Excel Based Nursing Workforce Competency Matrix
Budget: £20 – £250 GBP
Project Brief: Strategic Workforce Capability Matrix
Purpose: I require an automated Excel workbook that provides a complete overview of the clinical competencies held across a nursing workforce.
The workbook should support:
- Workforce planning
- Service resilience analysis
- Succession planning
- Deployment planning
- Competency gap identification
- Professional development planning
- Apprenticeship evidence for Senior Leader Level 7
The objective is to create a workforce that is highly skilled, flexible, and capable of working across multiple therapy areas.
Current Data Sources
Source 1 – Competency Catalogue: A master list of all competencies available to nurses.
Source 2 – Individual Competency Development Plans: A development plan exists for each nurse.
Business Rule
If a competency appears on the nurse's Development Plan: Development Required
If a competency does NOT appear on the nurse's Development Plan: Competency Already Achieved
This assumption is valid because Development Plans only contain competency gaps and future development requirements.
Required Output
Sheet 1 – Competency Heat Map
Status Values
(Green) Competent
(Orange) Development Required
Coverage % Calculated automatically: =Count of Competent Nurses / Total Nurses
Risk Rating
- Coverage Risk<30% = High
- Coverage Risk 30%-69% = Medium
- Coverage Risk ≥70% = Low
Sheet 2 – Executive Dashboard
Display:
- Workforce Readiness % = Total Competencies Held / Total Possible Competencies
KPI Cards
- Total Nurses
-Competencies Held
-Competencies Requiring Development
Workforce Readiness %
- High Risk Competencies
- Medium Risk Competencies
- Low Risk Competencies
Charts
- Team Capability Overview
- Capability by Therapy Area
- High Risk Skills
Sheet 3 – Therapy Area Analysis
Biologics Calculate:
- Average Capability %
- Number of Competent Nurses
- Number in Development
IV Therapies Calculate:
- Average Capability %
- Service Resilience Score
Growth Hormone Calculate:
- Average Capability %
- Service Resilience Score
Sheet 4 – Individual Nurse Dashboard
For each nurse display:
- Nurse
- Competencies Held
- Development Needs
- Completion % = Held/ (Held + Outstanding)
Sheet 5 – Workforce Risk Register
Automatically identify:
- High Risk Competencies = Coverage below 30%
Display:
Competency Coverage Risk Recommended Action
Example actions:
- Prioritise training
- Allocate study day
- Increase competency pool
- Identify mentor
Sheet 6 – Workforce Resilience Dashboard
Display:
- Single Points of Failure
- Competencies held by fewer than 2 nurses.
- Resilience Score
- Percentage of competencies with acceptable coverage.
- Deployment Readiness Score
- Percentage of therapies with sufficient trained staff.
Sheet 7 – KSB Mapping (Apprenticeship Evidence)
- Include commentary explaining how this matrix evidences:
Knowledge
- K11 Strategic Workforce Planning
Skills
- S1 High Performance Strategy
- S4.1 Lead Change
- S4.2 Continuous Improvement
- S7 Resource Allocation and Business Continuity
- S9 Workforce Resilience
- S14 Inclusive Development
- S18 Optimise Workforce Skills
Behaviours
- B4 Value Difference
- B5 Promote Continuous Professional Development
- End Goal
The workbook should function as:
A live workforce capability management tool that allows the Clinical Services Manager to understand current workforce capability, identify future skill requirements, prioritise development activity, improve service resilience, reduce dependence on individual staff members, and support strategic workforce planning.
Purpose: I require an automated Excel workbook that provides a complete overview of the clinical competencies held across a nursing workforce.
The workbook should support:
- Workforce planning
- Service resilience analysis
- Succession planning
- Deployment planning
- Competency gap identification
- Professional development planning
- Apprenticeship evidence for Senior Leader Level 7
The objective is to create a workforce that is highly skilled, flexible, and capable of working across multiple therapy areas.
Current Data Sources
Source 1 – Competency Catalogue: A master list of all competencies available to nurses.
Source 2 – Individual Competency Development Plans: A development plan exists for each nurse.
Business Rule
If a competency appears on the nurse's Development Plan: Development Required
If a competency does NOT appear on the nurse's Development Plan: Competency Already Achieved
This assumption is valid because Development Plans only contain competency gaps and future development requirements.
Required Output
Sheet 1 – Competency Heat Map
Status Values
(Green) Competent
(Orange) Development Required
Coverage % Calculated automatically: =Count of Competent Nurses / Total Nurses
Risk Rating
- Coverage Risk<30% = High
- Coverage Risk 30%-69% = Medium
- Coverage Risk ≥70% = Low
Sheet 2 – Executive Dashboard
Display:
- Workforce Readiness % = Total Competencies Held / Total Possible Competencies
KPI Cards
- Total Nurses
-Competencies Held
-Competencies Requiring Development
Workforce Readiness %
- High Risk Competencies
- Medium Risk Competencies
- Low Risk Competencies
Charts
- Team Capability Overview
- Capability by Therapy Area
- High Risk Skills
Sheet 3 – Therapy Area Analysis
Biologics Calculate:
- Average Capability %
- Number of Competent Nurses
- Number in Development
IV Therapies Calculate:
- Average Capability %
- Service Resilience Score
Growth Hormone Calculate:
- Average Capability %
- Service Resilience Score
Sheet 4 – Individual Nurse Dashboard
For each nurse display:
- Nurse
- Competencies Held
- Development Needs
- Completion % = Held/ (Held + Outstanding)
Sheet 5 – Workforce Risk Register
Automatically identify:
- High Risk Competencies = Coverage below 30%
Display:
Competency Coverage Risk Recommended Action
Example actions:
- Prioritise training
- Allocate study day
- Increase competency pool
- Identify mentor
Sheet 6 – Workforce Resilience Dashboard
Display:
- Single Points of Failure
- Competencies held by fewer than 2 nurses.
- Resilience Score
- Percentage of competencies with acceptable coverage.
- Deployment Readiness Score
- Percentage of therapies with sufficient trained staff.
Sheet 7 – KSB Mapping (Apprenticeship Evidence)
- Include commentary explaining how this matrix evidences:
Knowledge
- K11 Strategic Workforce Planning
Skills
- S1 High Performance Strategy
- S4.1 Lead Change
- S4.2 Continuous Improvement
- S7 Resource Allocation and Business Continuity
- S9 Workforce Resilience
- S14 Inclusive Development
- S18 Optimise Workforce Skills
Behaviours
- B4 Value Difference
- B5 Promote Continuous Professional Development
- End Goal
The workbook should function as:
A live workforce capability management tool that allows the Clinical Services Manager to understand current workforce capability, identify future skill requirements, prioritise development activity, improve service resilience, reduce dependence on individual staff members, and support strategic workforce planning.