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Employers

The skills audit, before buying the first hour

A training plan is decided on an assessment, not on a hunch. The audit establishes, role by role, what your teams command today and what your business will need tomorrow. It reads across the catalogue's four levels of responsibility and concludes in a single map.

What the audit establishes

The audit produces a dated picture that stands up to scrutiny and gets reused. It feeds the training plan, but also annual reviews, job descriptions and mobility decisions: one and the same framework supplies all three.

  • The real framework of each role, written as observable competencies
  • The level reached by each person against that framework
  • The gap between the two, quantified in supervised hours to cover
  • The order of treatment, set by risk and by deadline
  • The skills already present that an internal tutor can pass on

The sequence, in five stages

  1. 01

    1 — Scope

    The roles retained, the population involved, the deadline that drives it. An audit covering the whole company at once rarely finishes.

  2. 02

    2 — Framework

    Your job descriptions are set against the catalogue's competency blocks. What one lacks illuminates the other.

  3. 03

    3 — Measurement

    A short practical exercise for technical skills, a structured interview for managers. The result is named and dated.

  4. 04

    4 — Mapping

    Gaps are laid on a single grid, department by department, with the supervised hours each represents.

  5. 05

    5 — Trade-offs

    You decide the order, we price each scenario. The map stays yours, whichever scenario you choose.

The four levels the audit reads on

The deposited catalogue describes responsibility, not seniority. That is what makes the audit readable by an executive: they recognise their own roles in the left column. The 72 titles spread across these four levels, for 4975 cumulative credits.

LevelWhat it coversTitles availableWhat the audit measures there
4Skilled employee and operative20Compliant execution of a task and the report that goes with it
5Senior technician and supervisor18Diagnosing a situation and selecting a method
6Manager and professional17Leading a team and holding a budget
7Expert and executive17Strategic arbitration and responsibility for a whole perimeter

What you receive at the end

The role framework

One page per audited role, in observable competencies. Reusable at annual reviews and in hiring.

The gap map

A grid per department, with the supervised hours each gap represents. It is the basis of the costing.

The order of treatment

Risk first, deadline second, comfort last. A reasoned order you can defend.

The costing per scenario

Three coverage scenarios, three amounts in Guinean francs, three timelines. You decide on evidence.

Questions about the audit

Is the audit charged separately?

Initial scoping and volume estimation are yours from the first meeting. A full audit, with practical exercises and a written framework per role, is a service in its own right: it is priced by scope, and its amount is deducted from the scheme if you roll it out with us.

Will our staff experience the audit as an individual assessment?

How the audit is announced decides its quality. We recommend announcing it for what it is: building the year's training plan. Individual results compose each person's pathway; aggregated results inform the trade-offs. That distinction is written into the agreement and enforced in the tool.

Can we audit a single department to start?

It is the best way to start. A pilot department yields a real framework, an order of magnitude for volume, and a method proven in-house. Subsequent departments then cost less and move faster, because the grid already exists and someone on your side knows how to use it.

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The skills audit, before buying the first hour — Employers | IHETC — IHETC