The document outlines an organizational performance gap (OPG) framework with the following steps: 1) Triggered when actual organizational performance falls below expected performance, leading to an OPG. 2) Analysis is then conducted at the organizational, operational, and person levels to identify the causes of the OPG. 3) The analysis determines whether performance issues can be addressed through training or non-training interventions like changes to systems, processes, or resources. Training is considered a last resort.