Skill Gap Analysis Report Form Template
Streamline Skills Assessment for Your Team's Development
Are you struggling to pinpoint skills deficiencies in your workforce? This Skill Gap Analysis Report Form Template is designed for HR professionals and training coordinators who want to effectively assess employee capabilities and identify development needs. With this template, you can streamline the gap assessment process, enhance employee performance, provide targeted training, and ultimately support your organizational growth-all while ensuring compliance with accessibility standards. Feel free to explore the live template for immediate use.
When to use this form
Use this form when you need a clear view of which skills are missing for a role or team. Managers and L&D leads can run it before annual planning, during reorgs, or when a new toolset rolls out. For promotion readiness, compare self-ratings from the Individual self-assessment form with manager expectations captured in the Performance appraisal form. During onboarding, use it to shape a 90-day plan and target training budget. It also helps after quality issues, delays, or rework hint at capability gaps. The result is a prioritized list of skills to build, the impact on goals, and a short action plan with owners and dates.
Must Ask Skill Gap Analysis Report Questions
- Which business outcomes and KPIs does this role own, and what skills are required to achieve them in the next 6-12 months?
This anchors the assessment to strategy and makes the target skills explicit. It prevents generic training and focuses effort on what moves your metrics.
- For each required skill, what is your current proficiency (beginner, intermediate, advanced) and what recent evidence supports this rating?
Evidence-based ratings improve accuracy and trust in the data. You get concrete examples you can review and coach against.
- Which gaps pose the highest risk to quality, speed, cost, or compliance in upcoming projects?
This prioritizes the few gaps that matter most to delivery. It also clarifies the business impact if no action is taken.
- What learning actions will you take in the next 30-90 days, and how will you measure success?
Time-bound, measurable actions turn findings into progress. Use the Performance counseling form to track commitments and feedback between sessions.
- What support or resources do you need from your manager or team, and who is accountable by when?
Clear ownership and deadlines reduce drift and make follow-through visible. For early-career roles, pair with the Intern evaluation form to set a fair starting point.
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