Check your readiness for a role

What this achieves

Your readiness screen compares what you have recorded against what a role requires, requirement by requirement. It answers what is actually between you and a role you are aiming at, rather than whether somebody thinks you are ready.

Required role: Any signed-in user.

Steps

Go to Career & Growth → My Readiness.
Read the score for your Current role.
Use Compare against role to pick a Target role.
Read the Skill Requirements and Competency Requirements lists.
Select View role to read the full requirements of a role.
Read Recommended Courses and select View course on one that closes a gap.

Comparing against a different role

The role picker marks your current role with a current tag and your declared aspiration with an aspiration tag, and you can pick any other role to see what your readiness against it would look like.

Nothing is committed by comparing. Trying a role is a question, not an application, and the answer is a list of requirements rather than a yes or a no.

Example: James Whitfield compares himself against a senior engineering profile and against a management profile at HC Corp UK Ltd. The two produce different scores because they are different sets of requirements, and both are correct.

Reading the requirements

Each requirement shows your current level against the level required, and a status.

Option	Description
Met	You are at or above the level required.
Partial	You hold it, below the level required.
Gap	Nothing recorded against the requirement.

Competency requirements can carry a weight, shown beside the requirement where it is not the default. A heavily weighted requirement moves the score more than a lightly weighted one, so a single Partial on a weighted competency can matter more than several light gaps.

Start with Partial. Those are the requirements you are closest to meeting.

The score is a comparison, not a judgement

Readiness compares recorded capability against recorded requirements. It knows nothing about how you work, what you have delivered, or how you handle pressure, because none of that is in the comparison.

It is also only as current as what has been recorded. The score carries the date it was calculated and does not update on its own because you learned something last week — the way to move it is to have the skill assessed.

Example: a Gap against a skill James Whitfield uses daily means nobody has assessed him on it. The fix is an assessment, not a course.

If the screen cannot show you a score

Option	Description
No job profile assigned	Your readiness needs a job profile on your record. Ask your manager or the People team to assign one.
No employee profile linked	Your sign-in is not yet linked to an employee record. An administrator has to link it.
No ratings yet	You have a profile, but nothing has been rated. Rating your skills and competencies is what produces a real score.

None of these is a low score. They are the screen telling you it has nothing to compare.

Recommended courses

Where a target role is selected, courses tagged with the skills and competencies you are missing are listed. Selecting a target role is what makes recommendations possible — without one, there is no gap to match against.

An empty list means either you already meet every requirement, or no published course carries tags for the skills you are missing. The screen distinguishes the two, and the second is worth mentioning to your administrator.

Readiness over time

Where you have more than one score, the screen charts them, so a rising line is evidence that development is working rather than a claim that it is. The line moves when scores are recalculated, which follows assessment.

What happens next

A target role and a list of specific gaps is what a development plan is built from, and a plan is normally agreed with your manager rather than written alone. Declaring the role as an aspiration puts it in front of them formally. Where the gaps are skills you already have but nobody has assessed, an assessment is the faster route than any course.