Here, in interviews with country or regional office senior managers, Simulation Administrators should try to identify key knowledge, skills and attitudes (KSA) gaps – that is, the gaps between the office’s roles and responsibilities with respect to EPR and the staff’s ability to fulfill those roles and responsibilities. In conducting these interviews, the Simulation Administration team poses questions to senior managers such as:

•  What are the key staff roles in country (or regional) office EPR functions?
• What particular knowledge, skills, & attitudes are required to perform these functions?
• What concerns do supervisors have regarding their staff’s capacity to carry out these EPR functions? What gaps are there in staff KSA?
• How might a simulation help to address these gaps? Should the simulation be accompanied by other training activities to ensure these needs are met?

Having identified key KSA gaps, then Simulation Administrators must:

• Identify the particular gaps that can be addressed through the simulation and those that are likely to require additional workshop time or other training activities
• Fine-tune the simulation’s learning objectives.  As noted previously, the Learning Objectives presented at the beginning of this Guide were generated by the NGO representatives to the Simulation Project.  You are encouraged to adjust the Learning Objectives to fit the needs of the staff who will be participating in your simulation exercise.
• Clarify how simulation materials should be adapted to address KSA gaps