The by person lens of the gap dashboard answers: for one specific employee, where is their profile against the requirements of their current job description? It is the lens you will use most when having a development conversation with one person.
Where to find it
/{slug}/app/grow/gaps. The page has three lens tabs — Person, Job Description, Competency — at the top. Choose Person, then pick the employee from the searchable dropdown. (If you are a line manager, the dropdown only lists the people in your reporting tree.) Picking a person switches the view instantly and shows the app loader until that person's gap data arrives.
What you see
Competency bars — one row per competency that the employee's current job description requires — grouped by competency type into two columns: a Technical competencies column (scored 1–5) and a General competencies column (scored 1–3), each with a count beside its heading. On narrow screens the two columns stack.
A Sort by score toggle at the top right orders the rows inside each group by the employee's current level — Highest first (their strengths on top) or Lowest first (the weakest scores on top). Competencies with the same score fall back to the larger gap first.
Each row shows:
- The competency name.
- The current and required levels as whole numbers on the competency's own scale — technical competencies 1–5, general competencies 1–3 (e.g.,
2 / 5or1 / 3). Levels are always integers. - A two-layer bar: a pale track marking the required level, with a coloured fill showing the current level on top — green when the requirement is met or exceeded (current ≥ required), the "close" hue for a gap of exactly one level, red for a gap of more than one level. The bar scales to the competency's own maximum.
- A status badge:
✓ metwhen the current level equals the required level;−N shortwhen below target (N is the integer shortfall); or+N over(green) when the current level exceeds the requirement. When over target, thecurrent / requirednumerator is capped at the required level (e.g.3 / 3, not5 / 3); the true measured level is shown in the cell's tooltip.
Only the competencies the job description requires appear here; competencies outside the job description's requirements are not shown in this lens.
Export to Excel
An Export (.xlsx) button sits beside the picker once a person is selected. It downloads exactly what is on screen: one row per required competency, with the competency's type, the current and required levels, the gap, and the same met / short / over wording the badges use. Column headers follow your interface language, and the employee's name is written into the first row of the sheet so the file stands on its own inside a pack.
The export re-runs the same query and the same permissions as the screen — a line manager can only export someone inside their reporting tree. The file arrives as gap-analysis-person-<name>.xlsx.
Acting on the data
This lens is a read-only picture; you act on it from the surfaces built for that:
- Assign an assessment that targets the gapped competencies (from the person's profile or the Develop surface). The assessment refreshes the profile in those competencies, often closing or confirming gaps.
- Add a learning milestone to the employee's growth plan in the gapped competency.
- Trigger a structured-interview assessment to collect higher-fidelity signal where the current measurement is shallow.
What this view is not
- It is not a performance dashboard. A small gap does not mean strong performance. It means the profile lines up with the job description's stated requirements.
- It is not for sharing with the employee directly. The employee sees their own profile in their portal; the job description's required levels are also visible to them in their growth plan. The HR-side gap view is structured for HR and management decisions.
- It does not compare against other job descriptions. This lens always measures against the employee's current job description. To ask "what other job descriptions is this person a match for?", use the career-paths view.
Next
The by job description lens shifts perspective from one person to one job description across the whole team — covered next.