NEW FEATURE: ROLE RESILIENCE REPORT
The Role Resilience Report is a powerful new feature in My Competency Expert (www.mycompetency.expert), designed to help organizations build stronger succession plans and ensure business continuity when key roles become vacant—whether due to unexpected departures, planned retirements, or long-term contingency needs.
Unlike simpler tools that rely on basic compliance percentages (like the Role Wizard's straightforward count of held vs. required competencies), the Role Resilience Report takes a more sophisticated, nuanced approach. It introduces relative effort calculations that account for:
Partial compliance on time-based requirements (e.g., if a role needs 4 years of specific experience and someone has 2 years, only 2 years of additional effort is factored in).
Weighted competencies based on realistic effort to acquire them—a bachelor's degree in mining, for example, carries far more weight (and time) than a short site-based awareness unit.
This results in smarter, more actionable recommendations for who is truly best positioned to step into a critical role, helping leaders prioritize training, development, and promotions effectively.
A Quick Comparison: Role Wizard vs. Role Resilience Report
The Role Wizard uses a simple binary approach: competencies are either fully held or not, with no weighting or partial credit. It might suggest candidates based purely on a percentage match (e.g., 60% compliance), but it doesn't reveal the real-world effort needed to close gaps.
In contrast, the Role Resilience Report provides deeper insights:
Level of Compliance — The familiar simple percentage (for quick reference).
Remaining Effort — A relative score estimating the total effort required to reach full compliance (higher numbers mean longer/more intensive gaps).
Largest Contributor — The single biggest hurdle (e.g., a specific unit or experience requirement that will take the most time).
Detailed per-competency view with symbols:
✓ Fully compliant
X Not compliant
? Unknown (no data recorded)
3/4 Partial time-based progress (e.g., 3 out of 4 years)
- Not needed (due to option group alternatives being met)
For option groups (where multiple units can satisfy a requirement), the system intelligently uses the smallest effort among viable alternatives.
Real-World Example: CHPP Maintenance Superintendent Role
Consider the CHPP Maintenance Superintendent position. The Role Wizard might highlight several people at 60% compliance, but the Role Resilience Report reveals a clearer picture by sorting candidates from lowest to highest Remaining Effort.
In the example report:
Dalayza Arthurs stands out with 55% simple compliance but only 835 relative effort days remaining—far lower than others. The largest contributor is RIIMPO403D (just 30 days). As someone already in the same department (reporting to the CHPP Manager), Dalayza emerges as a strong, low-risk candidate for rapid upskilling in an urgent vacancy scenario.
Noor Gully follows closely (about 60 days more effort), but their largest gap is 90 days—potentially less ideal for emergencies. As the department manager, they could serve temporarily, though leaders might weigh broader implications (e.g., risk ownership in safety systems).
Candidates like Anela Cosme or Breann Cromer, who tied at the top in the Role Wizard (60%), show much higher Remaining Effort (1,200+ days), highlighting why percentage alone can be misleading.
This granular view empowers users to make informed decisions: focus training on high-potential internal candidates, identify emergency backups, or plan long-term development for key management structure roles.
The Role Resilience Report turns competency data into strategic guidance—ensuring your organization is resilient, compliant, and ready for whatever comes next.
Stay tuned for more updates from My Competency Expert, where smarter competency management drives real workforce resilience! If you'd like a demo of this feature or have questions, visit www.mycompetency.expert or reach out—we're here to help.
