Workforce Analytics: reading skills, gaps, and ROI
How to read Training Performance, Workforce Skills, AI Readiness, and program analytics in OneRange Vero, and what each ROI metric actually measures
For administrators and managers · 5 min read
- Three pages, three questions — Where to look for what
- Where the numbers come from — Baselines, current levels, and skill profiles
- Training Performance — How each piece of training performs
- Workforce Skills — Overview, Skills, Progression, and ROI
- The ROI metrics, defined — What each number actually measures
- AI Readiness — AI skills against a target
- Program analytics — Reporting on one initiative
- The Dashboard for daily follow-up — Quick operational view
- Analytics in your AI assistant — The read-only MCP server
- Sharing results — Getting numbers in front of leadership
- Reading the data well — Avoid the common traps
- Common questions — Quick answers
1. Three pages, three questions
Where to look for what
| Training Performance | Is our training working? Completions, scores, pass rates, and skill movement for every course, pathway, and assessment. |
|---|---|
| Workforce Skills | What can our people do? Proficiency, strengths, gaps, progression, and ROI across the workforce. |
| AI Readiness | How ready are we for AI? AI skills against a target level, by department. |
All three sit under Analytics in the sidebar. Admins see the whole company; managers see their direct reports automatically. Programs have their own Analytics tab, and the Dashboard gives a quick daily view.
2. Where the numbers come from
Baselines, current levels, and skill profiles
- Each person has a skill profile with a level from Beginner (1) to Expert (4) on each skill.
- A course's competency baseline sets the starting level for that course. Completing the course records the current level.
- Skill assessments set levels for the skills they cover.
- Filters: the scope selector (Internal team, Everyone, or a single program) and All Departments, built from Groups. Programs marked as external cohorts are left out of Internal team figures.
3. Training Performance
How each piece of training performs
The top card, Credentials Issued, counts credentials by tier and shows each badge's earners and last issue date. Below it, tabs for All, Courses, Assessments, and Pathways list what is in use, ranked by completions, with assigned, completed, and average score. A level mismatch count flags courses where people started well below the course's level.
Click any item to open its Workforce Results:
| For a course | Assigned, In progress, Completed, Average score, Pass rate, and Average time. A Skill movement chart from baseline to current. A roster with progress, the final assessment result, practice demonstrated, baseline to current, and time. |
|---|---|
| For a skill assessment | Assigned, In progress, Completed, Average time, the overall level distribution, sub-skills assessed, and a sortable roster with per-person insights. |
Tip: Sort a course's roster by Baseline to Current. People who did not move are your best candidates for a follow-up conversation or a different format.
4. Workforce Skills
Overview, Skills, Progression, and ROI
| Overview | Employees Assessed, Skills Tracked, Training Completion, and Assessments Completed. Proficiency Distribution, Category Strengths & Gaps, Organizational Strengths, and Skills Gaps to Address. |
|---|---|
| Skills | Skill Proficiency Breakdown and Skill Growth Trends by Department over 12 months. Filter to Hard Skills or Soft Skills here. |
| Progression | Baseline to Current Progression, Assessment Results by Skill, and Assessment Baselines by overall level. |
| ROI | Four ROI measures, Internal Mobility ROI, and Training ROI Trends. |
5. The ROI metrics, defined
What each number actually measures
| Proficiency Uplift | Average level gained per training: current level minus baseline, for completed assignments that have a baseline. |
|---|---|
| Time to Competency | Median days from assignment to completion. |
| Gap Closure Rate | Share of completed assignments where the person met or exceeded the course's target level. |
| Training Efficiency | Level gained per hour trained. Flags courses that are long for what they deliver. |
| Internal Mobility ROI | Over the past 12 months: promotions, lateral moves, the internal mobility rate, average training hours in the six months before a move, and trained versus untrained mobility. |
| Training ROI Trends | Monthly average Proficiency Uplift and Gap Closure Rate. |
These are measures of skill movement and mobility, not dollar figures. To put a value on them, pair them with your own cost and performance data.
6. AI Readiness
AI skills against a target
AI Readiness groups the AI-related skills in people's profiles into Fluency, Applied, and Governance. Choose a Target level and filter by department.
| Overall AI Maturity | Average AI skill level, out of 4. |
|---|---|
| At or Above Target | Share of people at or above your target. |
| AI-Trained Employees | People who have completed AI training. |
| Gap to Target | How far the average sits below target. |
Below the tiles: Category vs. Benchmark, Maturity Distribution, Progression over the last six months, a Readiness By Department heatmap, Coverage Gaps, and Recommended AI Courses. Click any tile to see the people behind it.
Tip: Pick the target level before you share the page. "62% at or above Intermediate" and "18% at or above Advanced" tell very different stories.
7. Program analytics
Reporting on one initiative
Each program's Analytics tab shows Assigned, Started, Completed, Completion, Total time, and At risk, plus a progress funnel, the last 12 weeks, results by item, score distribution, level movement toward target, and a Needs attention list.
8. The Dashboard for daily follow-up
Quick operational view
The Dashboard shows Credentials Earned, Team Members, Total Assignments, and Assignments Past Due, with weekly activity, course status, quiz results, and assessment status charts. Admins switch between Company and Team. The table below lists every assignment with View Insights for each person.
9. Analytics in your AI assistant
The read-only MCP server
Admins can connect an AI assistant that supports MCP to Vero's analytics. In Company Settings, open MCP Server (Read-Only Analytics), then Manage. Copy the server address, then either Generate token (shown once) or approve an OAuth connection from your assistant. Revoke tokens and connections from the same page.
The connection is read-only and limited to your company. It can list courses, employees, and assignments, and return workforce totals and completion, time, and pass-rate figures. Programs marked as external cohorts are excluded by default.
10. Sharing results
Getting numbers in front of leadership
- Take screenshots of the page and filter you need; the analytics pages do not have an export button.
- Use the MCP connection to ask an AI assistant for a summary or table of the same figures.
- On Courses, Feedback, Export CSV downloads course ratings.
11. Reading the data well
Avoid the common traps
- Compare like with like: the same assessment before and after, or the same course across cohorts.
- Small groups swing hard. Wait for a reasonable number of completions before drawing conclusions.
- Completions are activity; uplift and gap closure are outcomes. Lead with outcomes.
- Pair the numbers with one or two AI Performance Summaries so leaders see what changed in practice.
12. Common questions
Quick answers
Can I export analytics?
The analytics pages do not have an export button. Take screenshots, or connect an AI assistant through the read-only MCP server. Course ratings export as CSV from the Feedback tab.
Can I filter by date range?
Charts use fixed windows, such as the last eight weeks or twelve months. Use the scope selector and department filter to focus the view.
Why does a manager see different numbers than I do?
Managers see their direct reports only; admins see the company.
What does the Departments filter use?
The Groups you assign people on the Employees page.
Are ROI metrics in dollars?
No. They measure skill gain, speed, target attainment, efficiency, and mobility. Pair them with your own cost data to express them in dollars.