Available competency for a certain organisational unit  is indicated by
*Number of employees in organisational unit X with satisfactory (at least grade G) competency in skill S
This indicator is derived from EmployeeAssessmentIndicators regarding Skill.

The difference between these two indicators measure the competency gap which needs to be filled . The goal of the competency planning process is to define activities for filling possible gaps between needed competency and available competency. Examples of activities are:

• Recruitment of personnel
• Development of competency
• Contracting of personnel
• Phasing-out of competency