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The release explains how credible secondary skills, combined with actual workforce availability and real organisational demand, can reveal deployable capacity that traditional role-based plans overlook. 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A Business Analyst may have substantial UAT experience. A PMO professional may also bring capability in benefits realisation, change management or portfolio planning.  \nThose capabilities do not disappear when somebody changes role. Traditional resource plans, however, often do.  \nFrom spare capacity to Flex-Capacity  \nDeadline Dashboards defines a Flex Skill as a credible secondary capability that a person could potentially deploy beyond their Primary Role.  \nFlex-Capacity is created when that capability is combined with genuine workforce availability and relevant organisational demand.  \nThe distinction matters because an available person is not automatically a useful resource for a particular problem. But an available person with the right skill, sufficient proficiency and relevant experience may represent immediately deployable capacity that a conventional role-based resource plan never reveals.  \n“Most resource plans are very good at telling us what somebody is called and how busy they are. They are much less good at telling us what that person can actually do.”  \n“Flex-Capacity asks a simple question before an organisation recruits, contracts or overloads another team: who else could credibly do the work?”  \nA recruitment opportunity hiding in plain sight  \nThe idea also has implications for recruitment.  \nCVs contain years of information about previous roles, specialist experience, systems, projects and capabilities. Yet once a candidate is hired, much of that workforce intelligence effectively disappears behind their new job title.  \nDeadline Dashboards argues that recruitment could assess candidates in two dimensions: Primary Role fit-can the person perform the job being recruited for?  \nFlex Skill value-what other useful capability is entering the organisation with them?  \nThat wider view could help organisations build resilience, improve internal mobility and create useful backfill capacity long before a resource shortage appears.  \nBefore you recruit, check what you already have  \nThe concept is particularly relevant to PMOs and project environments, where demand can move rapidly between disciplines.  \nTesting may suddenly become constrained. A transformation programme may require additional change capability. Portfolio planning demand may increase during a major investment cycle.  \nDeadline Dashboards | Press Release | 26 August 2026  \nA conventional resource plan may show the specialist team as overloaded and immediately suggest a recruitment or contracting requirement. A capability-based view may reveal something different.  \nIt might identify people elsewhere in the organisation who have:  \n• relevant Flex Skills  \n• sufficient proficiency  \n• recent experience  \n• genuine available capacity  \n• appropriate deployment constraints  \n• availability during the period of demand  \nThe deployment decision remains a human one. The difference is that managers can see the option.  \nTurning the concept into a working management tool  \nDeadline Dashboard","cbCaiiNOKzCcDs5z","https://ap.wps.com/l/cbCaiiNOKzCcDs5z","pdf",75809,8,"English","# Flex Skills and Flex-Capacity\n## Rationale for capability-based planning\n## From spare capacity to Flex-Capacity\n## Recruitment implications\n## Deploying the approach with the dashboard template\n## About Deadline Dashboards","[{\"question\":\"How does the release suggest evaluating candidates during recruitment?\",\"answer\":\"It recommends assessing two dimensions: Primary Role fit—whether the candidate can perform the job—and Flex Skill value—what additional capability they bring. This wider view supports resilience and earlier backfill capacity.\"}]","Deadline Dashboards - Flex-Capacity Press Release - 26 August 2026 | PDF",1789192873]