Role Confidence

The Role Confidence tab provides a comprehensive mapping between departments, job titles, managers, and the roles they have been assigned within BalkanID, along with their respective Role Confidence Scores. These roles are generated through an advanced algorithm that calculates the most relevant roles for each department and job title based on their access patterns and permissions.

Role Confidence Score

Along with identifying BalkanID roles for RBAC, BalkanID calculates the the confidence score, i.e., significance of each role for a given job title, department, and manager. The goal of this analysis is to discern the importance of roles within job titles and departments, spotlighting those that are prevalent or considered "birthright."

Just as importantly, the score draws attention to a specific role within a job title and department that warrants closer monitoring — to prevent potential security issues, to ensure productivity (and address any decline in performance), or to clean up access left behind by an employee's lateral or upward movement.

The confidence score is calculated based on three factors: department, job title, and manager. High scores indicate strong alignment between the role and the department/job title/manager cohort. Lower scores highlight areas that may require further review.

Legend

Color	Threshold	Confidence
🟢 Green	More than 75% of employees with a given job title, department, and manager have access to the role	High confidence
🟡 Yellow	More than 50% and up to 75%	Medium confidence
🟠 Orange	More than 25% and up to 50%	Low confidence
🔴 Red	25% or less	Very low confidence

A high-confidence role is one that nearly everyone in a cohort already holds — a strong candidate to formalize as a birthright. A very-low-confidence role is one that only a few members of a cohort hold, which may signal an exception, drift, or access that should not be part of the role at all.

Confidence is about cohesion, not danger. A low-confidence role is not automatically risky. It simply means the access is not uniformly shared by the cohort. Pair confidence with the Role Risk Factor to understand both how role-like and how risky a cluster is.

Improving confidence scores

• For roles with lower confidence scores, review the associated permissions and compare them with the actual needs of the department or job title under a manager.

• Adjust role assignments as necessary so each role accurately reflects the permissions required for the specific functions of the department or job title.

• Regularly update the roles and their associated permissions based on evolving organizational needs and feedback.

After adjusting assignments or policies in your IdP, re-run the RBAC analysis to confirm the confidence score moves in the right direction.