CPTD Gap Assessment

ATD Certification Institute’s Gap Assessment will help you determine your readiness for the CPTD
certification exam. It can also help you identify personal strengths and areas for growth to support your
professional development objectives and help you acquire or strengthen skills and competencies
required for success as a talent development professional.

The certification exam and this Gap Assessment is built on the Detailed Content Outline for the CPTD,
which details the knowledge, skills and abilities needed to be a successful and effective talent
development professional in today’s rapidly changing environment.

The CPTD Detailed Content Outline is a subset of knowledge and skills from the three domains of
practice found in the Talent Development Capability Model that have been determined to be necessary
for successful and effective practice in talent development for someone with five (5) years of
experience.

I. Building Personal Capability – 20%

II. Developing Professional Capability – 45%
III. Impacting Organizational Capability – 35%

Under each of these essential capability areas are specific knowledge and skill statements identified in
the Detailed Content Outline. This Gap Assessment is constructed from those statements.

In each section of the Gap Assessment, you should review the knowledge and skill required. Using the
keys provided, consider your current level of understanding and experience in each task area. This is
your personal assessment of your competence, honesty with yourself is important. Then, determine the
gap, if any, that exists and whether any additional development on your part is needed. This exercise
will help you assess your current readiness for the CPTD certification exam and identify areas where
additional experience, study, or mentoring would be beneficial.

Completing this Gap Assessment does not ensure mastery of the competencies required for the CPTD
certification exam but helps you assess your readiness, identify your current strengths, and chart a plan
for gaining knowledge and skills in areas of desired growth.

Proficiency:
1 – Exploring -I have had no exposure to this concept OR I have little knowledge or skill in this area.
2 -- Informed -I only have general, conceptual knowledge or awareness of this concept OR I have limited ability to
perform this skill. I need reference materials to complete tasks related to this concept.
3 -- Capable - I am able to apply my knowledge of this concept in my work OR I can perform this skill consistently
with minimal guidance.
4 -- Advanced - I am able to apply in-depth knowledge of this concept OR I use my experience in this skill to lead or
coach others in performing this skill.
5 -- Expert - I provide expert advice and make sound judgments using my knowledge of this concept OR I provide
consultation and leadership to others using this skill. I can foster greater understanding of this concept among
colleagues and stakeholders.
Development Gap
3 – Little or no development needed.
2 – Some development needed.
1 – Considerable development needed.
 Certified Professional in Talent Development (CPTD)
Building Personal Capability – 20%

Knowledge and Skill Statements Proficiency Gap

1.1 Communication
1.1.A Skill in using communication strategies that inform and influence 1 2 3 4 5 1 2 3
audiences.
1.1.B Skill in applying verbal, written, and/or non-verbal 1 2 3 4 5 1 2 3
communication techniques.
1.1.C Skill in conceiving, developing, and delivering information in 1 2 3 4 5 1 2 3
various formats and media.

1.2 Emotional Intelligence & Decision-Making

1.2.A Knowledge of theories of emotional intelligence. 1 2 3 4 5 1 2 3

1.3 Collaboration & Leadership

1.3.A Knowledge of theories, methods, and techniques to build and 1 2 3 4 5 1 2 3
manage professional relationships, for example group dynamics,
teamwork, shared experience, and negotiation.
1.3.B Knowledge of conflict management techniques. 1 2 3 4 5 1 2 3
1.3.C Knowledge of theories of leadership, for example 1 2 3 4 5 1 2 3
transformational, inclusive, and situational.

1.4 Cultural Awareness & Inclusion

1.4.A Skill in integrating diversity and inclusion principles in talent 1 2 3 4 5 1 2 3
development strategies and initiatives.

1.5 Project Management

1.5.A Skill in evaluating and prioritizing implications, risks, feasibility, 1 2 3 4 5 1 2 3
and consequences of potential activities.
1.5.B Skill in establishing, monitoring, and communicating progress 1 2 3 4 5 1 2 3
toward the achievement of goals, objectives, and milestones.

1.6 Compliance & Ethical Behavior

1.6.A Knowledge of laws, regulations, and ethical issues related to the 1 2 3 4 5 1 2 3
access and use of information, for example intellectual capital,
personally identifiable information, and customer data.

