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Practice 02 of 11

Management & institutional strengthening structures that fit the mandate

Institutional reviews, competency frameworks, skills audits, pay structures, strategic plans and process work for organisations whose mandate has outgrown their structure, skills or systems.

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Led byProf. Wisdom Gagakuma 9 services 6 free tools

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The practice

Institutional reviews, competency frameworks, skills audits, pay structures, strategic plans and process work for organisations whose mandate has outgrown their structure, skills or systems.

Practice 02 of 11

When organisations call us, and where we stop.

The situations this practice exists for, and the lines we do not cross.

When to call

  1. Your mandate has grown but your structure has not
  2. Roles overlap and accountability is unclear
  3. You need a strategic plan people will actually use
  4. Staff costs or skills gaps need a defensible basis

Our boundaries

  • We recommend; decisions on structure, pay and people remain yours and your board’s.
  • Staffing changes follow your policies and employment law.
  • We do not use assessments to make automated decisions about individuals.

Services in this practice.

Each one starts with a defined first scope and a fixed fee agreed in writing.

  1. 02.01 AI-readiness and AI-governance assessmentWe map how one team or institution already uses AI, where data and decisions are exposed, and which governance gaps matter most. Diagnostic recommendations are kept separate from implementation, so you decide what to fund next.

    Led by Prof. Wisdom GagakumaFree tool: AI inventory & oversight register

  2. 02.02 Competency frameworks, job architecture and JD manualsWe develop and validate the competency architecture for one role family first, test it against the real work, and only then scale it across the institution, so the framework is used rather than filed.

    Led by Prof. Wisdom GagakumaFree tool: Training needs assessment

  3. 02.03 Training-needs assessment and skills auditsKnow exactly what your people cannot do yet, and what closing the gap involves. We measure required against current capability, role by role, and turn the gaps into a prioritised, costed training plan you can defend to a board, a ministry or a donor.

    Led by Prof. Wisdom GagakumaFree tool: Training needs assessment

  4. 02.04 Monitoring, evaluation and learning framework designWe repair or build one programme’s theory of change, results framework and indicator definitions before the next reporting cycle, so what you measure is what the programme is meant to change.

    Led by Prof. Wisdom GagakumaFree tool: MEL indicator builder & quality check

  5. 02.05 Institutional and organisational reviewWe review one institutional unit’s mandate, structure, processes and controls, and return options and a prioritised action memo that leadership can decide on.

    Led by Prof. Wisdom GagakumaFree tool: Strategic plan template

  6. 02.06 Pay, grading and salary-structure designWe test a defined set of roles against a grading method and design the structure around it, stating exactly which salary data is and is not available, so the result can be defended.

    Led by Prof. Wisdom GagakumaFree tool: Salary-evidence explorer

  7. 02.07 Strategic plan developmentWe facilitate a strategy diagnostic and a decision workshop with your leadership, then write the full plan and its implementation matrix, so the strategy says what will be done, by whom and how progress will be seen.

    Led by Prof. Wisdom GagakumaFree tool: Strategic plan template

Also within this practice

Process review & SOP manuals (AI-accelerated)

We map one recurring process as it really runs, test it, and hand over a standard operating procedure with its controls, owners and exceptions. AI speeds up the drafting; people check every step.

  • Process map as it runs today
  • SOP with controls, records and escalation paths
  • Owner handover and a review date
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PMO setup & grant delivery office

We set up one programme’s reporting, risk and decision rhythm, with a tested template set, so a grant delivery office can run it without us.

  • Reporting calendar and templates
  • Risk and issue register with owners
  • Decision log and meeting cadence
  • A tested first reporting cycle
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How the work runs.

Mandate, then diagnostic, then options, then validation, then implementation. Each stage ends in something you review.

Stage 1 of 5

Mandate

Confirm the mandate and what success looks like.

Review pointMandate and scope agreed.

Try the method before you buy.

Free working tools from this practice. Results on screen straight away; the full report by email if you want it.

Free tool

Training needs assessment

Map the skills each role needs against the skills people have today. The workbench scores every gap, weights it by importance and headcount, and drafts a prioritised training plan you can take to a board, ministry or funder.

Open the tool Free tool

RACI matrix builder

List the activities and the roles involved, then mark who is Responsible, Accountable, Consulted and Informed. The builder flags activities with no accountable owner, with two, or with no one doing the work.

Open the tool Free tool

Strategic plan template

Set out your purpose and priorities, then give every objective a measure, a target, an owner and a review date. The template drafts the plan outline and checks that nothing is left without someone accountable for it.

Open the tool Free tool

SOP template and process-control builder

Write a standard operating procedure with the trigger, the steps, who does each one, the controls and the records. The builder will not finish the SOP until every exception has an escalation path.

Open the tool Free tool

Job description template

Build a role profile from the work itself: responsibilities with a share of time, the competency each one needs and the level required. Requirements must trace back to a responsibility, so nothing is added that the job does not need.

Open the tool Free tool

Salary benchmarking worksheet

Record the salary evidence you hold for a role: source, date, sample size and the range it shows. The explorer weights each source by recency, size and match, and suppresses the range when the evidence is too thin to support one.

Open the tool

Documented experience.

Roles held by our principals, each with its source. Demonstrations are labelled as demonstrations.

The Professor’s PRIN tenureDevelopment Bank of Ethiopia: competency mappingThe Professor served as principal consultant, through PRIN International, on competency mapping for the Development Bank of Ethiopia. The letter attributes training and development needs definition for more than 500 positions.
2018PwC Ghana for COTVET: national skills audit in seven sectorsThe Professor served as Subject Matter Expert on PwC’s team: baseline research, the survey instrument, data validation and analysis, sector reports and stakeholder engagement.
Attested 26 March 2025Health Sector Occupational Pension Scheme: five-year strategic planThe Professor served as Lead Strategic Project Expert, through OKYEAME Consult, for the scheme’s five-year strategic plan.
Feasibility report completed December 2024Aveyime Water Supply Project: institutional and skills analysisThe Professor contributed skills development and institutional analysis, through Colan Consult, to the project’s feasibility report.

Individual experience of our principals, before or outside GKM Strategic Advisory & AI. Not GKM contracts.

See the proof collection: Institutional diagnostic specimen

Who answers for the work

Who commissions this work

Practice lead: Prof. Wisdom GagakumaLast updated

What needs to move forward?

Tell us the decision, the challenge or the opportunity. We reply with a scoped approach, a named principal and a fee before any work begins.

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