The Gap Analysis Now that we have the skills taxonomy, the core of this technique is a gap analysis. The way this works is that the manager should review the set of criteria above and assign two ratings to each skill. Expectations vs. Current Capability The first rating is an assessment of where the employee needs to be in this skill (i.e., expectations rating), and the second rating is an assessment of where the employee currently performs on this scale (i.e., her capability). I typically rate these on a 1–10 scale, with 10 being a skill that is absolutely essential to the job.
