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Agent skill

Kpi Dashboard

by w95 in w95/awesome-claude-corporate-skills

ACTIVATE when building executive dashboards, tracking business metrics, creating executive scorecards, monitoring organizational KPIs, setting up health metrics, building dashboards for real-time…

MITAuto-check passedBusiness, Finance & HR

Install Kpi Dashboard

skills CLI
$ npx skills add w95/awesome-claude-corporate-skills --skill kpi-dashboard -a claude-code

Project install by default; add -g for ~/.claude/skills/.

GitHub CLI
$ gh skill install w95/awesome-claude-corporate-skills kpi-dashboard --agent claude-code

Project scope by default; add --scope user for a personal install. Needs GitHub CLI 2.90.0 or later (public preview).

Manual copy
$ git clone --depth 1 https://github.com/w95/awesome-claude-corporate-skills.git skills-src && mkdir -p .claude/skills && cp -r skills-src/01-executive-leadership/kpi-dashboard .claude/skills/kpi-dashboard && rm -rf skills-src

Use ~/.claude/skills/ instead of .claude/skills for a personal install. The folder must contain SKILL.md.

Claude Code skills documentation · loads skills from .claude/skills/

Facts

Skill name
kpi-dashboard
GitHub stars
239
Token cost
~4.6k tokens
SKILL.md length
1,261 words
Files
1
Skills in repo
42
Repo updated
First seen
Licence
MIT

At a glance

ACTIVATE when building executive dashboards, tracking business metrics, creating executive scorecards, monitoring organizational KPIs, setting up health metrics, building dashboards for real-time…

  • Works in 6 steps: Define KPIs & Metrics Architecture → Executive Scorecard Development → Dashboard Design & Tools → …
  • Tasks that involve OKRs and executive reporting
  • SKILL.md covers Overview, KPI Dashboard Framework, Templates & Tools and Key Takeaways
  • Instructions only: no scripts, shell commands, URLs or credentials in SKILL.md

What it does

Kpi Dashboard is an agent skill from w95/awesome-claude-corporate-skills. ACTIVATE when building executive dashboards, tracking business metrics, creating executive scorecards, monitoring organizational KPIs, setting up health metrics, building dashboards for real-time monitoring, or establishing systems to track and measure business performance. Critical for any executive who needs to monitor company health, make data-driven decisions, or track progress toward strategic goals.

Its SKILL.md is about 4.6k tokens, which your agent loads only when the skill is triggered. It is a single SKILL.md file with no bundled scripts.

It sits in Business, Finance & HR, covering OKRs and executive reporting. The repository describes itself as: 166 production-ready Claude AI skills organized by corporate role — executive leadership, finance, HR, marketing, sales, legal, operations, engineering, product, data, customer…. The licence is MIT.

When your agent uses it

  • Tasks that involve OKRs and executive reporting

Example prompts

  • “/kpi-dashboard”

Workflow steps

6 steps, taken from the step headings in SKILL.md.

  1. Define KPIs & Metrics Architecture
  2. Executive Scorecard Development
  3. Dashboard Design & Tools
  4. KPI Governance & Management
  5. Driving Action from Metrics
  6. Communicating Metrics & Creating Accountability

What it can do on your machine

Read from SKILL.md and the folder at commit 78dbc7c. It shows what the files ask for, not the result of running them.

  • Tool permissions

    Pre-approves nothing: there is no allowed-tools line, so your agent's usual permission prompts apply.

    From allowed-tools in the SKILL.md frontmatter.

  • Runs code

    No scripts in the folder and no shell commands in SKILL.md.

    From the folder's file list and the shell code blocks in SKILL.md.

  • Network

    No URLs in SKILL.md.

    From URLs in SKILL.md, links to its own repository left out.

  • Credentials

    Names no API keys, tokens, secrets or passwords.

    From names ending in _API_KEY, _TOKEN, _SECRET, _KEY or _PASSWORD in SKILL.md.

Context cost

Kpi Dashboard loads about 4.6k tokens when it runs. Until then it costs about 106 tokens; SKILL.md has 1,261 words of instructions outside code blocks.

