Get started with Capability Framework
What skills and certifications do your employees need to succeed in their roles? And how do you know if they're ready?
With Capability Framework, you can define the skills, proficiency levels and certifications required for specific roles through Capability Profiles. This gives you an overview of how employees match role expectations, where skill gaps exist and where further development is needed.
By bringing role requirements and employee capabilities together, managers can better understand team readiness and identify development opportunities.
This guide takes you through preparing Skills, Certifications and Skillsets, creating Capability Profiles, reviewing readiness and building Career Tracks.
Capability Framework is part of Learningbank's Skills module. Reach out to your Learningbank contact or Support if you are interested in the feature or learning more.
Before you get started: Skills, Certifications and Skillsets
If this is your first time working with Skills and Certifications, start by creating the Skills and Certifications you need and organizing them into Skillsets. With a Skillset you can groups skills and certifications by topic, making them easier to manage and use in Capability Profiles.
You can create and organize Skillsets in two ways:
From Platform Settings: Go to Platform Settings → Organize → Skillsets to create and manage Skillsets. Then go to Platform Settings → Capabilities → Skills or Certifications to create the individual items.
While creating a Skill or Certification: Select an existing Skillset or create a new one directly.
1. Create your Capability Profiles
A Capability Profile represents the skills, certifications and expectations for a role or operational responsibility within your organization.
Open Develop → Capability Framework.
Create Capability Profile
Starting from existing Circles: Review the available Circles and select the ones you want to use as your starting point. users within the circle will automatically
Preparing a profile without a Circle: Use the + sign in a Career Track to create a profile. You can disconnect the profile from the track afterwards if needed.
How Circles connect employees to Capability Profiles
When a Capability Profile is attached to a Circle, its members (users) is synchronized with the Circle. This means the people connected through that Circle are kept up to date via the circle changes. You can review who is connected to the profile in its Users view.
They may still remain in the profile if they’re also assigned manually or through another linked circle.
Profile visibility
A new Capability Profile is Hidden by default, so you can prepare its requirements before members can see it. Change its status to Visible when it is ready for employees to access.
2. Add skills and certifications to a profile
Open a Capability Profile and go to its Capabilities view. Via Add, select the Skills and certifications to be a part of the expected Capabilities of the profile. They are shown together, so you can build the requirements for that profile in one place.
Filter by Skillset or Type to find the skills and certifications you need, then select one or more items.
Create a new skill or certification if the one you need does not yet exist.
Set the required target level for each skill.
A Certification does not have a target level and none is displayed in the overview
3. Review employees and readiness
Open the profile's Users view to see who is connected to the Capability Profile and how each person is progressing towards its requirements. Readiness takes both skills and certifications into account.
You can also review the readiness employees could reach by completing the learning already assigned to them. This helps you identify whether the available learning supports the profile's target requirements, or whether further development options are needed.
Understanding Content reach
Content reach shows the readiness members can achieve by completing their assigned content (e.g. Learning paths, Events and workflows with attached skills or certificates on them).
Compare it with the Capability Profile's requirements to identify gaps. For example, reaching the target may require additional learning content or a manager's assessment of a person's skill.
4. Create and manage Tracks
Tracks connect Capability Profiles to show possible development paths, such as moving from a junior role to a more experienced role.
Good to know 🧠 Tracks are optional. A Capability Profile can be active and visible to users without being part of a Track.
On the Capability Framework overview create a Track.
Sdd the relevant Capability Profiles.
Arrange/drag the profiles in the order that represents the development path.
Employees can see the first immediate role from their current role. To make addtional visible see section 5. Set up alternative development opportunities
Track visibility settings determine which future roles or development opportunities are available to employees.
Review these settings when building the track so the employee view reflects the opportunities you want to make visible.
5. Set up alternative development opportunities
The Opportunities tab within a Capability Profile lets you manage which development opportunities are available to employees connected to that profile.
If the Capability Profile is part of a Track, the first immediate opportunities defined by the track are displayed automatically. This gives admins an overview of the progression through the connected Capability Profiles.
Add alternative opportunities
Development doesn't always follow one predefined career path. You can offer employees opportunities outside their Career Track by manually adding other Capability Profiles, or set up opportunities without using a Career Track at all. This gives employees more ways to explore their development without requiring a predefined career path.
Open the relevant Capability Profile and select the Opportunities tab.
Under Alternative opportunities, click Add.
Search for a Capability Profile, or use the Skills and Certificates filters to find relevant profiles.
Select the Capability Profile you want to offer and click Add.
The selected Capability Profile appears under Alternative opportunities. If there is also a Career Track, these alternatives appear alongside its opportunities.
Good to know: Adding alternative opportunities does not change an existing Career Track. A Capability Profile can also offer only manually selected alternative opportunities, without belonging to any Career Track.
6. What employees see: Job Readiness and Career Opportunities
Employees who have a Capability Profile can open Job readiness in Develop. Here they can see their overall readiness and a summary by Skillset, including the number of skills and certifications in each Skillset.
Selecting a Skillset opens its individual skills and shows the employee's readiness for that area. Employees with several Capability Profiles can review readiness for each relevant profile.
In Career Opportunities, employees see the next immediate opportunity from their Career Track, not the entire track that admins can view.
They can also see the alternative opportunities manually added to their Capability Profile, including when no Career Track has been set up.
When an employee opens a Career Opportunity, they first see its Skillsets and can select one to review the skills within it.
Understanding the Capability Framework charts
Capability Framework uses spiderweb (radar) charts to provide a visual overview of readiness and highlight gaps between current and required capabilities.
What do the charts show?
Summary view: Each point represents a Skillset's overall readiness as a percentage. The outer ring represents 100% readiness, making it easier to identify which Skillsets need attention.
Individual Skillsets: In the Career Track view, the chart compares current and required capability levels. The two layers show where someone meets the requirements and where development is still needed.
Tip: Open an individual Skillset to explore the specific skill gaps and see what is needed to reach the target levels.
Good to know & FAQ
Job readiness is only shown to employees who have a Capability Profile.
Skillsets now organize skills and certifications instead of Categories.
A Capability Profile can contain both skills and certifications.
Readiness can be reviewed for the complete profile and for individual Skillsets.
Employees only see future development opportunities made available through a track or alternative opportunities is those profiles are mark as visible through the visibility settings Hide/show for users.
The grouped view organizes capabilities under collapsible Skillset headings. Each group shows the number of capabilities and its readiness, making larger profiles easier to review. You can also filter by Skillset to focus on one area.
Why do the employee see cards instead of a spiderweb chart?
Depending on the number of items, the platform may show cards instead for the best user experience.
Three or more Skillsets or individual capabilities: A spiderweb chart is displayed.
One or two Skillsets: A card is shown for each Skillset, with its number of skills and certifications and a readiness bar. Selecting the card opens that Skillset.
One or two skills or certifications within a Skillset (or a profile without Skillsets): Individual cards are displayed. Skill cards show the employee's rating and required target level; certification cards show certification status.
The same display rule applies in Job readiness and the Career Opportunities preview.