Several concern already answered in Skill Matrix FAQ Draft, just add more context in questions, tho, which are related to:

how does it work and when it will be started and impact to PMS?
How this Skill Matrix will influence People Ops and Stakeholder for PMS implementation later?
how to switch role but different departement (moving accross department), e.g DA to PM, DA to PMM, DA to IXD, DA to FBI, etc
Is there any maximum budget to get training? or related Personal Loan for domestic academic (eg, I want to finish MBA in UI, but i still work in Traveloka)

Is there any clear curriculum (or maybe draft) and carreer path (milestone or checkpoint that need to be achieve) before this Skill Matrix implemented?
If this skill matrix already implemented and evaluated, can we see overall result in our team, just like Football formation, we can see each other score capability and their strength, so we can learn and know each other better.
Is there any de-promotion mechanism if in certain time we can't achieve certain level that stated in Skill Matrix?
How skill matrix will facilitate and evaluate soft skill side? I belive, we have to balance between hard skill and soft skill as well.
We heard that DA will be expected to DS, but in the battle ground, sometime we also expected to be IxD (involved in E2E product cycle, make intensive collaboration between product team, and involved in qualitative analysis in User Testing), then how we should we add this capability in that Core (adding part Collaboration)

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