← HR Metrics·Performance & Development
Skill Gap Score
Aggregate measure of skill deficiencies
How it’s computed
AVG(required_level - current_level)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog · principia:metrics
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“As seen later, other scalings of the proficiency scores are permissible, and may in fact be desirable. The item pool score . Scores on the θ metric can be transformed via IRT formulae onto other metrics to produce scales that are more conventional in appearance. One such scale…”
— computerized_adaptive_testingmatch 46%
“The absolute magnitude of the percentile scores may be biased by associates who have a tendency to avoid 1 or 5 in responding to any question or by a tendency to use only 1 or 5 in responding to items. It may also be biased by a tendency in the organization itself to rate…”
— Diagnosing Changing Org Culturematch 45%
“The manager’s self-ratings and others’ scores are on a scale of 1 (low) to 5 (high). Thus, the higher the score, the more competent or effective the person is rated. For example, the manager featured in Exhibit 6.1 rated himself an average of 4.27 in the clan quadrant skills,…”
— Diagnosing Changing Org Culturematch 45%
Resources: computerized_adaptive_testing · Diagnosing Changing Org Culture