The film is unavailable. You can read what it shows below.
What the film shows, in words
- See where the work asks for more than people have.
- Three roles. Five skills. Nine people. As tall as the work requires, filled to today.
- 34% of what the work requires is missing.
- Results-based budgeting first: 39. Then 20, 14, 12 and 5.
- With six procurement officers, not two: public procurement rules moves from fourth to second.
- Rank the gaps. Check them before you plan spending.
One team, changed three times
A third of what the work requires is missing.
Empty space 90 of 265: 34%. 10/15 pairs of role and skill sit below their requirement. Results-based budgeting leads with a priority score of 39.
ExampleThe finance and planning unit of a district assembly. Illustrative ratings. Nothing is saved or sent.
Step 1 of 4
The worked example, as it stands
- weighted capability gapweighted gap
- 34%
- role–skill pairs below requirementpairs below
- 10/15
- people in scopepeople
- 9
- 01Results-based budgeting39priority scoreThe tool’s suggested formatStructured workshop with a practice assignment2 to 3 days, then follow-up
- 02Spreadsheet data analysis20priority scoreThe tool’s suggested formatStructured workshop with a practice assignment2 to 3 days, then follow-up
- 03Report writing for decision-makers14priority scoreThe tool’s suggested formatCoaching and on-the-job guidanceHalf a day, then support in role
- 04Public procurement rules12priority scoreThe tool’s suggested formatStructured workshop with a practice assignment2 to 3 days, then follow-up
- 05Stakeholder engagement5priority scoreThe tool’s suggested formatCoaching and on-the-job guidanceHalf a day, then support in role
- Outline: the level the work requires
- Water: the level people show today
- Light above the water: the gap. Its area is the priority score
In every group, one tank for each role, left to right: Budget officer (4), Planning officer (3), Procurement officer (2). Width: importance × people.
Now your roles, and your skills.
Name the competencies and the roles first: they set every width in the drawing. Then rate one competency at a time, the level the work requires and the level people show today. Where a task has been watched, record the level it showed: only that counts as shown.
Preview only. No email will be sent. Your results are on this page.
LiveEvery pair, largest gap firstChoose a group to rate it.
- weighted capability gapweighted gap
- 34%
- role–skill pairs below requirementpairs below
- 10/15
- people in scopepeople
- 9
Draft training priorities
In the strip’s order. The format on each line is the tool’s suggestion, drawn from the largest gap alone. It is not a recommendation of the firm.
- 01Results-based budgeting39priority scoreStructured workshop with a practice assignment2 to 3 days, then follow-up
- 02Spreadsheet data analysis20priority scoreStructured workshop with a practice assignment2 to 3 days, then follow-up
- 03Report writing for decision-makers14priority scoreCoaching and on-the-job guidanceHalf a day, then support in role
- 04Public procurement rules12priority scoreStructured workshop with a practice assignment2 to 3 days, then follow-up
- 05Stakeholder engagement5priority scoreCoaching and on-the-job guidanceHalf a day, then support in role
| Row | Results-based budgeting | Spreadsheet data analysis | Public procurement rules | Report writing for decision-makers | Stakeholder engagement |
|---|---|---|---|---|---|
| Budget officer4 people | 22→4 | 12→3 | 02→2 | 12→3 | 02→2 |
| Planning officer3 people | 12→3 | 21→3 | 01→1 | 12→3 | 12→3 |
| Procurement officer2 people | 11→2 | 02→2 | 22→4 | 02→2 | 11→2 |
Draft training priorities
- 01Results-based budgeting9 people · largest gap 2 · critical · priority score 39Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Budget officer, Planning officer, Procurement officer.
- 02Spreadsheet data analysis7 people · largest gap 2 · important · priority score 20Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Budget officer, Planning officer.
- 03Report writing for decision-makers7 people · largest gap 1 · important · priority score 14Coaching and on-the-job guidance, Half a day, then support in role. Roles: Budget officer, Planning officer.
- 04Public procurement rules2 people · largest gap 2 · critical · priority score 12Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Procurement officer.
- 05Stakeholder engagement5 people · largest gap 1 · useful · priority score 5Coaching and on-the-job guidance, Half a day, then support in role. Roles: Planning officer, Procurement officer.
