The Competency Development module includes several improvements designed to provide more context in development conversations and reduce manual work in managing the evaluation cycle. This article summarizes what is changing and what your organization will gain with each update.

• Development Journal - new module
• Consolidation - unified profile
• Talent matrix - automatic positioning
• Development plan - more flexible structure
• Period configuration - new design
• AI assistant in questionnaires

Development Journal: new module

The Development Journal is a new permanent space to record each employee's progress, without depending on whether an evaluation period is open. It automatically records completed trainings and relevant changes for the employee, and each manager can add follow-up notes, achievements and feedback at any time of the year.

Each manual entry can be marked as public (also visible to the employee) or private (visible only to the manager). Additionally, two views are available: "My Journal", where each person can view their own history, and "My Team's Journal", where the manager accesses the history of their entire team to prepare follow-up meetings with full context. The Journal is also integrated into the employee profile, alongside the competency profile.

Benefit: Employee development is no longer tied to evaluation schedules — it can be documented and consulted throughout the year.

Consolidation - unified record

The consolidation screen now brings together in a single view:

• Evaluation history,
• Previous development plan 
• Entries from the employee's Journal.
• It allows you to directly record strengths and areas for improvement from here, which then feed the development plan, avoiding having to rewrite them when opening the IDP.

Benefit: less time preparing the evaluation conversation and less duplication of information between screens.

Talent matrix: automatic positioning

The talent matrix (9-box) can now be calculated completely automatically: 

• The performance axis is fed directly from the average gap calculated during consolidation.
• The potential axis can also be set to automatic, based on a specific question in the manager's questionnaire. 

With both axes automated, the matrix updates itself with each new consolidation, with no need for a manual positioning session.

Benefit: the talent matrix is always up to date, with no parallel process required for updating.

Development plan - more flexible structure

The development plan now allows goals, actions, and competencies to be defined independently, with configurable minimums (including zero). This makes it easier to adapt the plan to the type of development each employee needs, without forcing completion of sections that do not apply.

Benefit: development plans better tailored to each case, making them easier to create.

Period Configuration: New Design

The period configuration screen features a new design: organized by tabs, side status indicator, ability to assign an identifying color to the period, and editable commitment dates for each phase at any time, even when the period is already active, without blocking the process.

Benefit: more flexibility to adjust deadlines on the go, without losing control of the period.

AI Assistant in Questionnaires

Evaluation questionnaires now include an AI assistant with three functions for already written text: expand, summarize, and refine observations and comments. It does not generate content from scratch — it only improves what the evaluator has already written. This functionality will be deployed progressively.

Benefit: clearer and more complete evaluation comments, with less drafting effort.

Do you have questions about any of these updates? Contact your Account Manager or the Implementation Specialist assigned to you.