See the skills your teams hold
Up to 500 staff assessed, with results reported by team.
- Length
- 8 weeks
- Price, indicative
- From $9,000
Staff hear “skills audit” and think of layoffs. So the purpose is written down and shared before anyone sits an assessment: results go to leaders by team, not by name, and they shape training plans, not performance reviews.
How the eight weeks run
- Weeks 1 and 2
Agree the skill map
Workshops with team leads to list 15 to 30 skills and the level each role needs.
- Week 3
Write the use statement
A one-page notice on what is asked, who sees results and what they will not be used for.
- Weeks 3 to 5
Build the assessments
Short knowledge checks, task scenarios and a self-rating, about 40 minutes a person.
- Weeks 6 and 7
Run the window
Staff take part in paid work time over two weeks; reminders go out, never warnings.
- Week 8
Report by team
Team results, gaps against the skill map, and a 60-minute readout with leaders.
What you receive
- Who it is for
- Employers and training leads with up to 500 staff
- Format
- Online assessments in work time, with optional on-site sessions
- A skill map with the level each role needs
- A plain-language use statement to share with staff
- Assessments of about 40 minutes a person, reusable next year
- Team reports in which no group smaller than five is shown
- A gap summary ranked by business risk, with training options
- Private individual results for each person, if you choose to offer them
Is this the right program?
Right for you if
- You have 50 to 500 staff across several teams
- A project, regulation or wave of retirements depends on skills you cannot see
- Leaders will agree in writing that results stay out of performance ratings
Look elsewhere if
- You want to rank individuals for layoffs or ratings; we do not run that
- You need hiring tests for one role; see Role Readiness Assessment
Example: a contract manufacturer’s three shifts
A Denver contract manufacturer with 410 staff on three shifts is adding a cleanroom line and cannot say who has the skills it needs. Over eight weeks staff take a 40-minute assessment in paid shift time, and leaders see results for 14 teams. Two teams show thin coverage in contamination control, and the training plan starts there.
Workforce Skills Audit questions, answered
Will managers see individual scores?
No, not by default. Leaders see results by team, and any group smaller than five is merged so no one can be singled out. Each person can see their own results privately. If you want individual reporting for development plans, that is agreed before launch and written into the notice staff receive.
What do we tell staff before it starts?
A one-page notice we write with you, saying what the audit asks, who sees results, how long data is kept, and what results will not be used for, such as pay, ratings or layoffs. It goes out a week before the window opens, with a named contact for questions.
Should taking part be voluntary?
That is your decision, and the notice states it plainly either way. Voluntary audits tend to get more candid self-ratings; required ones give fuller coverage of each team. Whichever you choose, the assessment runs in paid work time, and nobody is penalized for a low result or for asking questions.
What does the audit cost?
From $9,000 for up to 500 staff, including the skill map, assessments, window and team reports. Larger groups and extra sites are quoted as a fixed fee. See the pricing page, and the skill evaluation service if you want to assess new staff against the same map afterward.
Plan this program with us
A 30-minute call to see whether Workforce Skills Audit fits your teams, your calendar and your budget.