Workforce Capacity Planning
> Utilizing Power Query to clean and categorize workforce sentiment data for strategic HR decision-making.
Expectations
High Clarity
Core Job Alignment
Supervisor
Strong Support
Key Retention Driver
Risk Factor
Low Appreciation
Primary Sentiment Gap
Culture
Connection Need
Team-Building Priority
Interactive Dashboard
Data Engineering & Analysis
Power Query Normalization
Extracted raw survey responses from the Seattle Department of Public Health. Utilized Power Query to handle nulls, trailing spaces, and inconsistent survey categories, creating a clean dataset for comparative analysis while replacing legacy VBA / Macro pipelines.
Likert Scale Distribution Analysis
Designed 100% stacked bar charts in Excel to visualize the distribution of "Strongly Agree" to "Strongly Disagree" across 12+ survey parameters. This immediately surfaced the "Appreciation Gap."
Sentiment Drivers
Cross-referenced job clarity scores with support scores. The data proved that while operational clarity is high, the emotional connection to coworkers is a significant risk for long-term retention.
Retention Strategy
- • Deploy formal employee recognition programs to bridge the appreciation gap.
- • Launch structured team-building initiatives targeted at peer-to-peer connection.
Operational Loop
- • Implement pulse-check surveys to track sentiment recovery in real-time.
- • Refine onboarding processes to maintain high job-clarity scores.
Technical Toolkit
Impact Summary
"By moving beyond raw numbers and analyzing the distribution of sentiment, we identified specific social friction points that standard aggregate metrics often hide."
Github RepositoryVisual Evidence
Sentiment Distribution
100% Stacked Chart Analysis
Response Trends
Employee Feedback Mapping