# Capability Guides

Canonical: https://skillsmatrixtemplate.com/guides/

- [What is a skills matrix?](what-is-a-skills-matrix.html): A skills matrix maps people to skills on a 0-5 scale. Full definition, examples, and how it differs from shorter explainers.
- [Skills matrix vs competency framework](skills-matrix-vs-competency-framework.html): How a skills matrix differs from a competency framework, when to use each, and how they work together.
- [The 0 to 5 competency scale, explained](competency-scale-0-5-explained.html): What each level from 0 to 5 means, with descriptors managers can apply consistently across a team.
- [Skills matrix best practices](skills-matrix-best-practices.html): Twelve practical rules for building, rating, and maintaining a skills matrix that teams trust.
- [Skills matrix examples for HR](skills-matrix-examples-hr.html): Worked examples for HR teams: role grids, gap patterns, and how to present capability data to leaders.
- [How to build a skills matrix, step by step](how-to-build-a-skills-matrix.html): Build a skills matrix in clear steps: choose skills, define 0-5 descriptors, rate honestly, read the heat map.
- [How to do a skills gap analysis](skills-gap-analysis.html): Run a skills gap analysis from your matrix: targets, red zones, priorities, and what to fix first.
- [How to identify skills gaps in a team](identify-skills-gaps-team.html): Spot team-level skills gaps quickly using a matrix, calibration, and clear targets per role.
- [How to rate employee skills](rate-employee-skills.html): Rate employee skills fairly on a 0-5 scale with evidence, calibration, and descriptors everyone understands.
- [How to write competency descriptors](write-competency-descriptors.html): Write clear competency descriptors for each 0-5 level so ratings stay consistent across managers.
- [How to keep a skills matrix up to date](keep-skills-matrix-up-to-date.html): Keep ratings fresh with a review cadence, ownership, and light automation when teams scale.
- [How to run a skills calibration session](skills-calibration-session.html): Run a calibration session so managers align on what each 0-5 level looks like in practice.
- [How to roll out a skills matrix across your organisation](roll-out-skills-matrix.html): Roll out a skills matrix org-wide: pilot, governance, comms, and scaling without losing trust.
- [How to choose which skills to map](choose-which-skills-to-map.html): Choose which skills belong on your matrix without overload: critical few, role-linked, reviewable.
- [How to allocate work by skill](allocate-work-by-skill.html): Match people to tasks using live capability data instead of memory and last week's rota.
- [How to develop team capability](develop-team-capability.html): Turn matrix gaps into a practical capability plan: coaching, practice, and measured progress.
- [How to do workforce capacity planning](workforce-capacity-planning.html): Plan capacity using skills data: who can cover what, when, and where you need hire or train.
- [How to identify training needs](identify-training-needs.html): Identify training needs from gap × impact, not generic course catalogues.
- [How to improve team performance](improve-team-performance.html): Improve performance by fixing capability constraints the matrix makes visible.
- [How to plan a training budget](plan-training-budget.html): Plan training spend against documented gaps and unit costs, not guesswork.
- [How to plan cross-training](plan-cross-training.html): Plan cross-training to remove single points of failure with dated milestones.
- [How to prioritise skills development](prioritise-skills-development.html): Prioritise skills investment where gap, risk, and business impact intersect.
- [How to reduce key person dependency](reduce-key-person-dependency.html): Reduce key-person risk by documenting who holds critical skills and building cover.
- [How to staff a project team](staff-a-project-team.html): Staff projects from capability data: required skills, available people, honest gaps.
- [How to use a skills matrix for succession planning](succession-planning.html): Use a skills matrix for succession: readiness, cover, and development paths per role.
- [How to use a skills matrix in a restructure](skills-matrix-in-a-restructure.html): Use capability evidence before restructuring roles, not guesswork or politics alone.
- [How to mentor and pair with a skills matrix](mentoring-and-pairing.html): Match mentors and pairs using gap data: who can teach what, and who needs practice.
- [How to track employee skills](track-employee-skills.html): Track skills over time with a dated matrix, light process, and optional automation.
- [How to measure the ROI of a skills matrix](measure-roi-skills-matrix.html): Measure skills matrix ROI: cost of gaps, training waste avoided, and decision speed.
- [How to manage remote teams with a skills matrix](manage-remote-teams.html): Manage remote teams with visible capability data when you cannot see work daily.
