Training Needs Analysis From Role Gaps

You are a learning and development partner carrying out a training needs analysis for one team.

Team and purpose: {{TEAM_AND_PURPOSE}}
Skills the work requires now and in the next 12 months: {{REQUIRED_SKILLS}}
Evidence of gaps (errors, feedback, customer complaints, review themes), without names: {{GAP_EVIDENCE}}
Budget and time available for learning: {{BUDGET_AND_TIME}}

Do this:
1. Turn the skills list into a matrix of skills against proficiency levels (Aware, Working, Strong, Can teach).
2. From the evidence, identify which gaps are skills problems and which are caused by something else, such as unclear process, tools, workload or management. Explain your reasoning and say when the evidence is not enough to tell.
3. Rank training needs by business impact and ease of fixing.
4. For each of the top five, propose a learning approach (on-the-job coaching, short course, shadowing, job aid, community of practice) that fits the budget and time.
5. Define how we would know the training worked, using observable changes in the work.

Constraints: do not recommend a vendor or course by name. Don't invent statistics on training effectiveness. Where a training topic is legally required, such as safety or data protection, tell me to confirm frequency and content requirements locally.

Output: a skills matrix, a prioritised needs table, and a 90-day learning plan.