The conditions for effecitive, legitimate use of skills matrices are much more subtle than meet the eye. They include a. the purposes for which skills matrices are chosen are very clearly specified in advance b. a skills matrix has been technically (including linguistically) validated before it is used for purposes of selection of any kind at work so that it measures skills actually used in the tasks/jobs under consideration c. the competence of users has been confirmed through appropriate training and assessment You're on a hiding to, at best, nothing, and more likely enormous and very, very expensive litigation arising from direct and/or indirect discrimination unless you fulfil these conditions. Occupational psychologists and many ergonomists specialise in skills/competencies design. I should be pleased to let you know the titles of relevant published guides if you state what purposes you are looking for the tools you're after. Assessment and Development Services in Godalming, Surrey publish a library of skills/competencies matrices and train people to use them. Not inexpensive but much, much less pricey than consistently violating laws you don't understand.

For the purpose indicated on the website, i.e. 'statutory guidance', it's reasonable if bland, reflecting the disclaimer that what is writtten 'may not reflect current government policy.' The taxpayer-funded source is a direct descendant of the Careers & Occupational Information Centre which in the 1970s and 1980s performed a similar role of publishing informaiton about work and career opportunities 'for the masses'; I wrote some commissions for them myself in1982/83 about careers in marketing and insurance. Most decision-making by managers about skills have different purposes and much tougher task requirements in the current climate.