For leaders, HR and L&D

Team readiness for strategy — in market terms

The Learning and Growth perspective of the Balanced Scorecard (BSC) is usually measured in training hours. We measure the result: how far people in strategic roles already have the skills the market asks for in those roles, and what to learn next to close the gap.

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What we measure

  • Readiness in strategic roles

    The share of people whose skills match the role profile by 70% or more (ready) or by 40–69% (developing). The role profile is the key skills from real vacancies — or your own.

  • Critical skills without a «bus factor»

    What share of the role's key skills at least two people have — and which skills rest on one person or are not covered at all.

  • Internal mobility

    How many people can realistically move into another strategic role: a match of 40% or more with its profile. The basis for career tracks inside the company.

  • Stack currency

    What share of the team's skills is key for professions with growing demand — by the profession barometer.

  • Learning priorities

    The skills missing for the largest number of people in strategic roles — the most important for the market first. A ready list of initiatives for the development plan, not training for the sake of it.

What the report looks like

An example on a made-up team of 13 people: 6 backend developers, 5 system administrators, 2 QA engineers. The report is a BSC table: objective, measure, current value, target, initiative.

BSC: Learning and Growth perspective (demo)
ObjectiveMeasureNowTargetInitiative
Readiness of people in strategic rolesready (≥ 70%) and developing (40–69%)0% and 69%60% togethertraining: Backend Development, CI/CD, Integration Testing
Critical skillskey skills of the role held by ≥ 2 people65%80%pair learning and rotation
Internal mobilitymatch ≥ 40% with another strategic role0%30%career tracks between roles
Stack currencyteam skills in growing professions86%50%stack review every quarter

Why 0% «ready»: a role profile unites the skills of all vacancies of a profession, so 70% is a high bar. That is why the report also shows those developing: here 83% of the backend developers and 80% of the administrators. QA is not shown separately — the role has fewer than 5 people.

How it works

  1. You provide roles and skills. A pseudonym, role and skills for each person — or resume texts: skills are found automatically, without an LLM.
  2. Calculated inside your perimeter. An MCP server for your AI assistant, or a plain run over a CSV file. Market role profiles come from letsskills.com public data; employee data is not sent anywhere.
  3. A BSC report. Measures, targets and initiatives — for a strategy session, a development plan or a training budget. You set the targets.

Privacy and honest limits

  • Aggregates only: with fewer than 5 people no report is produced; roles with fewer people are not shown separately.
  • No ranking of individuals, no pay figures, no «employee value».
  • Role profiles describe the Ukrainian IT job market; your roles may differ — then set your own profile.
  • Culture and engagement are measured by surveys in this perspective — we do not replace them.

Discuss a pilot