helping you understand recent levels of participation.

Adding demographic filters enables you to understand participation levels within specific employee groups. For instance, you can filter the report to the Engineering department and then compare participation among specific teams within that department.

You also have the option to export an individual usage statistics report. The export will reflect any filters you have applied to the page. Each row in the exported report represents an employee in your organization (or in your employee data file). This enables you to see where each employee is in the process of creating a development plan. Additionally, you can see a Last Activity timestamp that indicates when they last edited their plan.

The Insights section provides you with access to aggregate-level data on the content of employees' development plans. This includes data from self-assessment questions as well as information on top motivators, strengths, and areas for growth.

This data can be utilized to understand the needs and preferences of employees across your organization. It can inform learning and development initiatives, hiring decisions, and succession planning.

The 'Development Confidence' score reflects the current sentiment of employees towards their personal development. Higher scores indicate a more effective development planning process.

The 'Development Confidence' score is based on aggregated responses to the following three questions:

These questions are chosen because they encapsulate the three aspects of an effective development planning process. A well-structured development planning process helps employees understand the skills and knowledge they need to develop, set clear goals, and find motivation for their future at the organization. The score averages the most recent responses from each employee that match the applied filters.

You can apply filters to the report for different sections of your organization or even specific managers. This can help you understand which people leaders are successful in developing their team, and which ones might require additional support.

The 'Development Focus' section sheds light on where employees are directing their development efforts. It can be used to understand how many employees are aiming to develop in their current role, are working towards a promotion, are considering a different type of role, or are simply exploring their options.

Understanding where employees are focusing their development aids in succession planning. For example, you can filter the reports to a specific area of your organization to understand how many employees are interested in moving into a more senior role.

The 'Development Plan Conversation Status' aids in understanding the level of involvement of managers in their team's development. A plan is set to 'Active' when an individual marks their plan for review and confirms whether they have had a development conversation with their manager.

This feature enables you to identify instances where managers may not be dedicating sufficient time to reviewing their direct reports' plans.

Top strengths represent the specific skills and competencies that employees believe they excel in. It shows the total number of employees who identify a particular competency as a strength. These competencies might be ones that they're recognized for, or that others approach them for assistance with.

Top growth areas highlight the specific skills and competencies that employees are focusing on developing. The system displays the total number of employees who identify a particular competency as an area for growth in their development plan.

Applying filters to the page can provide insight into the priorities of different employees within your organization. For instance, a Sales leader can filter the insights report by their department to understand which training programs they should implement.

The Motivators section indicates which aspects of work employees find most and least motivating. The development planning process can aid employees in identifying aspects of their work that they find most enjoyable, thereby enhancing their engagement at work.

From the Employees report, Account Administrators can access a dashboard that shows the status of every employee's development plan and when it was last updated.

You can filter the report based on the status of the development plan:

Similar to other reports, you can filter this report to view different employee groups. For example, you could filter the report based on employees' performance outcomes to see the development plans of all underperforming employees.

Once a plan has been set to active, administrators can select an employee to view the content of their development plan.

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