A Skill Map is a table that lists the skills required for your business operations and shows which skills each employee possesses. It helps your organization understand its skill landscape and enables planned workforce development. In Dive, you can identify "which users," "which skills," and "at what proficiency level" they have.

Positioning of "Training (Courses)," "Development (Skill Map)," and "Qualifications"

Dive's training management divides roles across three layers:

• Training (Courses): A mechanism for distributing "sets of SOPs that employees must review." The goal is to view and complete procedures (that is, to consume the content).
• Development (Skill Map): A system for evaluating, planning, and recording "an individual's capabilities." It tracks a person's growth over the long term.

The basic approach combines delivering content through Training (Courses) and making people's status visible through Development (Skill Map). For detailed instructions on Training (Courses), see How to create courses, assign them, and view progress (Training feature). From this point forward, this article explains how to use Development (Skill Map).

These three are not completely separate. If you set "Skills gained" in a course and "skills proven" in a qualification, the skill levels for people who complete that course or acquire that qualification update automatically (Automatic evaluation). You can also increase levels when all related SOPs linked to a skill are completed. For settings and conditions, see Define team-common skills (Skill Map common settings); for managing qualifications, see Manage qualification (license, in-house certification, health check) expiration dates.

ISO 9001 (Quality Management System) also has related requirements.

7.2 Competence

The organization shall:

1. Determine the competence necessary for persons doing work under its control that affects the performance and effectiveness of the quality management system.
2. Ensure that these persons are competent on the basis of appropriate education, training or experience.
3. Where applicable, take actions to acquire the necessary competence and evaluate the effectiveness of the actions taken.
4. Retain appropriate documented information as evidence of competence.

Note: Applicable actions can include training provision to current personnel, mentoring, redeployment, or the hiring or contracting of competent external persons. Some actions can also enhance current competence such as knowledge and skills.

What you can do with Dive's Skill Map

• Link skills and SOPs: When linked, viewing history per user is aggregated as Development records.
• Skill Map definition by group: Display multiple groups side by side for comparison. Visualize workforce plans and gaps.
• Cross-team visibility: Team-common skill definitions and skill standardization across groups simplify team-wide skill management.
• Per-user Development management: Set level-specific development plans and development leads. Progress tracking is easy.
• Skill Map snapshots: Save the Skill Map status at a point in time. Can also be used as an audit approval record.
• Integration with Training, Qualifications, and SOP performance: Course completion, qualification acquisition, and completion of related SOPs can automatically update skill levels.

How to Read Skill Marks

Skill marks are used to make Skill status and Development implementation status visible at a glance. Whether development is underway is automatically reflected when you keep a Development records for the target level.

Skill mark	Skill level	Development implementation status for higher levels
	None	Not started
		In progress
	Level 1	Not started
		In progress
	Level 2	Not started
		In progress
	Level 3	Not started
		In progress
	Level 4	-
* Grayed out	Skill not required for this person

Grayed out means the person does not need that skill—it is "Not target." "Not target" is not a level but a scope setting, and is excluded from calculations such as achievement rate. Switching is done from the detail for a person and skill (opened by clicking a cell in the Skill Map, including "Not target" cells) using "Set to Not target" / "Put back in scope" to the right of the skill name. You can also switch multiple skills at once (see "Select and bulk change" in Set member skill levels). Levels are retained, so when you return a skill to scope, the previous level restores as-is.

When there is a dot in the upper right of a cell, it means "Needs re-check" (orange: stumbled after solo completion; blue: the revised version of the procedure has not yet been completed). When you hover over the cell, the relevant SOP displays. For details, see "Needs re-check mark" in Automatically update skill levels from course completion, qualification acquisition, and SOP completion.

Operational flow

A Skill Map is managed by group. Skill definitions, member evaluation, and development records are all saved by group. Even without groups, you can open Training management → Development, but the Skill Map and Skill Analysis buttons are unavailable. Start by creating a group and assigning members. For instructions, see Step 5: Set up groups (for administrators).

Group creation and Skill Map use are available on Core, Pro, and Enterprise plans.

1. Create a Skill Map: Use an industry template as a base to establish your organization's skill definitions.
2. Set member levels: Administrators confirm each member's current level.
3. Create a Development plan: Set the timeframe for level-ups and the development lead.
4. Update levels during operation: Based on SOP viewing history and development records, evaluate and update regularly.
5. Take a Skill Map snapshot: Save the Skill Map status at a point in time, such as quarterly (also useful as an audit record).

The basic flow of steps 1-3 (creation, level setting, and development planning) can also be confirmed in video SOPs. For detailed settings on each feature, refer to the articles in this section.

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Related

• How to create courses, assign them, and view progress (Training feature)
• Create a Skill Map from an industry template
• Set member skill levels
• Set the skill development plan (timeframe and lead)
• Take a Skill Map snapshot (Excel save and approval records)
• How to use Skill Map during operations
• Define team-common skills (Skill Map common settings)
• Have AI bulk link SOPs in Skill Map