One of the problems with managing skills in Confluence is (as with any documentation) keeping them up-to-date, given that people come, go, change roles, learn etc.
Being part of the team behind Skills for Jira, let me suggest an alternative approach of making Jira the central skills authority for the organization.
As opposed to a static documentation-based approach, keeping skills in Jira allows you to make use of them in your day-to-day work process. For example:
- Include skill requirements in your tasks and have everyone see the qualified experts
- Search issues by skill requirements or experts
- Restrict workflow transitions to experts-only
- Find skill gaps, bottlenecks or scarcity in a given JQL
- Distribute tasks between qualified experts
With the process revolving around skills, not people, the skills inventory is naturally kept up-to-date as people come, go, learn or change roles. Issues are quickly propagated because they immediately manifest in day-to-day operations.
With Skills for Jira, your users also get interactive org skill map, helping them find SMEs or decision makers with a given combination of skills or checking which skills people have in common. This data is also exposed via API, allowing you to sync it to Confluence.
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