Skill Gap Analysis

Why skill gap analysis comes before training planning

Without a skill gap analysis, the result is a one-size-fits-all training programme that is too specific for some and too general for others. The analysis provides the foundation for role-specific learning paths and realistic training budgets.

Step 1: Role inventory

A complete inventory of all IT roles and their cloud requirements:

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Role domain	Typical positions	Cloud responsibilities	Number of people
Platform Engineering	Sysadmins, platform engineers	IaC, landing zone, managed services	[number]
Application Development	Software developers, DevOps	CI/CD, containers, cloud-native patterns	[number]
Security & Compliance	Security analysts, CISO office	IAM, policy-as-code, DevSecOps	[number]
Data & Analytics	Data engineers, BI analysts	Managed databases, object storage	[number]
Operations & SRE	IT operations, SRE	Observability, incident response	[number]
FinOps & Controlling	IT controllers, procurement	Cloud economics, tagging, showback	[number]
Management & Architecture	IT leadership, enterprise architects	Strategy, governance, cost ownership	[number]

Step 2: Four-dimensional competency assessment

Competencies are assessed in four fields on a 1–4 scale for each role domain:

Rating scale:

• 1 – No knowledge: Has not yet worked with the technology
• 2 – Basic understanding: Concepts known, no practical experience
• 3 – Practical experience: Can work independently, with support
• 4 – Expert: Can guide others, knows best practices

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Competency field	Assessment questions
Cloud fundamentals	Cloud service categories, STACKIT portfolio, shared responsibility
Technical skills	Writing IaC, operating Kubernetes, configuring networks
Security & compliance	IAM concepts, least privilege, GDPR requirements
Cloud economics	Cost models, tagging standards, optimisation levers

Step 3: Gap matrix

The output of the assessment is a gap matrix — for each role domain the delta between current state and target competency:

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Role domain	Cloud fundamentals	Technical skills	Security	Economics	Priority
Platform Engineering	Current: 2 / Target: 4	Current: 1 / Target: 4	Current: 2 / Target: 3	Current: 1 / Target: 2	🔴 High
App Development	Current: 2 / Target: 3	Current: 2 / Target: 3	Current: 1 / Target: 3	Current: 1 / Target: 2	🔴 High
Security	Current: 2 / Target: 3	Current: 1 / Target: 3	Current: 2 / Target: 4	Current: 1 / Target: 2	🟡 Medium
IT Operations	Current: 2 / Target: 3	Current: 2 / Target: 3	Current: 2 / Target: 2	Current: 1 / Target: 2	🟡 Medium
Controlling	Current: 1 / Target: 2	Current: 1 / Target: 1	Current: 1 / Target: 1	Current: 1 / Target: 3	🟡 Medium
Management	Current: 1 / Target: 2	Current: 1 / Target: 1	Current: 1 / Target: 2	Current: 1 / Target: 2	🟢 Low

Assessment methods

Option A: Self-assessment with calibration Each person rates themselves using the 1–4 scheme. The team lead then calibrates the assessments. Fast, but at risk of overestimation.

Option B: Structured interview A CCoE member or external trainer conducts 30-minute interviews with one person per role domain. Representative, but not comprehensive.

Option C: Technical assessment Short tasks (1–2 hours): write IaC, review an IAM policy, calculate a cost model. Objective, but time-intensive.

Recommendation for most organisations: Option A with team lead calibration for the initial assessment. After 6 months of training: Option C to measure progress.

Output: Training plan as direct result

The gap matrix feeds directly into the training model:

• Red priority → Tracks C/D as mandatory training, immediate sandbox access
• Yellow priority → Tracks B/C in the first 6 months
• Green priority → Track A mandatory, B/C optional