A collection of the most common questions when rolling out the Talent module, with short answers and links to detailed articles.

About competency frameworks and the skill library

Question	Answer
I created a skill but can't select it when building a framework?	The skill hasn't been ticked for the correct applicable job title. A skill can only be used in a framework for the same job title — article B13-02
Why does the level selection step only show "Untitled"?	The skill doesn't have its five behavioral levels written in the Skill Library — article B13-03
How many skills does a job title need?	About 6 to 10, divided into 3 to 4 groups
Are weights calculated across the whole framework or within a group?	Within each group. Each group must total 100% — article B13-05
What should the required level be?	Usually 3 for key skills, 4 for core skills. Don't set 5
Can the Talent framework be used for recruitment?	No. Recruitment has its own framework and its own system — article B15-05

About review cycles

Question	Answer
Who should rate in the first cycle?	Only the line manager, with 100% weight. Expand to multiple perspectives from the next cycle — article B13-06
What must the total reviewer weight add up to?	100%; the system reminds you right in the Review Settings dialog
Can reviewers be anonymous?	Yes, with the Anonymous toggle. Turn it on for peers, not for the line manager
I select employees but no one shows up?	Their profiles are missing a job title, so they don't match any framework
How often should reviews take place?	6 months by default. The Repeat box offers 1 · 3 · 6 months — article B13-07
Is it a problem to edit the framework between two cycles?	Yes. Two cycles measured with two different yardsticks can't be compared

Question	Answer
Is the matrix generated automatically from competency reviews?	No. You must build a separate matrix template and run a separate matrix review cycle — article B13-08
What does the matrix template include?	Two fixed groups: Current Performance (4 skills) and Growth Potential (5 skills)
What are the classification thresholds?	High ≥ 4.0 · Medium 2.5–3.9 · Low < 2.5, applied to both axes
Why does almost everyone end up in the middle box?	That's by design. The 4.0 threshold is high — the matrix exists to find the few at either end
Is the "Low performance" box used for dismissals?	No. It is reference information. All decisions about employment relations must follow legal procedures and be decided by the legal team
What is talent calibration?	A meeting to balance results across departments; see the Talent Calibration section

Question	Answer
The Talent report says "Unable to load report"?	All four reports are currently broken. Use the Export File button on the Reviews tab and process the data in Excel — article B13-09
Is there a screen to compare two cycles side by side?	Not yet. Export both cycles to files and compare them in Excel
Is there a succession planning screen?	Not yet. Combine the nine-box matrix + career paths + a tracking sheet outside the system — article B13-11
Can I mark a "successor pool" in the system?	Not yet. Do it outside the system — article B13-12
The Artificial Intelligence section in Talent?	Labeled Coming soon

Question	Answer
Where do I edit career paths?	In the business's job title tree. The Career Path tab is only a viewing screen — article B13-10
Why does the chart have job titles with duplicate names?	A leftover from data entry. Merge or delete the duplicates before using the chart
The Talent Marketplace shows everyone as "Excellent match"?	There is no review data yet. Run a review cycle first — article B13-12
How is the Talent Marketplace different from the Talent Pool?	Marketplace = people within the company. Pool (Recruitment module) = external candidates. They are two separate places

Question	Answer
Where do I see my results?	Talent › Reviews › Competencies, open the cycle with your name in Published status — article B13-13
My journey is empty?	The company hasn't run or hasn't published any review cycle that includes you
Is reaching level 3 good or average?	Good. Level 3 means you can handle common tasks independently, which is usually the required level for the position
What do I do if I think my results are wrong?	Discuss with your line manager. Scores are a basis for discussion, not a verdict

The Help Center does not provide legal guidance on the two points below. They are governed by the laws where the business operates.

Using nine-box matrix results, especially the Low performance group, in decisions about employment relations (article B13-08).
Using the Gender and Age filters in the Talent Marketplace to select people for internal opportunities (article B13-12).