The Development Report turns a chosen set of an employee's competencies into a printable 70:20:10 development plan. It is generated on demand from each competency's current proficiency, the job description's required level, and any persisted recommendations on file. It's intended as a starting point for a manager–employee conversation.
What it shows
Every report has these sections:
- Front cover — a branded Jadiroon cover: the employee's name, position (and target job description, if set), the report date, and the logo set over the brand pattern on the navy field.
- About + scoring legend — how to read each competency's proficiency colour and what the 70:20:10 model means.
- Competencies covered — the competencies the manager picked, with current and required level.
- 70:20:10 hero — the headline ratios and the employee's role in the plan.
- Plan cards per competency — one card per selected competency, with bulleted recommendations for the 70 (on-the-job), 20 (coaching and peer learning), and 10 (formal learning) buckets.
- Back cover — a branded closing page with a thank-you note, a short follow-up message, and the copyright line.
Every interior page carries the brand frame — a green top and bottom rule, the Jadiroon logo in the header, and a copyright/confidential footer — and the whole document is set in the product font (Montserrat) using the same brand colours (green and navy) as the rest of the app.
How to generate one
From a person's detail page, click Generate Development Report. The dialog shows every competency on the employee's profile, ranked by gap severity (largest deficit first) with role-required competencies surfaced at the top:
- Pick any number of competencies to include in the report.
- Search the list by name to jump straight to a competency, and sort it two ways at once: by score (lowest or highest first) and by type (Technical or General first). The two sorts combine — e.g. "Technical first" + "Highest score" groups technical competencies on top, each group ordered by score.
- Each competency card shows a colour-coded score badge (out of 10) and its proficiency band — Beginner, Developing, Proficient, or Expert — so gaps and strengths are easy to spot at a glance.
- Competencies that already have a saved recommendation are marked with an Existing recommendation badge — they assemble instantly without spending model quota.
- Competencies the employee has already mastered are marked — the report includes them with a "mastered" note instead of a plan.
- Add a future-role label if you want the report framed toward a specific next step (optional).
When you click Generate, the system processes each selected competency in turn:
- If a recommendation exists, the cached bullets are reused.
- If no recommendation exists, one is generated with the 70:20:10 model and saved so the next report can reuse it.
Progress is shown live; once every competency is processed the report is rendered and you can open it in-app or print to PDF.
How to read a plan card
Each card shows:
- The competency name and the employee's current level vs the job description requirement.
- 70% On-the-Job — concrete work events and artefacts the employee will produce.
- 20% Coaching — named cadences with mentors, peers, or the line manager.
- 10% Formal Learning — courses, certifications, and programmes (Saudi providers first).
If a competency has no plan (already mastered, vague competency label, or insufficient data) the card surfaces a short note in place of bullets so the report doesn't ship empty sections.
AI-matched course suggestions
The 10% Formal Learning bucket in each plan card now includes clickable course links drawn from Jadiroon's built-in Saudi L&D catalogue — spanning providers such as IPA, TVTC, Doroob, HRDF, and KAUST. The AI matches courses to each specific competency gap and renders them as direct links labelled with the provider name. These suggestions are saved alongside the rest of the recommendation, so they also appear in the competency's detail dialog on the employee profile page — no need to regenerate the report to review them.
Why caching matters
Each (employee, competency) recommendation is stored in the database. That means:
- A report run is cheap on the second pass — already-generated recommendations are reused.
- Regenerating one competency's recommendation (from the per-competency panel) refreshes that one row; future reports pick it up automatically.
- An admin can curate the saved recommendations over time without re-running the whole pipeline.
Report style — Precise vs Opportunities
Each workspace chooses how development reports read, under Settings → Develop settings → Report style:
- Precise — the scientific 70:20:10 plan described above, with numbers, levels, and weighted buckets. This is the default behaviour.
- Opportunities — a separate, opportunity-framed generation (not 70:20:10). Recommendations are presented as two unweighted lists across all competencies — Self-development activities and Learning opportunities (courses) — in a positive, non-judgemental tone, with no numbers for the employee.
Set a workspace default (Precise or Opportunities) applied to every new report, or choose No default — the admin then picks the style in the generate dialog each time. New workspaces start with No default.
The two styles are stored side by side per competency, so switching generates fresh content the first time and reuses it afterwards. The generate dialog shows, per competency, whether it is ready for the chosen style or will be generated — so the cost is clear before you run it. Changing the setting does not alter already-generated reports.
Two audiences (Opportunities mode): HR sees the full report with numbers and an analytical layer; the employee sees the same recommendations with numbers and analysis removed — opportunities only. In Precise mode the employee and HR see the same report.
Additional opportunities: when generating a report (either style), HR can manually add extra opportunities — external/internal courses, secondments, or anything else — that appear in a dedicated Additional opportunities section, shown to both audiences.
Limitations
Reports are a starting point for conversations, not a final assessment. The 70:20:10 percentages are a design heuristic, not a measurement of an employee's time or training spend.