[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-172522-105":53,"doc-detail-172522-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","skills-gap-analysis-template-goal-setting","Skills Gap Analysis Template - Goal Setting","","Skills Gap Analysis Template provides a structured approach for sports boards and governance sub-committees to understand the skills needed to meet board goals, identify current capability and diversity gaps, and leverage existing director strengths. It guides users through defining short, medium, and long-term objectives, listing ideal skill mix and required qualifications or industry experience, and assessing board composition targets. 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IT IS A TEMPLATE ONLY.  This document should be read in context with the NSW Office of Sport’s Sports Governance Capability Framework and in particular paragraph 5.4.\nINSTRUCTIONS\nThe document has been designed specifically for sport and seeks to take into account the issues which an SSO might need to consider; for example, Sport must deal with the impact of drugs; Sport is affected by child protection legislation; and Sport operates under a national system where the national body can make rulings and set policy that will flow through the Sport and affect those playing at Club level.\nAll levels of an SSO and all persons within a Sport should work together for the advancement of the Sport and the SSO through sharing common purposes, structures, policies and procedures.  This will hopefully improve the governance and delivery of a Sport and hopefully make it easier to address issues of joint concern, to share information and to maximise the sport’s marketability.\nFinally, with the increasing amount of legislation affecting sport, Sports must enact consistent and complementary policies and strategies that address areas of governance and common risk that flow through the organisation.\nDISCLAIMER:  THE INFORMATION PROVIDED IN THIS TEMPLATE IS FOR YOUR INFORMATION ONLY.  THE AUTHOR AND THE NSW OFFICE OF SPORT ACCEPT NO RESPONSIBILITY FOR THE ACCURACY OF THE INFORMATION OR YOUR RELIANCE UPON IT.\n\u000f\nSkills Gap Analysis\nIntroduction\nA Skill Gap Analysis process will assist board to have a clearer understanding of:\nThe relevant skills, qualifications and experience required to meet board goals (“wish list”),\nCurrent gaps in skills and diversity,\nCurrent strengths so that Director’s skills can be utilised to their full potential,\nAppropriate professional development opportunities to up-skill Directors, and\nInformation required to inform future board recruitment strategies and develop a plan of action.\nThis template is intended to assist boards or Governance Sub-Committees to undertake this process. To have an accurate understanding of current board skills, and to accurately complete the skill gap analysis process, it is also recommended that the board undertakes a skills audit.\nGoal Setting\nList the short, medium and long term goals of the board.\nSkills, Qualifications and Experience\nList the key skills that would contribute to successfully meeting the Boards Goals? (What does the board consider to be the Ideal skill mix?) Consider the following broad skill sets: Finance, Marketing, Human Resources, Legal, Administration, Local knowledge of game, Others?\nWhat academic qualifications and/or number of year’s industry experience in each of the sought after skill sets is preferred in order to be considered for the board?\nBoard Diversity\nThe Board should comprise 50% male and 50% female members.  What other board composition (consider age and cultural background) is considered important to maximise board effectiveness and to successfully reflect the views of members and the broader society?\nBoard Strengths and Skills Gaps\nReview the skills audit (if undertaken) and desired qualifications, skills, experience and board composition to determine current board strengths and any “skill gaps”.\nAction Plan\nWhat can the Board do to obtain appropriate qualifications, skills, experiences and a board composition that will be most successful in fulfilling the purpose of the Board?\nConsider actively seeking and attracting skills, recruitment strategies, up skilling etc. Include how actions will be carried out, timeframes and who is responsible.","cbCaioDv59UeDONg","https://ap.wps.com/l/cbCaioDv59UeDONg","docx",351026,"English","# Introduction\n## Goal Setting\n## Skills, Qualifications and Experience\n## Board Diversity\n## Board Strengths and Skills Gaps\n## Action Plan","[{\"question\":\"What is the purpose of a skills gap analysis for a board?\",\"answer\":\"It helps the board understand required skills, current gaps in skills and diversity, existing strengths, suitable professional development options, and information needed for future board recruitment strategies.\"},{\"question\":\"What goals should be listed in the template?\",\"answer\":\"The template asks boards to list short, medium, and long-term goals to guide the rest of the skills gap assessment and planning.\"},{\"question\":\"How does the template recommend addressing board diversity?\",\"answer\":\"It states that the board should comprise 50% male and 50% female members and also prompts consideration of other composition factors such as age and cultural background.\"},{\"question\":\"What must be included in the action plan section?\",\"answer\":\"It requires actions the board will take to obtain qualifications, skills, and the right board composition, including how actions will be carried out, timeframes, and who is responsible.\"}]","Skills Gap Analysis Template - Goal Setting | DOCX",1788294191]