Teamflect Reports Overview: IDP

The IDP Reports module in Teamflect provides organizations with a centralized way to analyze Individual Development Plans (IDPs) across the company.

These reports help HR teams, managers, and administrators monitor:

Using interactive dashboards, visual analytics, and advanced filtering options, organizations can better understand how employees are progressing in their professional development journeys.

To access IDP Reports:

Use filters to refine the data shown in your IDP Report.

You can filter Users by:

The Adoption & Profile section provides a high-level overview of how actively employees are using IDPs and how complete their development profiles are.

This report helps organizations quickly understand:

At the top of the page, summary cards display key metrics such as:

The section also includes visual reports that show:

The Competency Development section provides insights into the skills employees are focusing on within their IDPs.

This report helps organizations quickly understand:

At the top of the page, summary cards display key metrics such as:

The section also includes detailed competency reports that show:

Additionally, the Users Who Haven't Selected Any Competencies table helps administrators identify employees whose IDPs may still be incomplete.
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The Goal Progression section provides insights into how competency goals are progressing within employee IDPs.

This report helps organizations quickly understand:

At the top of the page, summary cards display key metrics such as:

The section also includes visual reports that show:

Additionally, the detailed goals table provides visibility info such as:

The Stale Days setting allows administrators to define how long a goal can remain inactive before being considered stale.

The Career Mobility section helps organizations understand where employees want to go next in their careers and how soon they are planning those transitions.

This section displays:

The role distribution table breaks down selected roles based on transition timelines such as No Rush and Within 1 Year. Users can expand roles to view related managers, employees, and objectives connected to those career goals.
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The Users Who Haven't Selected Roles table highlights employees whose IDPs do not yet include a next role selection.
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The Mentor & Support section provides insights into mentorship participation and employee support across Individual Development Plans.
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This section displays:

The Mentor Volume chart shows the percentage of IDPs with and without assigned mentors.
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The Mentor - User Network visualization helps identify mentorship connections between employees and mentors across the organization.
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The Mentor Coverage table displays how mentorship is distributed across different development objectives, including:

The Users Who Haven't Selected Mentors table highlights employees whose IDPs currently do not include mentor selections.
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Use Career Mobility insights to understand where employees want to grow within the organization and how quickly they aim to transition into new roles. This helps HR teams proactively plan succession pipelines and internal hiring strategies.

Quickly identify employees who have not selected a next role in their IDPs. Managers can use this information to initiate career development conversations and ensure employees receive proper guidance and direction.

Track how many employees have mentor support included in their development plans and identify departments or teams with lower mentorship participation. This helps improve mentoring program effectiveness across the organization.

Analyze whether employees pursuing role transitions are receiving mentorship and development support. Organizations can use these insights to reduce transition risks and improve readiness for future positions.

Monitor the most commonly selected future roles, mentorship distribution, and development objectives to better understand workforce aspirations and long-term talent development needs.

Use visibility into mentorship gaps and undefined career goals to prioritize coaching efforts, support manager follow-ups, and encourage more structured employee development planning.