Performance Gap Analysis

Sources: 

1. Jeannette Campos's Performance Gap Analysis video for UMBC's EDU603

2. Franklin, M. (2006). Performance Gap Analysis, Infoline Issue Number 0603. Silver Spring, MD: ASTD. (I have a hard copy in Google Docs)

My PGA

Created for EDU603

Sections of a Performance Gap Analysis Report

• Client description-- who is the client?
• Background information-- what are the details surrounding the issue?
• Methods used to collection data-- what methods were used to collect data?
• The performance problem statement--what is the problem and how does it negatively impact the organization?
• Current State/ Future State /Delta -- what is the difference between the current state and future state?

Where the PGA Fits in the Analysis Process 

1. First a client comes with a request. They may notice a performance problem that they feel needs training to fix. Work with them to define the problem.
2. The Performance Gap Analysis uncovers if there is actually a gap between current performance and desired performance.
3. If there is a gap, then a Root Cause Analysis is conducted to find out the causes of the gap.
4. If one of the causes is a lack of knowledge or skills, then a Training Needs Analysis is conducted to unearth the exact skills and knowledge that needs to be taught to fill the gap.

For a great flowchart of this sequence, see: Franklin, M. (2006). Performance Gap Analysis, Infoline Issue Number 0603. Silver Spring, MD: ASTD.

Tips for Writing the Performance Problem Statement 

• The performance problem statement clearly defines the problem for a client (Campos, resource #1).
• It should end in, “…resulting in…”-- this demonstrates how the problem impacts the organization. It shows the consequences for the organization (and the organization's mission) if the problem continues (Campos, resource #1).
• An example of a performance problem statement: Online gaming team members are losing many of their first person shooter matches resulting in elimination from competitive matches and loss of award money (Campos, resource #1).

Collecting Data for the Performance Gap Analysis (from Franklin, resource #2)

• Gather information on current performance as well as the desired performance.
• Questions to ask: "What are the current business results, stated in measurable terms?" and"What would your business results look like if performance was where is should be?"
• Direct questions about desired performance to the key stakeholders in the organization.
• A focus group or interviews are the best methods for collecting the information from stakeholders. 
• For more questions to ask stakeholders, see Franklin document, pgs 4-5. 

Writing the Performance Gap (from Campos, resource #1)

• Make sure that each segment is using the same metrics. For example : "Currently only 15% of work orders are processed on time, and in the future, 95% of work orders will be processed on time.
• Do not include solutions at this point.
• Do not pass judgment as to why the performance gap exists. 
• Remain objective.
• Fill in the following chart when writing the performance gap : 

Actual State	Desired State	Delta
What is the current state of performance?	What is the desired state of performance?	What is the difference between the two?