prosperasungpour-alt/GHS-Health-Workforce

Investigating Health workforce in Ghana across all 16 regions # GHS-Health-Workforce Investigating Health workforce in Ghana across all 16 regions PROJECT 2: GHS HEALTH WORKFORCE DASHBOARD # 1. Overview This project presents an analytical dashboard of Ghana’s health workforce distribution across the 16 administrative regions over multiple years. Using official Ghana Health Service (GHS) data, the dashboard was developed to highlight regional disparities, trends, and workforce gaps to support policy and planning decisions. # 2. Objectives The objectives of this project were to: • Examine the distribution of health professionals across regions. • Analyze year-by-year changes in workforce numbers. • Identify minimum, average, and maximum workforce values by region. • Highlight regions with consistently high or low staffing levels. # 3. Methodology Step 1: Data Cleaning (Excel) • Removed empty rows and corrected column headers. • Standardized region names. • Ensured all workforce figures were in numeric format. Step 2: Data Modeling (Power BI) • Imported the cleaned dataset into Power BI. • Verified data types and relationships. • Created calculated measures for average, minimum, and maximum values. Step 3: Dashboard Design • Designed year-specific dashboards. • Used cards to display total, average, minimum, and maximum workforce values. • Applied bar charts for regional comparisons. # 4. Key Findings • Total health workforce numbers increased over the observed years from 1447 in 2020 to 2063 in 2023 1 • Greater Accra & Western Region consistently recorded the highest workforce numbers. • Underserved regions showed persistently low staffing levels. • Significant disparities exist between the highest and lowest staffed regions. # 5. Dashboards The dashboard presents: • Regional comparisons using bar charts. • Summary cards for key statistics. • Year-based filtering for trend analysis. # 6. Interpretation & Recommendations • Targeted workforce deployment is needed for consistently understaffed regions. • Incentive-based post …