Always · name and description, kept in context so the agent knows when to use it
~106
When it runs · the whole SKILL.md, loaded when a task matches
~4.6k

Estimates: characters ÷ 4, the usual rule of thumb; real counts depend on the model's tokenizer. Scripts and assets cost tokens only if the agent reads them.

Safety

Auto-check passed

The automated check found no risky patterns in SKILL.md.

Automated static check — not a guarantee. Review scripts before installing. It scans the text of SKILL.md for risky patterns (piping downloads into a shell, reading credential files, hidden Unicode, destructive commands); files beside SKILL.md are not scanned.

SKILL.md

The full file from w95/awesome-claude-corporate-skills at commit 78dbc7c, republished under its MIT licence (© w95). 1,261 words, ~4,603 tokens.

Download SKILL.mdSave it as .claude/skills/kpi-dashboard/SKILL.md (or your agent's skills folder).
name
kpi-dashboard
description
ACTIVATE when building executive dashboards, tracking business metrics, creating executive scorecards, monitoring organizational KPIs, setting up health metrics, building dashboards for real-time monitoring, or establishing systems to track and measure business performance. Critical for any executive who needs to monitor company health, make data-driven decisions, or track progress toward strategic goals.

Executive KPI Dashboard & Metrics Framework

Overview

Executive dashboards are the pulse of the organization—they provide real-time visibility into business performance, enable rapid decision-making, and track progress toward strategic goals. This skill enables you to design comprehensive executive dashboards, select the right KPIs, establish metrics frameworks, create executive scorecards, and build systems for ongoing performance monitoring. Use this skill whenever you need to track business health, monitor key metrics, report on performance, or establish accountability for strategic objectives.

KPI Dashboard Framework

Phase 1: Define KPIs & Metrics Architecture

Understand the KPI Hierarchy

COMPANY LEVEL KPIs
(5-8 core metrics all executives track)
├── Revenue & Growth
├── Profitability & Unit Economics
├── Customer Metrics
├── Market Position
├── Organizational Health
└── Cash & Runway

DEPARTMENT LEVEL KPIs
(Each department tracks progress against their OKRs)
├── Sales: Pipeline, Win Rate, CAC
├── Marketing: Lead Gen, CAC, Brand Health
├── Product: Feature Adoption, NPS, Retention
├── Operations: Efficiency, Cost Control
└── Finance: Cash Burn, Margins, Forecast Accuracy

LEADING vs. LAGGING INDICATORS
├── Leading (Predictive): Product Adoption, Pipeline, Churn Early Warning
└── Lagging (Outcome): Revenue, Profitability, Customer Satisfaction

Select Company-Level KPIs

Choose 5-8 KPIs that matter most to your business model:

SaaS Company Example:

KPITargetFrequencyOwner
MRR (Monthly Recurring Revenue)$500K → $1MMonthlyCFO
Net Revenue Retention (NRR)120%+QuarterlyVP Sales
Customer Acquisition Cost (CAC)<$30KMonthlyVP Marketing
CAC Payback Period<12 monthsMonthlyCFO
Customer Churn Rate<5%MonthlyVP Product
Net Promoter Score (NPS)>50QuarterlyVP CS
Rule of 40 (Growth + Profitability)>40%QuarterlyCEO
Cash Runway18+ monthsMonthlyCFO

E-Commerce Company Example:

KPITargetFrequencyOwner
GMV (Gross Merchandise Volume)$10M → $50MMonthlyCEO
Average Order Value (AOV)$75 → $100WeeklyVP Merchandising
Customer Acquisition Cost<$20WeeklyVP Marketing
Conversion Rate2.5% → 3.5%DailyVP UX
Customer Repeat Purchase Rate30%MonthlyVP Marketing
Gross Margin45%+MonthlyCFO
Returns Rate<5%DailyVP Ops
Cash Position$5M+WeeklyCFO

Marketplace Company Example:

KPITargetFrequencyOwner
GMV (Gross Merchandise Volume)$50M → $200MMonthlyCEO
# of Active Sellers5K → 20KMonthlyVP Seller Success
# of Active Buyers100K → 500KMonthlyVP Acquisition
Take Rate (Commission %)15% → 18%MonthlyCFO
Seller Churn<3%MonthlyVP Seller Success
Buyer Retention60%MonthlyVP Analytics
Transaction Frequency4x/year → 6x/yearMonthlyVP Product
Gross Margin>70% (pure platform)MonthlyCFO

