Ready-Made Report | Roles & Competencies
Roles, Duties & Competencies Dashboard in Power BI
When HR is filling an open position, a profile with a clear list of duties and required skills is what every candidate gets measured against. The dashboard shows these profiles, the team's actual skill level, and process deviations — when a duty is carried out differently from what the profile describes. All on four pages instead of scattered HR documents.
Capabilities
What the Roles & Competencies Dashboard Shows
An HR director shouldn't have to dig through archived job descriptions every time they need to check whether an employee is meeting their duties and has the right skills. The dashboard has four pages — "Job Profiles," "Skills & Development," "Duties" and "Deviations" — and shows all of it together.
01
Job Profiles — Overview
The first page: the number of job profiles (total / active), how many profiles have an assigned employee, how many profiles have a list of duties, and how many unique positions exist in the company — six KPI tiles.
02
Profile Duties by Type and Frequency
Two donut charts: duties broken down by type (core, control, execution, grouping) and by frequency (daily, weekly, monthly). Plus a horizontal chart showing the number of duties in each job profile.
03
Duties Register by Job Profile
A detailed table: position name, core duty, specific duty, type, completion marker and the duty's purpose. Everything expected of a position, in one place — without digging through job descriptions.
04
Skills & Development — KPIs
The second page: how many employees have assessed skills, how many skills are tracked, what share of skills are on target (self-reported level matches the required level), and how many skills are still on the development plan — seven KPI tiles.
05
Skills by Employee and by Skill
Two horizontal charts: the number of skills per employee, and the number of employees who hold each skill. You can see where the company has depth of expertise, and where it depends on a single person.
06
Skill Classification, Register and Training
A donut chart of skills by category (general, analytical, technical) and two tables: a skill breakdown (required vs. self-reported level, training/certification) and a training breakdown — who is completing what training, and when.
07
Duties — KPIs and Classification
The third page: total number of duties, categories, daily duties and duties with a defined priority. Breakdown by type and frequency, plus the number of duties per responsible person.
08
Process Deviations
The fourth page: a register of deviations — cases where a duty was carried out differently from what the job profile describes. Classified by type (delay, incomplete execution, rule violation, need for a regulation update), broken down by employee, with the actions taken for each case.
09
⚠ Critical Deviations
A separate KPI tile highlights critical deviations among everything logged — and shows how many of them still require an update to a regulation or process, not just a one-off fix.
Who It's For
Who Gets the Most Value from Roles & Competencies
Built for companies where job duties and competencies need to be standardized, not just exist "by word of mouth."
HR / Recruiter
When a position opens up, you already have a ready-made job profile: a clear list of duties and the required skill level, instead of a department head's "by word of mouth" memory. It's easier to write the job ad, evaluate candidates and explain to the team why this particular person is the right fit.
CEO / COO
Process deviations are a signal — either the regulation doesn't match how the work actually happens, or an employee is lacking competencies. You see systemic problems instead of isolated complaints.
Department Heads
You clearly see which duties are assigned to each position on your team, which of your people are overloaded, and where a specific employee needs training rather than a reprimand.
Integrations
What the Roles & Competencies Dashboard Connects To
The dashboard connects to the CRM and documents your HR team already works with.
CRM on Dynamics 365 / Power Platform
If job profiles, duties, skills and deviations are already tracked in Dataverse, the dashboard connects directly. This is our core stack, so we configure the duties and skills reference structure faster.
Excel & SharePoint
If job descriptions and the skills matrix live in Excel files or SharePoint lists, we connect directly via Power Query, with no migration to another system.
Learning Management System (LMS)
If your company has a platform for training and certifications, we connect its completion data so you can see the link between the development plan and an employee's actual progress.
Personal data and skill assessments are protected with Row-Level Security: HR and managers see their own team's details, an employee sees only their own profile.
Implementation Four Steps to a Working Dashboard — in 7–10 Days The longest of our ready-made reports, because it requires aligning the duties and skills reference data with your HR team. We handle the rest.
Days 1–2 Connect to CRM and Sources We get access to Dataverse/CRM or Excel trackers holding job descriptions and the skills matrix. One or two meetings with your HR administrator.
Days 3–6 Duties and Skills Reference Data We align the duty classification by type and frequency, the skill rating scale (required vs. self-reported level), and the logic for logging deviations from the profile.
Days 7–8 Launch in Power BI Service We deploy the dashboard to the cloud, configure role-based access (HR director vs. department heads vs. employee) and set the automatic data refresh schedule.
Days 9–10 Team Training We run a workshop for the HR director and department heads, covering the metrics, the deviation logic and how to read the skills matrix. 30 days of support included.
FAQ
Frequently Asked Questions
What if the company doesn't have formalized job profiles yet?
What does "skill on target" mean?
How is a process deviation logged?
Will everyone be able to see a specific employee's skill assessments?
What Power BI license do we need?
Ready to Launch the Roles & Competencies Dashboard?
Make Duties and Competencies Measurable
The HR director and department heads see whether job profiles are being followed, where skills are lacking, and where a process is being broken systematically — instead of finding out after the fact from isolated complaints.