As HR, you have global visibility over all the Individual Development Plans (IDPs) in the company, as well as special capabilities to manage the process: advance and revert statuses, finalize in bulk, and unblock processes that have become stuck. This article explains those exclusive capabilities. 

Access the company’s Development Plans (PDIs)

Competency development > Development plans > Company view.

You will see the list with: IDP status, employee, evaluator, period, commitment date, goals and actions, and final grade (if already finalized).

Development plan statuses

• Not started: the plan design has not begun yet.
• In design: the manager and/or the employee are adding goals, actions, and competencies. Both can modify the content while this status lasts.
• Pending employee: the manager sent the plan to the employee for validation.
• Pending evaluator: the employee suggested changes and the manager must review them.
• Monitoring: the plan is active throughout the year; the main content is locked and serves as reference.
• Finalized: the plan has been evaluated and closed by the manager.

Commitment dates 

Each period has two dates, defined in its configuration:

• Design commitment: until when all plans must be validated and ready to begin monitoring. It is shown in the statuses Not started, In design, Pending employee, and Pending evaluator. employee and Pending. evaluator.
• Evaluation commitment: until when all plans must be evaluated and finalized. It is shown in Monitoring and Finalized.

They are configured in Configuration > Competency development > Periods > the specific period.

What you can do that a manager cannot

The manager view is designed for managing the IDPs of their own team. The company view is yours as HR, with additional capabilities:

• Advance and revert states: Managers can only advance the plan state; you can also revert it to a previous state, useful for unblocking processes or correcting mistakes.
• Mass completion without evaluation: Managers complete one plan at a time, with full evaluation. You can finalize several IDPs at once, without going through the individual evaluation modal.
• Unblocking processes: You can advance an IDP even if the employee or manager has not yet acted, preventing the process from being stalled due to lack of response.

Advance and revert states 

Examples of when to use it:

• A manager confirmed an IDP "In design" without finishing it and mistakenly moved it to "Pending employee" → you can revert it to "In design" so they can complete it.
• An employee proposed incorrect changes and the manager wants them reviewed again → you can revert the IDP to "Pending employee".
• An IDP was finalized with an incorrect score → you can revert it to "In follow-up" so the manager can evaluate it again.

How to do it: open the IDP, look for the option "Change state", select the state you want to return to, and confirm.

Mass finalization of IDPs 

Useful for end-of-year administrative closures, IDPs with no follow-up during the year, plans of people who are no longer in the company, or any closure needed to start the next cycle.

1. Go to Skill development > Development plans > Company.
2. Filter the IDPs you want to finalize (for example: Status = "In follow-up" and Period = as applicable).
3. Check the boxes of the IDPs to include.
4. Click "Change state" in the toolbar.
5. Confirm in the modal — there is no need to evaluate each plan individually.

⚠️ IDPs finalized in bulk without evaluation will not have a final score. Notify managers if you need them to evaluate before closing.

Unblock stalled processes 

• The employee does not respond (IDP in "Pending employee" with the deadline passed): open the IDP and advance the state manually to "In follow-up".
• The manager does not finalize (IDP in "In follow-up" at the end of the period): use the mass finalization, or finalize it yourself individually.
• The manager does not validate the employee's changes (IDP in "Pending evaluator" with no response): review the proposed changes yourself and advance the state to "In follow-up" if they are reasonable, or revert to "Pending employee" if they are not appropriate.

Export mass reports

Select multiple IDPs and click "Export": a zip file is generated with the PDF reports of all selected.

Advanced filters {#filters}

In addition to the usual filters, as an HR user you have access to: company, work center, group, agreement, organizational unit, evaluator, commitment date, IDPs without evaluation, and IDPs with active alerts. Use them to detect blocked processes or generate reports by area.

Company view vs. team view {#views}

• My team: only the IDPs of your direct team, if you also manage people — works just like the manager view.
• Company / Global: all the IDPs within your scope, with all the special capabilities described in this article. This is the one you will usually use as HR.

Reports and monitoring 

You can generate global reports on: process status (how many IDPs in each state, completion % by position, blocked processes), evaluation (distribution of scores by area, best and worst evaluations), and date compliance (managers and employees who acted on time). Useful for informing management, detecting areas that need support, and measuring process adoption.

Consult historical plans

• View plans from a previous year: change the period filter to the year you need.
• View all plans for an employee: period filter "All" and search for their name — you will see both active and historical plans.
• Generate an annual compliance report: filter by period and by the "Finalized" tab, adjust the final evaluation filter by range if needed, select all, and download the report.

? All your actions (state changes, mass completions, reversions) are logged in the IDP history, with who did what and when — this ensures traceability in any process audit.

Still have questions? See also:

• Development plan (My team)
• Competency consolidation and competency profile
• Configure 360 evaluation

Is your question more specific to your case? Contact your Account Manager.