KPI Selection Framework

For each KPI, answer:

  • Why does this matter? How does it connect to strategic goals?
  • Who owns it? Clear accountability
  • What's the target? Specific, measurable, time-bound
  • How do we measure it? Data source and calculation
  • What's the cadence? Daily, weekly, monthly, quarterly?
  • What actions trigger? When do we escalate or intervene?
Phase 2: Executive Scorecard Development

Create Monthly Executive Scorecard

A one-page summary of company health:

EXECUTIVE SCORECARD - FEBRUARY 2026

┌─────────────────────────────────────────────────────┐
│ KEY BUSINESS METRICS                                │
├─────────────────────────────────────────────────────┤
│                                                     │
│ Revenue: $4.2M                                      │
│   Month: $4.2M  |  Target: $4.0M  |  Status: ✓      │
│   YTD: $8.2M    |  Target: $8.0M  |  Trend: →       │
│   YoY Growth: +35%                                  │
│                                                     │
│ Profitability: +$500K EBITDA                        │
│   Margin: 12%  |  Target: 10%  |  Status: ✓        │
│   Cash Burn: -$200K (positive!)  |  Runway: 36mo   │
│                                                     │
│ Customer Metrics:                                   │
│   New Customers: 120  |  Target: 100  |  Status: ✓ │
│   Churn Rate: 4.2%  |  Target: <5%  |  Status: ✓   │
│   NPS Score: 52  |  Target: >50  |  Status: ✓      │
│                                                     │
│ Unit Economics:                                     │
│   CAC: $28K  |  Target: <$30K  |  Status: ✓        │
│   LTV: $420K  |  LTV:CAC Ratio: 15x  |  Status: ✓  │
│   NRR: 115%  |  Target: >110%  |  Status: ✓        │
│                                                     │
│ Organizational:                                     │
│   Headcount: 45  |  Planned: 50  |  Open: 5        │
│   Attrition (YTD): 8%  |  Target: <10%  |  Status: ✓│
│   Employee NPS: 65  |  Target: >60  |  Status: ✓   │
│                                                     │
│ Key Risks & Opportunities:                          │
│   • Large customer up for renewal in Q2 - at risk  │
│   • Product launch delayed 2 weeks (on track now)  │
│   • Hiring pipeline strong - expect 8 starts in Q1 │
│   • Competitive win against Competitor X this week │
│                                                     │
└─────────────────────────────────────────────────────┘

Status Indicators:

  • ✓ = Green (On track or exceeding target)
  • ⚠ = Yellow (Slightly off track, need attention)
  • ✗ = Red (Significantly off track, action required)
  • → = Trend indicator (improving or declining)

Narrative Summary (200-250 words)

Accompany scorecard with brief narrative:

"February was a strong month with revenue ahead of target at $4.2M (+5% vs. plan) driven by [specific reason]. Customer metrics remain healthy with low churn at 4.2% and strong NPS of 52. We're seeing good traction on [initiative], which is contributing to [outcome].

However, we're tracking slightly below headcount plan due to hiring delays in [function]. We expect to close 3 offers in Q1 which should get us back on track.

The one concern is [risk]. We're actively [mitigation]. Timeline to resolution is [date].

Key focus for next month: [priority 1], [priority 2], [priority 3]."

Phase 3: Dashboard Design & Tools

Executive Dashboard Architecture

Build a tiered dashboard system:

Tier 1: CEO/C-Suite Dashboard (1 page)

  • 5-8 company KPIs at a glance
  • Current month + trend vs. prior quarter
  • Red/yellow/green status
  • Key risks/opportunities
  • Action items

Tier 2: Functional Area Dashboards (1 page each)

  • Sales Dashboard: Pipeline, conversion, ARR, CAC
  • Marketing Dashboard: Lead flow, brand metrics, CAC
  • Product Dashboard: Feature adoption, DAU/MAU, retention
  • Customer Success: NRR, churn, health score
  • Finance Dashboard: Cash flow, margins, forecast

