Deltek Talent Management

Using the Help Search

Definition of Terms

Find definitions of terms used throughout the Deltek Talent Development module.

Contents

Field	Description
Succession Planning	This is the process of identifying potential replacements for key jobs in your organization and providing them with the development opportunities that they need to assume these jobs.
Career Development	This is the process of charting a career path for employees and preparing them for advancement to more challenging positions.
Skill	Skills are those proficiencies that are learned or developed through training or experience. Skills differ from competencies in that skills do not include behaviors or innate abilities.
Competency	Competencies are demonstrable skills that one possesses inherently. Competencies include abilities and behaviors, as well as knowledge of the fundamental use of a skill. Competencies can be added at any time.
Incumbent	This is an employee who currently holds a job. For example, you may have five people currently in the role of Job Foreman. These are the incumbents for that job.
Successor	This is an employee who replaces the person who currently holds a job. For example, the Chief Operations Officer may be the successor to the Chief Executive Officer if the CEO leaves the company.
Career Path	This is a roadmap to a higher position within the organization, made up of different positions that you will need to occupy to attain your ultimate job.
Development Plan	A development plan is used by an administrator, manager, or employee to improve an employee’s competencies or skill levels to help an employee move to the next job in the employee’s career path. A development plan is a list of training courses and other activities that the employee must do to fill these gaps or grow his or her skills.
Gap Analysis	A gap analysis compares the employee’s current skills and competencies to the skills and competencies required to do the job. You can see where the employee needs to build skills and competencies before assuming the job.
Domino List	The Domino List shows if an employee has potential successors and what the “domino effect” would be if the employee left his or her current position.
Mentor	This is an employee in your organization, generally not your manager, who can coach you as you develop your competencies and skills.

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Definition of Terms

Find definitions of terms used throughout the Deltek Talent Development module.

Contents

Field	Description
Succession Planning	This is the process of identifying potential replacements for key jobs in your organization and providing them with the development opportunities that they need to assume these jobs.
Career Development	This is the process of charting a career path for employees and preparing them for advancement to more challenging positions.
Skill	Skills are those proficiencies that are learned or developed through training or experience. Skills differ from competencies in that skills do not include behaviors or innate abilities.
Competency	Competencies are demonstrable skills that one possesses inherently. Competencies include abilities and behaviors, as well as knowledge of the fundamental use of a skill. Competencies can be added at any time.
Incumbent	This is an employee who currently holds a job. For example, you may have five people currently in the role of Job Foreman. These are the incumbents for that job.
Successor	This is an employee who replaces the person who currently holds a job. For example, the Chief Operations Officer may be the successor to the Chief Executive Officer if the CEO leaves the company.
Career Path	This is a roadmap to a higher position within the organization, made up of different positions that you will need to occupy to attain your ultimate job.
Development Plan	A development plan is used by an administrator, manager, or employee to improve an employee’s competencies or skill levels to help an employee move to the next job in the employee’s career path. A development plan is a list of training courses and other activities that the employee must do to fill these gaps or grow his or her skills.
Gap Analysis	A gap analysis compares the employee’s current skills and competencies to the skills and competencies required to do the job. You can see where the employee needs to build skills and competencies before assuming the job.
Domino List	The Domino List shows if an employee has potential successors and what the “domino effect” would be if the employee left his or her current position.
Mentor	This is an employee in your organization, generally not your manager, who can coach you as you develop your competencies and skills.