Proficiency:
1 – Exploring -I have had no exposure to this concept OR I have little knowledge or skill in this area.
2 -- Informed -I only have general, conceptual knowledge or awareness of this concept OR I have limited ability to perform this skill. I need
reference materials to complete tasks related to this concept.
3 -- Capable - I am able to apply my knowledge of this concept in my work OR I can perform this skill consistently with minimal guidance.
4 -- Advanced - I am able to apply in-depth knowledge of this concept OR I use my experience in this skill to lead or coach others in performing
this skill.
5 -- Expert - I provide expert advice and make sound judgments using my knowledge of this concept OR I provide consultation and leadership to
others using this skill. I can foster greater understanding of this concept among colleagues and stakeholders.

Development Gap
3 – Little or no development needed.
2 – Some development needed.
1 – Considerable development needed.
 Developing Professional Capability – 45%
Knowledge and Skill Statements Proficiency Gap
2.1 Learning Sciences
2.1.A Knowledge of theories and models of adult learning, for example 1 2 3 4 5 1 2 3
Knowles’ Adult Learning Theory, Bloom’s Taxonomy, Gagne’s Nine
Levels of Learning, Mager’s Criterion-Referenced Instruction Approach,
social and collaborative learning, and experiential learning.
2.1.B Knowledge of the foundational learning theories of behaviorism, 1 2 3 4 5 1 2 3
cognitivism, and constructivism.

2.2 Instructional Design

2.2.A Skill in selecting and aligning delivery options and media for 1 2 3 4 5 1 2 3
training and/or learning events to the desired learning or behavioral
outcomes.
2.2.B Skill in developing learning and behavioral outcome statements. 1 2 3 4 5 1 2 3
2.2.C Skill in designing blueprints, schematics, and/or other visual 1 2 3 4 5 1 2 3
representations of learning and development solutions, for example
wireframes, storyboards, and mock-ups.
2.2.D Skill in designing and/or developing learning assets, for example 1 2 3 4 5 1 2 3
role plays, self-assessments, training manuals, job aids, and visual aids
that align to a desired learning or behavioral outcome.

2.3 Training Delivery & Facilitation

2.3.A Knowledge of facilitation methods and techniques. 1 2 3 4 5 1 2 3

2.4 Technology Application

2.4.A Skill in identifying, selecting, and/or implementing learning 1 2 3 4 5 1 2 3
technologies, for example using evaluative criteria and identifying
appropriate applications in an instructional environment.
2.4.B Skill in selecting, integrating, managing, and/or maintaining 1 2 3 4 5 1 2 3
learning platforms, for example learning management systems,
knowledge management systems, and performance management
systems.

2.5 Knowledge Management

2.5.A Skill in curating instructional content, tools, and resources, for 1 2 3 4 5 1 2 3
example researching, evaluating, selecting, and/or assembling publicly
available online courseware.
2.5.B Skill in designing and implementing knowledge management 1 2 3 4 5 1 2 3
strategy.

Proficiency:
1 – Exploring -I have had no exposure to this concept OR I have little knowledge or skill in this area.
2 -- Informed -I only have general, conceptual knowledge or awareness of this concept OR I have limited ability to perform this skill. I need
reference materials to complete tasks related to this concept.
3 -- Capable - I am able to apply my knowledge of this concept in my work OR I can perform this skill consistently with minimal guidance.
4 -- Advanced - I am able to apply in-depth knowledge of this concept OR I use my experience in this skill to lead or coach others in performing
this skill.
5 -- Expert - I provide expert advice and make sound judgments using my knowledge of this concept OR I provide consultation and leadership to
others using this skill. I can foster greater understanding of this concept among colleagues and stakeholders.

Development Gap
3 – Little or no development needed.
2 – Some development needed.
1 – Considerable development needed.
 Knowledge and Skill Statements Proficiency Gap
2.6 Career & Leadership Development
2.6.A Skill in sourcing, designing, building, and evaluating leadership 1 2 3 4 5 1 2 3
development experiences.
2.6.B Knowledge of how to develop and implement qualification 1 2 3 4 5 1 2 3
programs.

