How to read this example. Filters explore a prepared synthetic snapshot. Recommendations, targets and timings are proposals to review, not measured outcomes or included delivery commitments. Self and manager ratings are assessment perspectives; access and visibility are agreed for each engagement.
Key results at a glance
Three decisions this map puts on the table
Computed from the people in view and the family or branch selected. A map that only shows where people are has not finished its job; this one says where capacity can move.
Where the capacity is
Each bubble is a city; size is how many people in view are there; colour is how deep the selected competencies run (share of competency claims at Advanced or Expert). Click a bubble to filter every chart below to that city; click again or use clear to release.
People by city, coloured by depth
People in view
What the house can do, by competency
Competency distribution: people by branch
Sub-competency distribution: the long tail
Who holds it: level and contract type
People by contract type and role level
Diversity of the people in view
Where capacity can move
For the selected competencies, the cities with a deep bench against the cities that are thin. This is the mobility conversation the map exists for.
From the map to the decisions
Name the thin cities
- For each family, the cities under 25% at Advanced or Expert get a named owner and a target.
- Every unconfirmed claim in those cities is validated by a manager within the month; thin plus unvalidated is a guess, not a gap.
- The long tail is reviewed: merge, rename or retire anything held by fewer than 1% of people.
Move before hiring
- Deep cities lend experts to thin ones for a season; the map names who can go.
- Open roles in thin cities are offered to internal people at Advanced level first.
- Seasonal and fixed-term hires are planned against the map, not against last year.
Keep it alive
- Re-run the conversation for the thin cities only; ten minutes per person.
- Managers confirm the moved experts' new competencies in their new city.
- The map becomes the input to next year's plan, replacing headcount by title.