Tier 3: Operational Dashboards (detailed)

  • Deep dives into specific KPI drivers
  • Weekly or daily updates for tactical management
  • Used by functional teams, not executive team

Dashboard Design Best Practices:

Simplicity:

  • One metric per visual (don't overcrowd)
  • Use color sparingly (only for status or highlights)
  • Avoid 3D charts or unnecessary decoration
  • Prioritize clarity over beauty

Actionability:

  • Every KPI should trigger a decision or action
  • Include context: target, trend, variance explanation
  • Show leading indicators that predict outcomes
  • Highlight anomalies that need investigation

Frequency:

  • CEO dashboard: Daily or weekly (same time each day)
  • Functional dashboards: Daily or weekly
  • Don't update constantly (people need time to act on changes)

Tools & Platforms:

Spreadsheet Dashboards (Excel/Sheets):

  • Pros: Flexible, familiar, low friction
  • Cons: Manual updates, error-prone, hard to scale
  • Best for: Early stage, <20 person companies

BI Tools (Tableau, Looker, Power BI):

  • Pros: Automated, beautiful, scalable
  • Cons: Upfront setup cost and time
  • Best for: Larger teams, complex data integration

Product-Specific Dashboards (Salesforce, Amplitude, Stripe):

  • Pros: Pre-built, real-time, easy to use
  • Cons: Limited to that product's data
  • Best for: Key functional metrics

Hybrid Approach:

  • BI tool for automated data ingestion
  • Spreadsheet for analysis and narrative
  • Product dashboards for real-time operational view

Sample Dashboard Template:

┌──────────────────────────────────────────────────────┐
│ COMPANY KPI DASHBOARD - Updated: [Date] [Time]      │
├──────────────────────────────────────────────────────┤
│                                                      │
│ [KPI 1]           [KPI 2]           [KPI 3]         │
│ $4.2M             120 customers     52 NPS          │
│ +5% vs. target    +20% vs. target   +4 pts trend    │
│ Status: ✓         Status: ✓         Status: ✓       │
│                                                      │
│ [KPI 4]           [KPI 5]           [KPI 6]         │
│ 4.2% churn        12% margin        $28K CAC        │
│ -0.8 pts trend    +2 pts vs. plan   -$2K vs. plan   │
│ Status: ✓         Status: ✓         Status: ✓       │
│                                                      │
│ KEY METRICS TABLE                                    │
│ ┌────────────────────────────────────────────────┐  │
│ │ Metric      | Month | Target | YTD | Trend  │ Status│
│ ├────────────────────────────────────────────────┤  │
│ │ Revenue     | $4.2M | $4.0M  | ... | +5%    │ ✓    │
│ │ Profitability| +$500K| +$400K| ... | +25%   │ ✓    │
│ │ Customer #  | 120   | 100    | ... | +20%   │ ✓    │
│ │ Churn       | 4.2%  | 5%     | ... | -0.8%  │ ✓    │
│ │ NPS         | 52    | 50     | ... | +2     │ ✓    │
│ │ Headcount   | 45    | 50     | ... | -10%   │ ⚠    │
│ └────────────────────────────────────────────────┘  │
│                                                      │
│ VARIANCE ANALYSIS                                    │
│ Revenue beat by $200K due to:                        │
│ • [Factor 1]: +$150K                                 │
│ • [Factor 2]: +$50K                                  │
│ • [Headwind]: -$X due to [reason]                   │
│                                                      │
│ ACTION ITEMS                                         │
│ [X] Issue: Description  Owner: [Name] Due: [Date]  │
│ [Y] Issue: Description  Owner: [Name] Due: [Date]  │
│                                                      │
└──────────────────────────────────────────────────────┘
Show full SKILL.md (492 more words)Show less
Phase 4: KPI Governance & Management

Establish Metrics Management Process

Monthly Metrics Review Meeting:

  • Schedule: 1st Wednesday of every month, 30 minutes
  • Attendees: CEO, CFO, Department heads
  • Format:
    1. Review scorecard (5 min)
    2. Variance analysis for off-target KPIs (15 min)
    3. Action items and escalations (10 min)

