Digital Skills Radar
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Institutional adoption guide

For an HR or learning director: how to run a voluntary cohort in two weeks, the privacy rules that are never broken, and what the tool is not for. One sitting to read.

For development only — never for appraisal, promotion or comparison, and never attached to an employee file.

What the tool is for, and what it is not for

Use it for

  • A development conversation between an employee and their manager, starting from the conversation sheet
  • Planning learning programmes for a department or entity from aggregated needs
  • A starting point for a 90-day plan the employee owns
  • Re-assessing after 90 days to review one’s own progress

Never use it for

  • Performance appraisal, promotion, comparison or selection
  • Attaching to the employee file or any HR system
  • Ranking or comparing employees or departments
  • Proving competence or granting a certificate: it is a self-assessment, not an exam

Privacy rules

  1. 1Participation is voluntary

    Oblige no one, and never ask non-participants why.

  2. 2Results stay in the employee’s browser

    No server receives them; do not ask for screenshots or result files.

  3. 3Employees share their code by choice

    The result code is anonymous: rounded scores and the role category, never the name or exact role.

  4. 4No aggregate is shown below 5 codes

    A small group reveals individuals; merge small teams rather than show them.

  5. 5No row per person

    Reports show a distribution per domain and shared priorities only.

A voluntary cohort in two weeks

Editorial estimate

A suggested schedule to adapt to your entity; not a standard and not a measured trial.

  1. Days 1–2

    Set-up

    • Pick one or two departments and name a cohort owner from HR or learning.
    • Write the purpose in two lines: «for development only, voluntary, never used in appraisal».

  2. Days 3–4

    Brief the managers

    • A short session on the purpose, the privacy rules and how to run a development conversation.
    • Each manager tries «My assessment» first.

  3. Days 5–9

    Assessment in protected time

    • Send the invitation and set aside work time for those who want to take part.
    • Each participant prints or keeps their own conversation sheet.

  4. Days 10–12

    Development conversations

    • A short conversation between employee and manager on the suggested priorities, ending with one agreed priority.

  5. Days 13–14

    The learning decision

    • Each manager compiles the agreed priorities without names and decides one programme for the department with learning.
    • Set the re-assessment date 90 days later.

Pre-launch checklist

0 of 7 done

A ready invitation message

Copy it and adapt it to your entity.

Dear colleagues,
You are invited to take part, voluntarily, in a digital skills self-assessment using the «Digital Skills Radar». It helps you explore your level across 8 domains and suggests development priorities and a plan for the next 90 days.
• Taking part is entirely voluntary.
• Your answers never leave your browser, and no one sees them.
• Results are for development only and are never used in appraisal or promotion.
We have set aside work time for anyone who wishes to take part, and you may discuss your development conversation sheet with your manager if you choose.

Suggested follow-up indicators

Editorial estimate

No numeric targets: each entity sets its own from its context. Read the indicators aggregated per department, never per person.

  • Voluntary participation rate
  • Share of participants who held a development conversation
  • Priorities that became a learning activity within 90 days
  • Change in the aggregated need after re-assessment

Try the tool as an employee first

The best judgment of fit for your entity starts with your own try: complete the assessment, read the conversation sheet, then decide.

Start the assessment Read the methodology
Start the assessment