Out of the box knowledge roles

[Leri Andrews]

Hello

I am seeking advice to help me develop an effective knowledge management model. We are very much restricted to being as close to OOTB as possible and do not use KCS in HR. There is no knowledge publishing team - just a knowledge manager (me!) who owns the knowledge base. I have ownership groups for each market and have switched on the property that allows authors to edit their articles even if they are not in the ownership group.

My desire is to carefully populate the group manager and members for each market and to supplement with at least one knowledge coach who can perform AQIs and act as a 'Knowledge Champion'.  However I am running into issues.

As all the documentation suggests, the group manager is automatically assigned all the feedback tasks and must reassign to group members. However I find that being made a group manager gives that person no role whatsoever. If they are not someone with HR case access, then they do not see 'my groups tasks' or 'HR agent workspace' or any or the knowledge or feedback menu items. 

Additionally, OOTB there is a report view ACL that prevents people without the knowledge admin role from viewing reports made on the knowledge table and knowledge feedback table. This means that this group manager cannot be given a dashboard to help them understand the knowledge status of their ownership group and just has to work either from the email notifications or from ui/home 'Review your work' widget which just has a list of their tasks.

Can anyone suggest an approach based on their own experience or greater knowledge of SN knowledge design?

Thank you

[Mark Manders]

Staying OOB is great, but you need to make it work for you. 

Just get your Knowledge organization clear: who needs to do what and grant them roles they need or update ACLs accordingly. 

What you describe is how it OOB is and your requirement is different, so leave that 'let's stay OOB', because some custom ACLs won't break your upgradability.