Our approach
Training spending is wasted when it is not tied to the gaps that actually limit performance. We assess the workforce against the competencies the mission requires, identify where the gaps are and why, and produce a development plan that prioritizes the investments with the greatest effect.
Assessment
Evidence, not assumptions.
- Competency modeling: The knowledge, skills, and abilities each role requires, defined with your leadership.
- Skills assessment: Assessment of current capability through surveys, structured interviews, and performance data.
- Gap analysis: Gaps ranked by effect on mission performance and by how readily they can be closed.
- Succession and retention risk: Where institutional knowledge is concentrated and at risk.
Development planning
From findings to a funded plan.
- Workforce development plan: Prioritized training, development, and hiring actions with timelines and costs.
- Training alignment: Existing training mapped to gaps, with redundant or ineffective training identified.
- Career pathways: Development paths that prepare staff for the roles the organization will need.
- Measurement: Metrics and a review cycle that show whether the plan is working.
Why High Street?
High Street brings workforce development practitioners together with data analysts, so assessments are rigorous and the resulting plans are specific enough to fund and carry out.