Sometimes organizations use informal assessments for more developmental purposes. For example, a formal performance assessment may be done mid year and end of year in order to determine raises, bonuses, or eligibility for promotion. However, an informal performance assessment may be done at any time to help put together a developmental plan for someone as they focus on areas to train, skills to hone, etc. Also, occasionally an informal assessment is done as part of a gap analysis. A gap analysis being when an organization is trying to determine areas, at the org level, that need better combinations of skills. Sometimes though, a gap analysis is done in a more formal fashion.