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Feature List >

Roles, Competencies and Skills

Features supporting workforce competency management through a three-tier roles, competencies, and skills framework for structured capability development.

Creating and Managing Skills

Requires Business Plan

Last updated 11/05/2026

How it works

Skills are created and managed by admins, alongside roles and competencies. Each skill has a title, optional description, optional code, and an active/inactive status. Skills are the atomic unit of the framework — they are what users actually attain. Once created, skills are assigned to one or more competencies, and the same skill can be reused across multiple competencies and multiple roles. This reusability means common knowledge requirements shared across different roles only need to be defined once. Skills can be created manually or via CSV bulk upload. Inactive skills are retained for historical purposes but are no longer available for new assignments. The total set of skills required across all competencies in a role defines the full attainment requirement for that role.

Benefit

Gives organisations a single, reusable library of defined knowledge requirements that can be mapped flexibly across any number of roles. A skill such as “WHS fundamentals” might be required in five different roles — it is defined once and referenced across all five, rather than duplicated. This also means that when a learner completes a topic granting that skill, it contributes to all five roles simultaneously. Codes are particularly useful for VET and qualification contexts, where each skill maps to a nationally recognised unit code.

FAQs

Yes. Skills can be bulk created or updated via CSV upload — useful for setting up large skills libraries without manual entry.

Creating and Managing Roles and Competencies

Requires Business Plan

Last updated 11/05/2026

How it works

Roles and competencies are created and managed by admins. Each role has a title, optional description, optional code, and an active/inactive status. Each role contains one or more competencies. Each competency has a title, optional description, optional code, and active/inactive status, and contains one or more skills. Competencies can be shared across multiple roles — for example, a ‘Manager Compliance’ competency can be required by both a Sales Manager and Operations Manager role. Roles, competencies, and skills can all be created manually or via CSV bulk upload. Inactive items are retained for historical purposes but are no longer available for assignment.

Benefit

Allows organisations to build a flexible, reusable competency structure that mirrors their actual role requirements. Shared competencies reduce duplication — common skill sets used across multiple roles are defined once and referenced many times. The optional code field supports organisations using Tribal Habits to manage formal qualifications (e.g. VET certificates), where each unit of competency has a nationally recognised code.

Assigning Skills to Topics and Pathways

Requires Business Plan

Last updated 11/05/2026

How it works

Skills are assigned to topics or pathways via the Settings tab in the General panel. One or more skills can be assigned to any topic or pathway. The same skill can be assigned to multiple topics or pathways, giving users multiple paths to attain it. Skills can also be added in bulk to many topics at once via the bulk action on the Knowledge page. Skills can also be attained via External Knowledge recording, allowing skills earned outside the platform to count towards role attainment.

Benefit

Creates a direct link between training content and workforce capability requirements. Each topic or pathway becomes a mechanism for closing a specific skills gap. The ability to assign the same skill to multiple topics gives learners flexibility in how they attain it — a skill might be attainable through an internal topic, a library topic, or a recorded external qualification. This is particularly useful for organisations managing qualification pathways where multiple routes to competency are acceptable.

FAQs

At completion. A learner only attains a skill when they finish the topic or pathway it’s assigned to — not when they’re enrolled. This means progress towards roles only updates as training is completed.
No — skills assigned to a topic after completion don’t apply retroactively. To backfill skill attainment for past completions, you can use a CSV code to update existing records.

Assigning Roles to Users

Requires Business Plan

Last updated 13/05/2026

How it works

Roles are assigned to individual users via their profile in the Admin area, or in bulk via the Upload People CSV. Each user can hold up to five roles simultaneously. Once a role is assigned, it is visible on the user’s profile in Admin (on both the Profile and Roles tabs) and on the learner’s own profile page on their dashboard. The Roles tab on a user’s admin profile shows their progress towards each assigned role — each required skill is shown as Missing, Current, or Expired. Only Current skills count towards overall role attainment percentage. Admins can view any individual user’s Roles tab at any time to see a real-time snapshot of their competency status.

Benefit

Gives admins and managers a per-person view of role attainment without needing to run a report. Clicking on any user in the People area and viewing their Roles tab immediately shows whether they are on track, missing skills, or have expired skills — making it straightforward to have informed conversations about training needs. The inline view is faster for day-to-day management; the Analytics reports provide the broader organisational picture.

Roles and Skills Reports

Requires Business Plan

Last updated 13/05/2026

How it works

Dedicated reports are available in the Analytics area under the Roles section. Skills Matrix: monthly analysis of skill status (Missing, Current, Expired) for roles assigned to people — filterable by skills, people, and month. Skills Finder: identify people who have some or all of a selected set of skills — filterable by people, roles, and groups. Skills Progression: overall progression (historical and projected future) for attaining required skills across assigned roles — filterable by skills, people, and months. Roles Summary: summary of the number or percentage of assigned roles that are 100% attained (all skills current). Roles People: percentage completion of current skills for each person’s assigned roles. All reports support saved filters and CSV download. Admins can also view role attainment for any individual user directly from their profile.

Benefit

Provides a complete suite of workforce capability reporting — from individual skill gaps to organisation-wide role attainment. The Skills Matrix is the primary operational view: it shows the current status of every required skill across all people and roles in a single filterable table. The Skills Finder is invaluable for succession planning or resourcing — instantly identify who in the organisation holds a specific skill or set of skills. The Skills Progression report adds a forward-looking dimension, showing when skills are expected to expire and when role attainment may decline.

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