Quarterly OKR-to-KPI Alignment:

  • Map OKRs to KPIs (which metrics prove we're succeeding?)
  • Identify leading indicators that predict OKR success
  • Adjust KPI targets as business priorities shift
  • Document causal relationships

Weekly Operational Metrics Sync (if needed):

  • For rapidly changing metrics (sales pipeline, DAU, etc.)
  • Led by functional VP, not full exec team
  • Focus on trends and early warning signals
  • Quick decisions and course corrections

KPI Change Control:

  • Document why you're changing a KPI
  • Communicate change to all users
  • Maintain historical data for trend analysis
  • Limit changes (avoid moving the goalposts)

Metrics Evolution:

  • Early stage (pre-PMF): Activation, retention, NPS
  • Growth stage: Unit economics, CAC, NRR, churn
  • Scale stage: Rule of 40, profitability, market share
  • Mature stage: ROIC, market growth, new markets
Phase 5: Driving Action from Metrics

Turn Metrics Into Decisions

A metric without action is just a number. Create decision rules:

KPI: Churn Rate
Target: <5% / Threshold: 5-6% / Alert: >6%

Current Status: 6.2% (YELLOW)

DECISION RULES:
├─ If churn <5%: Continue current approach
├─ If churn 5-6%:
│  ├─ Analyze why in depth
│  ├─ Identify at-risk customer segments
│  └─ Implement targeted retention program
└─ If churn >6%:
   ├─ Escalate to executive team
   ├─ Launch emergency customer outreach
   ├─ Accelerate product/feature fixes
   └─ Weekly monitoring until trend reverses

Leading Indicator Early Warning System

Create alerts for metrics that predict problems:

Leading Indicators → Predict → Lagging Outcome

Declining Feature Adoption (Week 1-2) → Predicts → Churn (Week 4-6)
Increasing Support Tickets (Week 1) → Predicts → Negative NPS (Week 2-3)
Declining Sales Pipeline (Month 1) → Predicts → Missed Revenue (Month 3)
Team Attrition (Individual) → Predicts → Project Delays (Month 2)
Slipping Product Launch (Month 1) → Predicts → Missed OKRs (Quarter end)

Metric-Driven Decisions:

Example 1: NPS Declining

  • Investigate why (analyze feedback)
  • Identify at-risk customer segment
  • Launch targeted improvement program
  • Set 90-day goal to recover
  • Measure result and iterate

Example 2: CAC Increasing

  • Determine root cause (higher competition? Weaker leads?)
  • Test new channels or messaging
  • Improve lead quality at source
  • Optimize sales process efficiency
  • Set target and measure improvement

Example 3: Churn Increasing

  • Identify which customers and segments are churning
  • Conduct exit interviews to understand why
  • Fix the most common problems
  • Launch win-back campaign for recoverable customers
  • Implement health score to catch at-risk customers early
Phase 6: Communicating Metrics & Creating Accountability

Metrics Communication Strategy

All-Hands Meeting:

  • Share top-line metrics and progress toward annual goals
  • Celebrate wins, acknowledge challenges
  • Connect metrics to team's work
  • Show transparency and trust

Team Meetings:

  • Functional teams track their own leading indicator metrics
  • Connect their work to company outcomes
  • Celebrate contributions to top-line KPIs
  • Create healthy competition (transparently)

1-on-1s:

  • Discuss how individual's work impacts company KPIs
  • Set accountability for metrics they influence
  • Provide real-time feedback on performance
  • Tie compensation and growth to metric ownership

Compensation Alignment:

Link executive and team compensation to KPI achievement:

CEO Compensation:
├─ 40%: Company revenue growth target
├─ 30%: Profitability/unit economics target
├─ 20%: Customer satisfaction (NPS, retention)
└─ 10%: Organizational health (retention, engagement)

VP Sales Compensation:
├─ 60%: Revenue/ARR target
├─ 20%: Win rate improvement
└─ 20%: Sales productivity (CAC reduction)

VP Product Compensation:
├─ 40%: Feature adoption targets
├─ 30%: Customer satisfaction (NPS, retention)
├─ 20%: Product roadmap execution
└─ 10%: Engineering velocity/quality

Templates & Tools

Quarterly Metrics Review Agenda
QUARTERLY METRICS & KPI REVIEW
Duration: 2 hours
Attendees: C-Suite + Key Functional Leaders

0:00-0:15  | Scorecard Review
           | Overview of quarterly performance vs. targets

0:15-0:35  | Deep Dive: Top Opportunities
           | [KPI 1] exceeding targets - how to sustain?
           | [KPI 2] exceeding targets - how to sustain?

