Example Gap Assessment Framework - Individual Needs / Competence Benchmark: Current situation: What is the gap / need Actions to address this gap / What is the cause for this (What should this role / individual be (What is this role / individual between benchmark and need (these points form the gap / need? doing?) currently doing?) current situation? basis of the project design) Leadership & Relationships: Direction & Mentoring: Staff are not aware of their Registry roles / work Staff are not aware of Provide role-specific training responsibilities; and no priorities and objectives position descriptions for to staff; establish Example for Registrar: ongoing professional are not defined; their role; no ongoing staff ‘group Provides meaningful work development / support is opportunities for the training / interaction interactions’ for sharing, priorities and objectives to staff; available. ongoing improvement of occurs to support them. discussing, and addressing motivates and supports staff; and staff are limited. work-related issues. leads by example. (Note: this may also link to the Organisational (Note: this again may link to Needs assessment - see the Organisational Needs Point 2) assessment - see Point 2) Knowledge Gaps: Professional knowledge: Judicial Officers are not Judicial Officers are Not all judicial officers are Develop regular update always aware of new unaware of relevant doing self-directed seminars for judicial officers Example for Judicial Officers: legislation / amendments legislation / amendments. research on legislative in each jurisdiction on All judges are aware of new relevant to their jurisdiction. updates relevant to their relevant new legislation / legislation relevant to their jurisdiction. amendments. jurisdiction. Procedural knowledge:
Example Gap Assessment Framework - Individual Needs / Competence Benchmark: (What should this role / individual be doing?) Current situation: (What is this role / individual currently doing?) What is the gap / need between benchmark and current situation? What is the cause for this gap / need? Actions to address this gap / need (these points form the basis of the project design) Leadership & Relationships: Direction & Mentoring: Example for Registrar: Provides meaningful work priorities and objectives to staff; motivates and supports staff; and leads by example. Staff are not aware of their responsibilities; and no ongoing professional development / support is available. Registry roles / work priorities and objectives are not defined; opportunities for the ongoing improvement of staff are limited. Staff are not aware of position descriptions for their role; no ongoing staff training / interaction occurs to support them. (Note: this may also link to the Organisational Needs assessment - see Point 2) Provide role-specific training to staff; establish ‘group interactions’ for sharing, discussing, and addressing work-related issues. (Note: this again may link to the Organisational Needs assessment - see Point 2) Knowledge Gaps: Professional knowledge: Example for Judicial Officers: All judges are aware of new legislation relevant to their jurisdiction. Judicial Officers are not always aware of new legislation / amendments relevant to their jurisdiction. Judicial Officers are unaware of relevant legislation / amendments. Not all judicial officers are doing self-directed research on legislative updates relevant to their jurisdiction. Develop regular update seminars for judicial officers in each jurisdiction on relevant new legislation / amendments. Procedural knowledge:
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