These questions are for the user testing of the (Talent Acquisition) track page

1. How do the job summaries scale with the advancement of job titles?
2. Now that you have seen all elements of the design, which seem the most relevant?
3. Which elements would you expect to use the most for performance evaluations and/or growth and development conversations?
4. Can the user click though the titles? If not, why?
5. Does the user understand that the information changes, when they switch to a different title?
6. Can the user scroll down to the next sections below? If not, why?
7. Can the user minimize and expand each section? If not, why?
8. Can the user switch between Core Competency Tabs? If not, why?
9. Does the user understand they can click on a skill and it will pop-up a “Skill Definition”? If not, why?

User feedback from 4 People leaders and 8 Team members (Talent Acquisition) track page

1. I would want to almost make the Track-Specific tab visually different than the Slalom Core Competency tabs. That way, being track-specific would stand out as something specialized for the track and not applicable across all of Slalom.
2. Indentations in the Stakeholder Management skills.
3. Is it possible to see consistency and matching across bullets visually to help people track the growth of expectations as they view the different titles?
4. Could we get the breadcrumbs or titles to freeze at the top? Or at least add the title we are viewing at the top of each section?
5. Can we add levels to the rings in the spider graph so we know the various levels? Similar to what the bar chart shows. Even a key would be helpful.
6. My fear is that people won't get to the bottom. The thing I like the most is at the bottom (skills). Is there some way to indicate that there is more to see below would be helpful. Ideas would be quick links near the top or even something the Miro navigation map.
7. "on-the-job" with hyphens for Analyst job summary.
8. I wouldn't have known to click the skills for their definitions if you hadn't told me about it.
9. Would love to keep bar graph sticky if one clicks on it, so they don't have to flip back and forth as they navigate other levels or CCs.
10. Make the bar graph skills also blue like the spider graph.
11. I almost want to make sure that the title is called out right above the job summary so you know it is clear which job title you are reading about.
12. Since Knowledge Areas is tied to the track, I would almost put it above with the track instead of below with a job specific summary. Seems mismatched.
13. "points of view" might be sticky as it could allude to other belief systems. Might be better to use "audiences."
14. Lots of blank white space on the left side of the popup with small text on the right. Could we balance things out to make the text easier to read?
15. I would want to make the bar graph to grow to the right horizontal to be more of a progression feel instead of a hierarchical feel.
16. Something I don't love is that you HAVE to click on the title to see it expanded. Having a hover feature to expand would be cool to see, as long as where you are remains the same.
17. "Decomposing" does not sit well with me. Maybe "Deconstructing" is a better word?
18. Would be great to have one line of bullets. Eliminate that white space. Having 2 lines of bullets is a bit odd.
19. Core Competency skills and expectations were not apparent at first being across tracks. That may need to be included in the tutorial of being onboarded or trained on the platform.
20. 4 columns of bullets made me think that each column was related to each tab. May need to make the tab more evident for the bullet points below.
21. Want to keep track of the title I am on when checking out the sections below. Maybe state title in each section?

Validated User feedback is when the feedback has come from 3 or more people giving the same feedback.
4 People leaders and 8 Team members (Talent Acquisition) track page

1. The trajectory of job title growth along the track felt good.
2. They could see the progression of title descriptions, although they did feel a little general.
3. They loved the ability to flip between job titles to compare title descriptions.
4. The core competencies made sense and they could see the progression.
5. Having skills is so powerful. Especially with definitions and observable behaviors scaled across proficiency levels.
6. Most of the group would lean most heavily into the skills as they feel more tangible, actionable, and felt most prominent. Some of the group would harness both expectations and skills to map their growth.
7. Consistency in the locations of core competency bullet points will help with tracking across titles.
8. It was not clear that core competency information applied across paths and tracks until explained. May need to include this note in the tutorial of the platform.
9. Having the breadcrumbs, job title, and titles along track remain frozen at the top of the page would help view the other components and navigate across titles.
10. Choosing between spider graph and bar graph being sticky would be nice so one doesn’t have to flip back and forth as they navigate other competencies or titles.
11. Users will need a good tutorial of the spider graph view. It did not always make sense at first, but did after some explanation.