A prioritised queue of items that need command attention — unstarted plans, overdue check-ins, reviews awaiting confirmation, thinly-connected initiatives, incomplete profiles, and retention-review signals. This is a workload queue, not a disciplinary system.
The organization’s standing succession, training, and strategic plans. Attach PDFs here so supervisors and employees can use the same references during career-development conversations.
One generic field guide per access tier. Command manages all three; replacements apply only to this organization.
Every employee in the department — rank, unit, progress, and last check-in at a glance. Click a row to open someone's full profile.
| Name | Rank | Location | Unit/Team | Reports to | Acct. partner | Last check-in | Short-term | Annual | Long-term | Overall |
|---|
What the department is focused on and how it's going — by category, unit/team, division, and, when enabled, station, precinct, or district. Pick a timeframe and scope below.
Five factual indicators drawn from existing records. This view identifies workflow conditions that may need attention; it does not score employees or supervisors.
See assignments, development opportunities, essential skills, goal progress and mentoring in one place. These summaries use recorded activity to support conversations and planning, not to rate employees.
Full detail, command-only. Sergeants see just an anonymous department-wide number and positive streaks (nobody is named for falling behind) — you're the only one who sees the complete per-team breakdown below.
Participation and goal activity for each supervisor's team and each mentor's relationships.
Training and education logged department-wide this program year — coverage by unit, what's being completed most, and who hasn't logged anything yet.
Every goal across the department, grouped by person and timeframe. Check a box to mark one complete without opening a profile.
Organization-wide goal spreadsheet · one row per person
Export CSV
| Rank | Name | Team | Supervisor | Short-term goals | Annual goals | Long-term goals |
|---|
Reporting lines, built from everyone's current "Reports to" — click anyone to open their profile.
Talent management · who's interested in what
Searches everyone's actual goals and training wishes — no separate skills database to maintain. Try a specialty, program, or class.
Talent search results
Department initiatives · this year's organizational priorities
Publish a priority (e.g. "Grow CIT-trained officers") and anyone can optionally link a goal to it when adding one. Track how much of the department is actually moving on it, not just personal goals.
Up to 150 characters
Optional · Up to 2,000 characters
Agency development milestones, recorded career interests and supporting experience. Expand a person to review the evidence. This view supports development conversations and does not make automatic personnel decisions.
A simple snapshot of the concrete outcomes connected to each supervisor over your agency's reporting window. Sort a column for a quick scan, then open a supervisor to examine the supporting history. Results are patterns for review—not ratings or proof of causation.
Purpose, expected cadence, shared goals, and formal reviews for every mentoring relationship you're personally part of, plus a department-wide view below. Purpose/cadence/review content stays between the mentor, the mentee, and command — a mentee's regular supervisor doesn't see it unless they're also the mentor.
Bulk-import a roster from CSV, export the current roster or goals for use outside the app, or archive the year and roll over to the next.
Import roster from CSV
Use your agency's active rank titles. Imported accounts start with Employee access; an agency administrator assigns additional permissions through Manage access.
Upload a CSV with columns:
name, rank, department, reports_to, accountability_partner, education, school, post_certificate, military_branch, military_unit, military_time, start_dateExport data
Complete agency data package
Download retained program records across all years and stations, including departed personnel, mentorship, notes, check-ins and uploaded PDFs. Includes Excel-compatible CSVs, lossless JSON, and a file inventory. This does not delete data or end service.
To create next year or archive the current year, open Administration → Annual program cycle.
Excel-ready roster import template
Copy the template, open Excel, select cell A1, and paste. Each value will land in its own column. Replace every TEMPLATE and REPLACE WITH value, add personnel rows, then save as CSV UTF-8 (.csv). Template placeholder names are blocked from import as a safeguard.
name,rank,department,division,reports_to,accountability_partner,education,school,post_certificate,military_branch,military_unit,military_time,start_date
Organization identity, administrators, member access, invitations, and subscription readiness.
Authorize, review, deny, or immediately revoke The CDP’s read-only diagnostic access. Support access is never silent and never changes agency data.
Every command-level change — roster edits, departures, password resets, removals — most recent first. Last 200 entries.
| When | Who | Action | Target | Details |
|---|
Keep the organization’s succession, training, or strategic-plan PDF open beside the employee during a one-on-one.
The Supervisor guide for running the program and the Officer guide your direct reports use.
Your direct reports only — their goals, progress, and check-in status. Other supervisors' teams stay private to them, and yours stays private to you.
| Employee | Partner | Last check-in | Short-term | Annual | Long-term | Overall | Status |
|---|
Your team's goals in spreadsheet form. Check a box to mark one complete without opening a profile.
Your team's goals · check a box to mark it complete
| Name | Short-term goals | Annual goals | Long-term goals |
|---|
Department-wide number, not a named list — nobody is called out here for being behind. Streaks are named because that's worth celebrating. Goals and development plans stay private to each team either way.
Plans shared with you as an accountability partner, or as an assigned mentor once visibility is granted — leave a note in the Accountability Partner Notes or Mentor Notes card.
Purpose, expected cadence, shared goals, and formal reviews for anyone you're mentoring. Private to you, your mentee, and command — their regular supervisor doesn't see this unless that's also you.
The organization’s standing succession, training, and strategic-plan reference documents.
The Officer field guide for working your career development plan.
Plans shared with you as an accountability partner, or as an assigned mentor once they've granted you visibility — read-only, unless it's your own goal.
Purpose, expected cadence, shared goals, and formal reviews for anyone you're mentoring. Private to you, your mentee, and command.