2.7 Coaching
2.7.A Skill in helping individuals or teams identify goals, develop 1 2 3 4 5 1 2 3
realistic action plans, seek development opportunities, and monitor
progress and accountability.
2.7.B Skill in coaching supervisors and managers on methods and 1 2 3 4 5 1 2 3
approaches for supporting employee development.

2.8 Evaluating Impact

2.8.A Knowledge of models and methods to evaluate the impact of 1 2 3 4 5 1 2 3
learning and talent development solutions.
2.8.B Skill in creating data collection tools, for example questionnaires, 1 2 3 4 5 1 2 3
surveys, and structured interviews.
2.8.C Skill in identifying and defining individual and/or organizational 1 2 3 4 5 1 2 3
outcome metrics based on evaluation strategy and/or business
objectives of a solution.
Impacting Organizational Capability – 35%
Knowledge and Skill Statements Proficiency Gap
3.1 Business Insight
3.1.A Skill in creating business cases for talent development initiatives 1 2 3 4 5 1 2 3
using economic, financial, and organizational data.
3.1.B Skill in managing budgets and resources. 1 2 3 4 5 1 2 3

3.2 Consulting & Business Partnering

3.2.A Skill in synthesizing information to formulate recommendations 1 2 3 4 5 1 2 3
or a course of action to gain agreement, support, and/or buy-in from
stakeholders.
3.2.B Skill in establishing and managing organizational and/or business 1 2 3 4 5 1 2 3
partnerships and relationships.
3.2.C Skill in partnering with other organizational units to provide 1 2 3 4 5 1 2 3
guidance on departmental or organizational talent requirements.
3.2.D Skill in identifying, minimizing, and overcoming organizational 1 2 3 4 5 1 2 3
barriers to implementing talent development solutions and/or
strategies.

Proficiency:
1 – Exploring -I have had no exposure to this concept OR I have little knowledge or skill in this area.
2 -- Informed -I only have general, conceptual knowledge or awareness of this concept OR I have limited ability to perform this skill. I need
reference materials to complete tasks related to this concept.
3 -- Capable - I am able to apply my knowledge of this concept in my work OR I can perform this skill consistently with minimal guidance.
4 -- Advanced - I am able to apply in-depth knowledge of this concept OR I use my experience in this skill to lead or coach others in performing
this skill.
5 -- Expert - I provide expert advice and make sound judgments using my knowledge of this concept OR I provide consultation and leadership to
others using this skill. I can foster greater understanding of this concept among colleagues and stakeholders.

Development Gap
3 – Little or no development needed.
2 – Some development needed.
1 – Considerable development needed.
 Knowledge and Skill Statements Proficiency Gap
3.3 Organization Development & Culture
3.3.A Skill in designing and implementing organizational development 1 2 3 4 5 1 2 3
strategy.
3.3.B Knowledge of theories and frameworks related to the design, 1 2 3 4 5 1 2 3
interaction, and operation of social, organizational, and informational
systems, for example, systems thinking, open systems theory, chaos
and complexity theory, network theory, and action research.
3.3.C Skill in identifying formal and informal relationships, hierarchies, 1 2 3 4 5 1 2 3
and power dynamics in an organization.
3.3.D Skill in creating a culture which encourages and/or creates 1 2 3 4 5 1 2 3
opportunities for dialogue and feedback between individuals and
groups, for example designing collaborative work practices and/or
spaces, and role-modeling effective feedback techniques.
3.3.E Skill in assessing and evaluating employee engagement. 1 2 3 4 5 1 2 3
3.3.F Skill in designing and implementing employee engagement 1 2 3 4 5 1 2 3
strategy.

3.4 Talent Strategy & Management

3.4.A Skill in designing and implementing performance management 1 2 3 4 5 1 2 3
strategy.
3.4.B Skill in developing a talent strategy that aligns to organizational 1 2 3 4 5 1 2 3
strategy to influence organizational outcomes in a positive direction.
3.4.C Skill in designing and implementing strategic plans for talent 1 2 3 4 5 1 2 3
development projects, programs, and/or functions.
3.4.D Skill in identifying anticipated constraints or problems affecting 1 2 3 4 5 1 2 3
talent development initiatives, for example resource deficiencies or
lack of support.
3.4.E Skill in establishing and executing a marketing strategy to 1 2 3 4 5 1 2 3
promote talent development.
3.4.F Skill in designing and implementing communication strategy in 1 2 3 4 5 1 2 3
order to drive talent management objectives
3.4.G Skill in communicating how talent development strategies and 1 2 3 4 5 1 2 3
solutions support the achievement of targeted business/organizational
results.
3.4.H Skill in communicating the value of lifelong learning and 1 2 3 4 5 1 2 3
professional development.

