Abstract: A facility for presenting approval requests is described. The facility simultaneously displays information describing both a first approval request and a second approval request, where the first approval request is generated using a first application program, and the second approval request is generated using a second application program that is distinct from the first application program.

Abstract: A facility for screening service requests for requesting assistance is described. The facility receives from a user a service request that requests assistance with solving a problem associated with a system accessible to the user and includes information related to the system. The facility searches a collection of system status information for at least one entry that corresponds with the received information related to the system. Where a corresponding entry is found, the facility provides to the user an indication of the correspondence and an opportunity to cancel the service request.

Abstract: A facility for screening service requests for requesting assistance is described. The facility receives from a user a service request that requests assistance with solving a problem associated with a system accessible to the user and includes information related to the system. The facility searches a collection of system status information for at least one entry that corresponds with the received information related to the system. Where a corresponding entry is found, the facility provides to the user an indication of the correspondence and an opportunity to cancel the service request.

Abstract: A method, system, and computer-readable medium for using competency-related information for individuals to provide a variety of benefits is described. In some situations, competency-related information is used to assist members of an organization in managing future career paths within the organization. An organization member can specify a starting position type and a target future position type, and one or more possible career paths leading from the starting position type to the target future position type (possibly through one or more intermediate position types) are identified. Competency gaps for the member relative to the position types along the career path can be identified, and actions to reduce those competency gaps can be identified for possible inclusion in a future action plan for the member.

Abstract: A method, system, and computer-readable medium for using competency-related information for individuals to provide a variety of benefits is described. In some situations, individuals may propose self-assessments of competencies that they believe that they possess, such as specified skill levels of specified skills. Various techniques to independently approve proposed self-assessed competencies can be provided, such as by defining groups of appropriate reviewers (e.g., supervisors, peers and/or subordinates) for self-assessed competencies and by automatically retrieving and processing validation information from such reviewers upon receipt of a competency self-assessment in order to determine whether to approve the self-assessed competency.

Abstract: A facility for presenting approval requests is described. The facility simultaneously displays information describing both a first approval request and a second approval request, where the first approval request is generated using a first application program, and the second approval request is generated using a second application program that is distinct from the first application program.

Abstract: A facility for screening service requests for requesting assistance is described. The facility receives from a user a service request that requests assistance with solving a problem associated with a system accessible to the user and includes information related to the system. The facility searches a collection of system status information for at least one entry that corresponds with the received information related to the system. Where a corresponding entry is found, the facility provides to the user an indication of the correspondence and an opportunity to cancel the service request.

Abstract: A facility for screening service requests for requesting assistance is described. The facility receives from a user a service request that requests assistance with solving a problem associated with a system accessible to the user and includes information related to the system. The facility searches a collection of system status information for at least one entry that corresponds with the received information related to the system. Where a corresponding entry is found, the facility provides to the user an indication of the correspondence and an opportunity to cancel the service request.

Abstract: A method, system, and computer-readable medium for using competency-related information for individuals to provide a variety of benefits is described. In some situations, a history of changes that occur in individuals' competencies is tracked, such as new competencies that are attained by the individuals and/or changes in skill levels for existing competencies. A variety of additional information related to such competency changes may also be determined and tracked, such as times at which the changes occurred and/or a basis for each of the competency changes. The competency change history information can then be used to more accurately identify individuals of interest and/or to compare such individuals.

Abstract: A facility for screening service requests for requesting assistance is described. The facility receives a service request requesting assistance with solving a problem associated with an asset accessible to a user. Upon request by the user, the facility searches a collection of pending service requests for a potential duplicate service request that is likely to identify the same problem as the received service request. When the system identifies a potential duplicate service request, the system notifies the user of the potential duplicate service request, giving the user an opportunity to address the duplicate service request at the same time that the user addresses the received service request.

Abstract: A method, system, and computer-readable medium for using competency-related information for individuals to provide a variety of benefits is described. In some situations, competencies associated with individuals are used to assist in managing competencies associated with groups of individuals. A user can specify aggregate target competencies for a group of multiple people, such as a group of employees in an organization, and can view information about resulting competency gaps for the group based on current competencies of the group. Group competency gaps can be reduced in various ways, such as by identifying particular group members that are responsible for reducing or eliminating at least portions of the competency gaps and/or by searching for new potential group members whose current or planned competencies would similarly reduce or eliminate such competency gaps.

Abstract: A method, system, and computer-readable medium for using competency-related information for individuals to provide a variety of benefits is described. In some situations, individuals may propose self-assessments of competencies that they believe that they possess, such as specified skill levels of specified skills. Various techniques to independently approve proposed self-assessed competencies can be provided, such as by defining groups of appropriate reviewers (e.g., supervisors, peers and/or subordinates) for self-assessed competencies and by automatically retrieving and processing validation information from such reviewers upon receipt of a competency self-assessment in order to determine whether to approve the self-assessed competency.

Abstract: A method, system, and computer-readable medium for using competency-related information for individuals to provide a variety of benefits is described. In some situations, competency-related information is used to assist members of an organization in managing future career paths within the organization. An organization member can specify a starting position type and a target future position type, and one or more possible career paths leading from the starting position type to the target future position type (possibly through one or more intermediate position types) are identified. Competency gaps for the member relative to the position types along the career path can be identified, and actions to reduce those competency gaps can be identified for possible inclusion in a future action plan for the member.

Abstract: A method, system, and computer-readable medium for using competency-related information for individuals to provide a variety of benefits is described. In some situations, a history of changes that occur in individuals' competencies is tracked, such as new competencies that are attained by the individuals and/or changes in skill levels for existing competencies. A variety of additional information related to such competency changes may also be determined and tracked, such as times at which the changes occurred and/or a basis for each of the competency changes. The competency change history information can then be used to more accurately identify individuals of interest and/or to compare such individuals.

Abstract: A facility for screening service requests for requesting assistance is described. The facility receives from a user a service request that requests assistance with solving a problem associated with a system accessible to the user and includes information related to the system. The facility searches a collection of system status information for at least one entry that corresponds with the received information related to the system. Where a corresponding entry is found, the facility provides to the user an indication of the correspondence and an opportunity to cancel the service request.

Abstract: A method, system, and computer-readable medium for using competency-related information for individuals to provide a variety of benefits are described. In some situations, users, such as managers, may request information about the skills of a group of employees. Various techniques to select the group may be provided. The type of skill information requested may include aggregate information about the skill and/or competency levels of a selected group. A competency and/or skill category hierarchy may provide the underlying structure for providing skill information. Aggregated information may include various types of information relating to skill and/or competency levels, such as skill level information, required skill level information, and target skill level information. Information for multiple groups may sometimes be provided in a single aggregation request.

Abstract: A facility for defining a process for approving requests for approval of a selected type is described. The facility displays a palette containing visual representations of each of a plurality of approval process elements. The facility then receives a number of user input instances, each user input instance dragging one of the visual representations into a selected location in a workspace, so as to form an arrangement of approval process elements. The facility then stores a process definition corresponding to the formed arrangement of approval process elements.

Abstract: A facility for presenting approval requests is described. The facility simultaneously displays information describing both a first approval request and a second approval request, where the first approval request is generated using a first application program, and the second approval request is generated using a second application program that is distinct from the first application program.

Abstract: A facility for defining a process for approving requests for approval of a selected type is described. The facility displays a palette containing visual representations of each of a plurality of approval process elements. The facility then receives a number of user input instances, each user input instance dragging one of the visual representations into a selected location in a workspace, so as to form an arrangement of approval process elements. The facility then stores a process definition corresponding to the formed arrangement of approval process elements.