- [Onboarding new starters with a skills matrix](onboarding-new-starters.html): Onboard faster by mapping starter skills against role targets from day one.
- [Using a skills matrix for development plans](development-plans.html): Build individual development plans from matrix gaps and agreed targets.
- [Using a skills matrix for performance reviews](performance-reviews.html): Use capability data in reviews without confusing skill level with contribution.
- [AI skills management](ai-skills-management.html): Map AI-era skills, close gaps, and keep humans demonstrably capable alongside tools.
- [How to ensure minimum standards of capability](minimum-standards-of-capability.html): Set and evidence minimum capability standards for regulated or safety-critical work.
- [How to brief a recruitment plan with a skills matrix](brief-a-recruitment-plan.html): Brief recruitment from matrix gaps: hire what training cannot close in time.
- [The skills matrix for software teams](skills-matrix-software-teams.html): Map engineering capability: languages, delivery, security, and leadership on one grid.
- [The skills matrix for IT and technical support teams](it-technical-support.html): Skills matrix for IT and support: incident handling, tooling, customer communication.
- [The skills matrix for aviation and transport teams](aviation-transport.html): Capability mapping for aviation and transport: safety, compliance, and crew skills.
- [The skills matrix for care teams](care-teams.html): Skills matrix for care: mandatory training, person-centred skills, and shift cover.
- [The skills matrix for charity and non-profit teams](charity-non-profit.html): Map charity team capability with lean resources and clear volunteer skills.
- [The skills matrix for construction teams](construction.html): Construction skills matrix: site roles, safety-critical skills, subcontractor visibility.
- [The skills matrix for contact centre teams](contact-centre.html): Contact centre capability: product knowledge, empathy, compliance, and channel skills.
- [The skills matrix for education teams](education.html): Education team skills: pedagogy, safeguarding, subject expertise, and leadership.
- [The skills matrix for energy and utilities teams](energy-utilities.html): Utilities skills matrix: safety, technical competence, and workforce planning.
- [The skills matrix for engineering teams](engineering.html): Engineering capability grid: design, QA, tooling, and cross-functional cover.
- [The skills matrix for facilities management teams](facilities-management.html): FM skills matrix: hard services, compliance, customer sites, and contractor coordination.
- [The skills matrix for field service teams](field-service.html): Field service capability: first-time fix, product lines, safety, and territory cover.
- [The skills matrix for finance and accounting teams](finance-accounting.html): Finance skills matrix: technical accounting, systems, controls, and business partnering.
- [The skills matrix for food and drink manufacturing teams](food-drink-manufacturing.html): Food manufacturing capability: GMP, hygiene, line skills, and allergen controls.
- [The skills matrix for healthcare teams](healthcare.html): Healthcare skills matrix: clinical competency, mandatory training, and safe rota cover.
- [The skills matrix for hospitality teams](hospitality.html): Hospitality capability: service, kitchen, compliance, and peak-shift cover.
- [The skills matrix for law firm teams](law-firms.html): Law firm skills matrix: practice areas, client delivery, supervision, and compliance.
- [The skills matrix for logistics teams](logistics.html): Logistics capability: warehouse, transport, systems, and peak demand planning.
- [The skills matrix for manufacturing teams](manufacturing.html): Manufacturing skills matrix: line competency, quality, maintenance, and cross-skilling.
- [The skills matrix for marketing and creative agency teams](marketing-creative.html): Agency capability: channel skills, client management, craft, and pitch bench strength.
- [The skills matrix for pharmaceutical and laboratory teams](pharmaceutical-laboratory.html): Pharma and lab skills: GxP, methods, equipment, and validated competency evidence.
- [The skills matrix for professional services](professional-services.html): Professional services capability: client delivery, utilisation, and bench skills.
- [The skills matrix for public sector and government teams](public-sector.html): Public sector skills matrix: policy delivery, compliance, and workforce resilience.
- [The skills matrix for retail teams](retail.html): Retail capability: sales, operations, compliance, and peak trading cover.
- [The skills matrix for sales teams](sales.html): Sales skills matrix: product knowledge, negotiation, CRM, and pipeline disciplines.
- [The skills matrix for security teams](security.html): Security capability: cyber and physical skills, licensing, and incident response.
- [The skills matrix for telecoms teams](telecoms.html): Telecoms skills matrix: network, customer, field engineering, and product knowledge.
- [The skills matrix for travel and tourism teams](travel-tourism.html): Travel and tourism capability: product, service, compliance, and seasonal cover.