What does a LearnShare Performance Management specialist do?
A LearnShare Performance Management specialist configures the talent and performance modules within the LearnShare learning management system to track employee growth and organizational competency. This role connects learning outcomes directly to business goals by setting up evaluation instruments that measure behavior change and skill acquisition. The specialist manages the technical setup of appraisal workflows, ensuring that data from multi-rater assessments flows accurately into performance reviews. They also maintain the integrity of user profiles and publish analytics dashboards that highlight talent gaps for leadership decision-making.
- Configure Level 1 and Level 3 evaluation instruments within the LearnShare platform to measure learning impact and subsequent behavior change in the workplace. This involves defining the structure of evaluation content, setting up required input fields, and ensuring that the Evaluation Tool captures accurate feedback from participants and managers after training events.
- Enable and manage competency assessment processes, including multi-rater evaluations, to generate detailed competency results that feed directly into annual appraisals and individual development plans. The specialist integrates this assessment data into existing performance management workflows, allowing managers to view real-time competency gaps alongside standard performance metrics during review cycles.
- Administer security permissions and role-based data access to ensure that employees, managers, and administrators see only the appropriate talent profile elements and performance views. This includes merging duplicate talent records, maintaining profile integrity across performance goals and competency assessments, and using the LearnShare Platform API or OData queries to troubleshoot data access issues.
- Build and publish ad-hoc reports and interactive dashboards that display organizational talent performance, goal achievement status, and identified skill gaps. The specialist interprets these analytics to create scorecards for user groups, helping leadership teams visualize the return on investment for learning initiatives and make informed decisions about workforce development strategies.
How to hire a LearnShare Performance Management specialist on Upwork
Step 1: Post a job
Define your specific configuration needs for LearnShare talent workflows to attract qualified candidates. The Job Post Generator powered by Uma™, Upwork's Mindful AI drafts a complete post from a few sentences describing your requirements. You can write a new post, update a saved draft, or reuse an existing post to start hiring immediately.
- Specify the need to configure Level 1 and Level 3 evaluations that measure learning impact and behavior change within the platform.
- Request experience with multi-rater competency assessments and their integration into appraisal and development planning workflows.
- Include requirements for managing role-based security permissions and publishing analytics dashboards for talent gap reporting.
Step 2: Evaluate candidates
Review portfolios for evidence of configured evaluation instruments and published scorecards in LearnShare environments. Uma runs instant video interviews and builds shortlists with side-by-side comparisons to help you identify strong matches quickly.
- Look for examples of merged talent profiles that combine performance goals with competency assessment data without duplication.
- Check for demonstrated ability to use the LearnShare Platform API or OData queries for integrated performance data access.
- Verify experience creating ad-hoc reports that display organizational goal achievement status and competency gaps clearly.
Step 3: Interview your top choices
Discuss technical approaches to configuring Script Widgets and managing evaluation content structures. Schedule and conduct interviews within Upwork Messages to receive an immediate transcript and summary after each conversation.
- Ask how they structure Level 3 evaluations to connect learning resources directly to observable behavior changes.
- Question their process for maintaining user profile integrity when merging duplicate talent and performance records.
- Explore their method for setting up security roles that restrict data access appropriately for managers and employees.
Step 4: Agree on scope and begin work
Outline deliverables such as configured competency assessment processes and integrated performance artifacts. Use Upwork Messages and the contract workroom for communication and project management, plus identity verification, payment protection, hourly tracking, and project funds for security.
- Define milestones for delivering configured evaluation instruments and the resulting competency assessment data sets.
- Set clear expectations for publishing analytics views and scorecards to specific user groups within the system.
- Establish a schedule for maintaining talent profile elements and updating performance goals throughout the contract.
Upwork is not affiliated with and does not sponsor or endorse any of the tools or services discussed in this article. These tools and services are provided only as potential options, and each reader and company should take the time needed to adequately analyze and determine the tools or services that would best fit their specific needs and situation.
The rates and information provided in this article are based on current data and industry sources available at the time of publication. Freelance rates can vary depending on factors such as experience, location, project scope, and market conditions. Readers are encouraged to conduct their own research to confirm current rates and trends, as this information may change over time.