Proficiency:
1 – Exploring -I have had no exposure to this concept OR I have little knowledge or skill in this area.
2 -- Informed -I only have general, conceptual knowledge or awareness of this concept OR I have limited ability to perform this skill. I need
reference materials to complete tasks related to this concept.
3 -- Capable - I am able to apply my knowledge of this concept in my work OR I can perform this skill consistently with minimal guidance.
4 -- Advanced - I am able to apply in-depth knowledge of this concept OR I use my experience in this skill to lead or coach others in performing
this skill.
5 -- Expert - I provide expert advice and make sound judgments using my knowledge of this concept OR I provide consultation and leadership to
others using this skill. I can foster greater understanding of this concept among colleagues and stakeholders.

Development Gap
3 – Little or no development needed.
2 – Some development needed.
1 – Considerable development needed.
 Knowledge and Skill Statements Proficiency Gap
3.5 Performance Improvement
3.5.A Skill in designing and implementing performance support 1 2 3 4 5 1 2 3
systems and tools, for example instructional resources, data, process
models, job aids, and expert advice.
3.5.B Skill in designing and developing performance improvement 1 2 3 4 5 1 2 3
solutions to address performance gaps.
3.5.C Skill in conducting performance analysis to identify goals, gaps, 1 2 3 4 5 1 2 3
or opportunities.
3.5.D Skill in conducting analysis of systems to improve human 1 2 3 4 5 1 2 3
performance, for example determining how organizations learn,
closing knowledge or skill gaps, and addressing human factors issues.
3.5.E Knowledge of theories, models, and principles of human 1 2 3 4 5 1 2 3
performance improvement.

3.6 Change Management

3.6.A Knowledge of change management theories and models, for 1 2 3 4 5 1 2 3
example Lewin, Kotter, Bridges’ transition model, Kubler-Ross change
curve, and appreciative inquiry.

3.7 Data & Analytics

3.7.A Skill in selecting and/or using data visualization techniques, for 1 2 3 4 5 1 2 3
example flow charts, graphs, plots, word clouds, and heat maps.
3.7.B Skill in identifying stakeholders' needs, goals, requirements, 1 2 3 4 5 1 2 3
questions, and objectives to develop a framework and/or plan for data
analysis.
3.7.C Skill in analyzing and interpreting results of data analyses to 1 2 3 4 5 1 2 3
identify patterns, trends, and relationships among variables.
3.7.D Skill in gathering and organizing data from internal and/or 1 2 3 4 5 1 2 3
external sources in logical and/or practical ways to support retrieval
and manipulation.

3.8 Future Readiness

3.8.A Knowledge of techniques to promote, support, and/or generate 1 2 3 4 5 1 2 3
innovation and creativity, for example design thinking, brainstorming,
and ideation.
3.8.B Knowledge of internal and external factors that influence talent 1 2 3 4 5 1 2 3
development, for example organizational/business strategies,
availability of labor, developments in other industries, societal trends,
and technological advances.

Proficiency:
1 – Exploring -I have had no exposure to this concept OR I have little knowledge or skill in this area.
2 -- Informed -I only have general, conceptual knowledge or awareness of this concept OR I have limited ability to perform this skill. I need
reference materials to complete tasks related to this concept.
3 -- Capable - I am able to apply my knowledge of this concept in my work OR I can perform this skill consistently with minimal guidance.
4 -- Advanced - I am able to apply in-depth knowledge of this concept OR I use my experience in this skill to lead or coach others in performing
this skill.
5 -- Expert - I provide expert advice and make sound judgments using my knowledge of this concept OR I provide consultation and leadership to
others using this skill. I can foster greater understanding of this concept among colleagues and stakeholders.

Development Gap
3 – Little or no development needed.
2 – Some development needed.
1 – Considerable development needed.