Before you plan spending
- Check: Today’s levels here are self-reported or estimated.Validate the largest gaps with observation, work samples or short tests before committing budget.
- Note: Use it for development planning only.A skills-gap score must never decide hiring, promotion or dismissal on its own.
Your assessment, as it stands
- weighted capability gapweighted gap
- 34%
- role–skill pairs below requirementpairs below
- 10/15
- people in scopepeople
- 9
Outline: required. Green: today. It moves with every change you make above. Today’s levels are self-reported or estimated, so check the largest gaps before you plan spending.
Your full report
Full assessment report, by email once delivery is connected.
- Gap heatmap, role by competency
- Prioritised plan with the tool’s suggested formats
- Method and limits
- The editable spreadsheet
Tool: Training needs assessment Scope: 3 roles, 5 competencies Result: 34% weighted gap · 5 priorities Evidence: no observed task is recorded; the levels are reported, not demonstrated Worked out for: Context not set · method 1.1 Request: please scope a validated assessment and a costed training plan (SVC-016).Send as a brief
Every pair, and the plan in full.
The same result as a table: each cell is the gap, with today’s level and the level required. The plan names the roles behind each priority.
| Row | Results-based budgeting | Spreadsheet data analysis | Public procurement rules | Report writing for decision-makers | Stakeholder engagement |
|---|---|---|---|---|---|
| Budget officer4 people | 22→4 | 12→3 | 02→2 | 12→3 | 02→2 |
| Planning officer3 people | 12→3 | 21→3 | 01→1 | 12→3 | 12→3 |
| Procurement officer2 people | 11→2 | 02→2 | 22→4 | 02→2 | 11→2 |
Draft training priorities
- 01Results-based budgeting9 people · largest gap 2 · critical · priority score 39Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Budget officer, Planning officer, Procurement officer.
- 02Spreadsheet data analysis7 people · largest gap 2 · important · priority score 20Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Budget officer, Planning officer.
- 03Report writing for decision-makers7 people · largest gap 1 · important · priority score 14Coaching and on-the-job guidance, Half a day, then support in role. Roles: Budget officer, Planning officer.
- 04Public procurement rules2 people · largest gap 2 · critical · priority score 12Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Procurement officer.
- 05Stakeholder engagement5 people · largest gap 1 · useful · priority score 5Coaching and on-the-job guidance, Half a day, then support in role. Roles: Planning officer, Procurement officer.
What is reported, and what has been shown.
Three levels for every role and skill, kept apart: the level required, the level reported as today’s, and the level shown in an observed task. Only an observed task counts as shown.
How it works, and its limits.
- Width
- Importance × people in the role: 3 × 4 = 12.
- Height
- The level the work requires: 4, Expert.
- Fill
- The level people show today: 2, Working.
- Empty area
- The gap across the whole width: 2 × 3 × 4 = 24. Summed over the roles, it is the competency’s priority score.
Method
- 01
Gap = required level minus today’s level, never below zero, on a 0 to 4 scale.
- 02
Priority = gap × importance (1 to 3) × people in the role, summed across roles for each competency.
- 03
Weighted capability gap = total weighted gap ÷ total weighted requirement.
- 04
Suggested formats follow the largest gap: 3 or more a course with mentoring, 2 a workshop with practice, 1 coaching.
- 05
Three levels are kept apart for every role and skill: required, reported as today’s, and shown in an observed task. The gap and the priorities use the reported level. “Shown” is counted from observed tasks alone, and a reported level is never moved into it.
- 06
A pair with no self-report yet is left out of the weighted gap and the priorities. A pair with no observed task is listed with a practical task to observe.
What it cannot tell you
- Ratings are only as good as the evidence behind them; self-assessment overstates some skills and understates others.
- It does not price training or judge providers.
- It never supports automated decisions about individuals.
- The ready skills, role titles and baselines are proposed starting points written by GKM. They come from no law, framework or standard, and they confer no title or power.
- An observed level is what you record. The tool does not watch the task or check the record.
Quality ruleMissing evidence stays unknown; never automated hiring decisions.
When the gaps need checking, and the plan needs costing.
The workbench ranks gaps from ratings you enter. A validated assessment tests the largest ones with observation, work samples or short tests before any budget is committed, and prices the plan the workbench cannot price.
Also in this practice
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