Career management overview

The career management feature provides role definitions & expectations, role assessments, and growth opportunities for everyone in the organization. These components help ensure that you and your manager have a common understanding of what is expected of you, and how you are performing relative to the expectations of your role. Growth opportunities help you and your manager create effective professional development plans that are aligned to specific areas of your current role or potential future roles.

Viewing your career page

Your career page is located on your profile page. To view your own profile page, click the “Me” tab in the top navigation header.  Once on the profile page, click on the “Role and growth” tab to view your career page.

Note: If you do not see the "Me" tab in the navbar, or you don't see the "Role and growth" tab on your profile, the Career Management feature is not enabled for your network. Reach out to your network administrator to discuss getting this feature enabled. 

Managers and admins with content visibility of others can view the career page of their direct and indirect reports on their reports' profile pages. To quickly get to another team member's profile page, use the search bar on the second row of the navbar. If you do not have access to view a team member's career page, you will not see the “Role and growth” tab on their profile page.


Defining and editing a role

To define a role, click the “Set up role” button, or the "Edit role" button if a role definition has already been started. From the edit role form, a role template can be selected or a role can be defined by adding responsibilities manually. Currently, only admins can create role templates, while employees and managers can setup and augment a role manually. For more info about creating role templates see the Creating role templates article (admins only)

Best practices: 

  • Role definitions can be as simple as adding a single responsibility area that represents the entire role, however it is recommended to breakdown the role into 2-5 key responsibility areas that would require different skillsets. This will help foster better conversations, allow for each area to be assessed individually, and better organize growth opportunities. 
  • The description of each responsibility would ideally contain the activities, behaviours and success measures that are expected for that area of the role.

Future roles

Up to 4 future roles can be added to a career profile at any given time. Future roles are intended as a way for you to indicate which roles you may be interested in at a future time, allow you to see role expectations of different roles, and identify growth opportunities to help you work towards being ready to move into a potential future role. 

Future roles do not have to be roles you are already planning to move into. Future roles can be several steps ahead, or they can be roles you are simply exploring to see how interested you may be in that role at some point. 


Assessments can be optionally enabled for each role responsibility. Assessments help you and your manager review where you are with that particular responsibility. Both you and your manager can assess each responsibility, which allows for you to see where you may be misaligned with your manager's expectations, at which point a conversation is needed to get back in alignment. 

Currently, 7Geese supports three assessment values:

  • Developing
  • Meeting expectations
  • Exceeding expectations

Additional details can also be added for context on an assessment. The additional details can be used to surface specific projects or actions you've taken to exhibit the behaviours needed for the responsibility area. 

Growth opportunities & action items

Once a role has been defined, growth opportunities can be added to each of the responsibility areas. Growth opportunities allow you and your manager to define areas that you can work on to be more effective in that specific responsibility area. To get more granular, action items can be added to growth opportunities to specify individual activities that can be done to execute on that growth opportunity. 

Note: Growth opportunities are attached to a specific responsibility to ensure that development efforts are going to have a meaningful impact on the key areas of the role.  If a growth opportunity does not align to a responsibility in a current or future role, it might be good to consider if that is really the highest priority item for you to focus on. 



People analytics overview

The People Analytics feature provides a way for managers to communicate key management data upwards, and provides organizational leaders with a birds-eye view of the critical talent information in the organization. With a more holistic view of talent data, managers and organization leaders can take actions to help ensure the company is able to retain and develop key team members. 

The People Analytics Report

To view the People Analytics report, click on the “Reporting” tab in the second row of the navbar, then click on the “People analytics” tab.

Privacy is a big part of people data, so the people that will display in this tab is dependent on the visibility rights you have for individuals in the company.  Managers will see their direct and indirect reports (reports of reports), while admins will see anyone that they have content visibility access to. 

The report has two main sections, a section for charts that summarize the data and a table that lists the specific talent data for each individual you have content visibility to see. mceclip0.png

Talent attributes

Talent attributes are fields that managers can set to pass key information about their direct reports upwards. 7Geese currently has a base set of 3 talent attributes: Ready for promotion, retention risk, successor identified. Talent attributes also have insights, where they have specific colours based on certain values that are selected. 

Managers can set the values for these fields by clicking on the vertical ellipsis to the right of an individual's name in the table. When settings talent attributes, there is a dropdown field with specific values, as well as a text input box to add additional context. All changes are dated, and the notes and updated times are displayed when hovering over the field in the table view. 




Admins can enabled and disable each of the talent attributes in the “Org settings” section on the “People analytics” tab. 

Ready for promotion

Allows managers to track and communicate which members of their team are ready or are nearly ready for a promotion. 


  • Yes, ready now
  • Yes, in 6 months
  • Yes, in 12 months
  • No, not ready
  • No, not interested
  • Not set (click the “x” to the right of the current value in the dropdown menu)


Any employees with the values “Yes, ready now” or “Yes, in 6 months” are coloured green in the people analytics table, to help identify these people at a glance. This information can be used to see what recruiting resources or team changes may be needed in the short term.

Retention risk

Allows managers to track and communicate which members of their team might be at risk of leaving the company.


  • No
  • Yes, low risk
  • Yes, high risk
  • Yes, offboarding


Any employees with the values “Yes, high risk” are coloured red in the people analytics table, to help identify these people at a glance. 

Successor identified

Allows managers to track and communicate if the manager has identified other employees that would be ready to step into the role, if the current employee was to exit that role.


  • No successor required
  • No, not actively looking
  • No, actively looking
  • Yes, internal
  • Yes, external


Any employees with the values “No, not actively looking” or "No, actively looking" are coloured red, if and only if ready for promotion is either "Yes, ready now" or "Yes, in 6 months" or retention risk is "Yes, high risk". This helps to identify roles that may need backfill that hasn't yet been identified. 

Role defined

Note: The role defined column appears only if the Career Management feature is enabled.

The role defined column tracks if the individual has a current or future role defined in the "Roles and growth" tab of the individual's profile page. 


  • Yes - The individual does have a role defined on their role and growth page
  • No - The individual does not have a role defined on their role and growth page

Growth opportunities

Note: The growth opportunities column appears only if the Career Management feature is enabled.

The Growth opportunities column tracks the number of growth opportunities that have been created on the individual's current and future roles on their role and growth page. 


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