If you have access to the Company page, you will be able to see the Performance Insights.
Pando Performance data includes level distribution, level performance, competency categories, and competency performance. This allows you to see how departments, roles, and individuals are growing and performing. It enables performance calibration across the organization and within departments and teams.
Why is this important?
Data can streamline and make a huge impact on your performance calibration process by helping you:
Drive consistency by making sure people are being assessed fairly and consistently across the company and prevent bias
Compare performance within and between departments and teams to identify outliers, as well as individual performance at the same level, within or across different teams
Understand how a department is performing as a whole across competencies to accurately direct L&D efforts
Monitor performance, flight risks, and plan for succession or support programs
Overview
Level distribution - see how many ICs and Managers are at each level across the company.
Competency categories - see the average rating for all competencies within a category for each color-coded department. Note that each category contains all departments.
When you click "View level performance" or "View competency performance", you’ll see these charts, respectively:
Levels
The Levels page shows level performance by showing progress ring completion (%) by level. Each color represents a different department.
You can filter on: Department or Role (Contractor, IC, Manager) and click "Apply." [Coming soon: filter by levels, gender, ethnicity, and location.] As you filter, see the dynamic employee list below the chart.
Hover over any dot and you will see info about that individual. Click on any dot to see the employee card listed below. Click that person again to display everyone on the chart.
How to display a department breakdown to see manager team levels and progress ring percentages:
At the dropdown at the top, select a department and click "apply."
Click on the level number (e.g. 3) on the vertical axis. This will create a new chart for the level you selected with the manager name as the "Team" (vertical axis) and progress ring completion percentage (horizontal axis). Each team is plotted on the manager name row as to their progression ring completion. At the top, you will see an "Overall" row at the top showing the distribution of everyone in the whole department at the selected level and where they are along the progression completion percentage.
What data is included?
Anyone who has a level is included in the chart.
Anyone who has a level but has not had a Full assessment will appear on the chart and display a rating of “0.”
What data is excluded?
Anyone who does not have a level (IC3, M7), is excluded from the chart.
Competencies
The Competencies page shows competency performance by showing the competencies (grouped by category) and ratings for each level in that role.
Hover over any box and you will see: Level, Competency, Average rating, and the number of employees that were rated or unrated for that competency at that level. Click on any box to see the employee cards listed below. Click that box again to return to the previous list.
At the top, you can filter on: Rubric, Role (Contractor, IC, Manager). [Coming soon: filter by levels, gender, ethnicity, and location.] As you filter, see the dynamic employee list below the chart.
What data is included?
Anyone who has a level is included in the chart.
Anyone who has a level but has not had a Full assessment will appear as “No ratings” on the chart and in tooltips. They also are not factored into averages.
What data is excluded?
Anyone who does not have a level (IC3, M7), is excluded from the chart.
What do the color-coded ratings mean?
No ratings - No ratings yet for these individuals at that level for that competency
Building 0-1 - Building the foundations of mastery of this competency at this level
Improving 1-2 - Starting to build a track record of success and striving to maintain consistency
Delivering 2-3 - Consistently behaving in a manner that is expected/desired
Excelling 3-4 - Exceeding expectations across many contexts
Outperforming 4-5 - Going above and beyond what is expected in nearly every context