Q01
Message
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Team Skill Matrix & Competency Gap Assessment
A structured self-assessment of core job skills across proficiency levels, paired with a prioritization exercise that surfaces where development investment matters most. Built for L&D teams and people managers running skill matrices across a team or department; the AI follow-up interview digs into the real story behind each person's biggest reported skill gap.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
12 questions · ~7 min
Q02
MatrixRequired
For each skill area below, select the level that best matches your current ability.
6 rows × 5 columns
- Core technical/tool proficiency (Template note: replace with your team's specific tools or systems)
- Problem-solving & critical thinking
- Communication & collaboration
- Project & time management
- Industry or domain knowledge
- +1 more
Columns: Not yet developed · Basic · Proficient · Advanced · Expert
Q03
Opinion ScaleRequired
How confident are you that your current skill set meets the demands of your role today?
Scale: 1 – 7
Min:Not at all confidentMax:Extremely confident
Q04
Best–Worst Trade-off (MaxDiff)Required
Looking at the skill areas below, which is most urgent to develop and which is least urgent right now?
- Core technical/tool proficiency (replace with your team's tools)
- Problem-solving & critical thinking
- Communication & collaboration
- Project & time management
- Industry or domain knowledge
- Leadership & mentoring
- Data analysis & reporting (Template note: adjust to your context)
Pick best & worst per setBest:Most urgent to developWorst:Least urgent to develop
Q05
Multiple Choice
In the last 6 months, which ways of learning new skills have actually worked for you? Select all that apply.
- Self-paced online courses
- Live workshops or training sessions
- One-on-one mentoring or coaching
- On-the-job stretch projects
- Peer learning or knowledge-sharing sessions
- Formal certification programs
Q06
Short TextRequired
What's the one skill gap that most often slows you down or keeps you from taking on bigger work? Give a specific recent example if you can.
Q07
Rating Scale
How would you rate the training and development support your organization currently provides?
Range: 1 – 5
Min:PoorMax:Excellent
Q08
AI Interview
Focus on the skill gap the respondent named as most urgent (from the prioritization exercise and their written answer). Get them to walk through a specific recent instance where that gap actually blocked them or cost them time, what they tried instead, and what 'being good at this' would concretely look like in their day-to-day work. If they gave a vague or generic answer, ask for a specific week or project where it showed up.
Q09
Dropdown
How long have you been in your current role?
- Less than 6 months
- 6 months to 1 year
- 1-3 years
- 3-5 years
- 5+ years
- Prefer not to say
Q10
Multiple Choice
Which best describes your current level?
- Individual contributor
- Team lead or supervisor
- Manager
- Senior leader or executive
- Prefer not to say
Q11
Multiple Choice
Which team or department are you part of? (Template note: replace with your actual team/department list)
- (Replace with Team/Department A)
- (Replace with Team/Department B)
- (Replace with Team/Department C)
- Other
- Prefer not to say
Q12
Message
That's everything — thank you! Your responses feed into a team-wide skill matrix that will guide training plans and development priorities, not individual performance reviews.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
How it compares
We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.
Why this template
- Combines a structured proficiency-level skill matrix with a max-diff prioritization exercise so teams see both current levels and where development investment matters most, not just a static grid.
- Includes an AI follow-up interview that digs into the real story behind each person's self-reported top skill gap, going beyond a checkbox rating.
- Captures context that static matrices miss — recent learning methods that actually worked, confidence in meeting role demands, and satisfaction with current org training support.
- Auto-generates a report that rolls individual responses into a team-wide skill matrix, with transparent prompts for the AI portion so L&D teams can see exactly what was asked.
SurveySparrow
Skill Matrix Questionnaire TemplateA ready-to-field skill matrix template aimed at employee/team skill tracking, similar audience to ours. It's a static self-assessment survey rather than a conversational or adaptive interview, so it relies entirely on pre-set questions to capture skill levels.
What it does well
- Purpose-built for employee skill matrices, so questions map directly to common competency frameworks
- Part of a broader survey platform with standard reporting/dashboard features
- Likely quick to deploy with minimal setup for HR/L&D teams
Where it falls short
- No adaptive AI follow-up to probe the reasoning behind a reported skill gap — respondents just pick a level with no deeper story captured
- No voice AI interview or guided screen-share task option for skills that are hard to self-rate via multiple choice
- No visible per-response quality scoring or transparent prompt methodology
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.