0:35-0:55  | Deep Dive: Top Risks
           | [KPI 1] below targets - root cause analysis
           | [KPI 2] below targets - root cause analysis

0:55-1:15  | Action Planning
           | Decisions and actions for next quarter
           | Resource allocation and priority shifts

1:15-1:45  | OKR-to-KPI Alignment
           | How are leading indicators tracking vs. OKRs?
           | Forecast end-of-quarter achievement
           | Identify mid-course corrections needed

1:45-2:00  | Next Steps & Accountability
           | Who owns each action item
           | Review date and format
           | Communication to broader team
KPI Documentation Template
KPI NAME: [e.g., Net Revenue Retention]
Owner: [Department head]
Definition: [Clear calculation method]
Target: [Numeric goal with timeframe]
Current Status: [Latest value and trend]
Data Source: [System/tool providing data]
Update Frequency: [Daily/Weekly/Monthly]
Strategic Link: [Which OKR or goal does this support?]

Calculation Method:
[Detailed formula showing how metric is calculated]

Factors Influencing This KPI:
• [Factor 1] - can we influence this?
• [Factor 2] - can we influence this?

Historical Trend:
[Chart or table showing 12+ months of history]

Benchmark/Context:
[Industry benchmark, competitor data, or peer comparison]

Decision Rules:
IF [metric] < [threshold] THEN [action]
IF [metric] between [X] and [Y] THEN [action]
IF [metric] > [threshold] THEN [action]

Improvement Plan (if below target):
[Specific actions to improve this metric]
[Owner and timeline]
[Expected impact]

Key Takeaways

  • Select 5-8 company-level KPIs that matter most to your business model
  • Build tiered dashboards: CEO, functional, operational
  • Balance leading indicators (predictive) with lagging indicators (outcome)
  • Create decision rules for when to take action on metrics
  • Review metrics monthly with clear variance analysis
  • Communicate metrics transparently to build accountability
  • Link compensation and bonuses to KPI achievement
  • Use metrics to inform strategy and OKR changes
  • Monitor trends, not just absolute numbers
  • Create alignment between operational KPIs and strategic OKRs

Use this skill to create organizational visibility into company health, drive data-informed decisions, and maintain accountability for strategic execution.

© w95, MIT. Rendered from Markdown: HTML in the file is shown as text, images as links, and headings moved down two levels. Raw file

Files

Just SKILL.md in 01-executive-leadership/kpi-dashboard of w95/awesome-claude-corporate-skills.

Open the folder on GitHubat commit 78dbc7c

Compare with similar skills

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Questions about Kpi Dashboard

What does Kpi Dashboard do?

ACTIVATE when building executive dashboards, tracking business metrics, creating executive scorecards, monitoring organizational KPIs, setting up health metrics, building dashboards for real-time…. Kpi Dashboard is an agent skill from w95/awesome-claude-corporate-skills. ACTIVATE when building executive dashboards, tracking business metrics, creating executive scorecards, monitoring organizational KPIs, setting up health metrics, building dashboards for real-time monitoring, or establishing systems to track and measure business performance.

When should I use Kpi Dashboard?

Kpi Dashboard fits situations like: tasks that involve OKRs and executive reporting.

How do I install Kpi Dashboard in Claude Code?

Run `npx skills add w95/awesome-claude-corporate-skills --skill kpi-dashboard -a claude-code`. Or copy the skill folder (01-executive-leadership/kpi-dashboard in w95/awesome-claude-corporate-skills) into .claude/skills/kpi-dashboard in your project. Claude Code loads it when a task matches its description.

How do I install Kpi Dashboard in Codex?

Run `npx skills add w95/awesome-claude-corporate-skills --skill kpi-dashboard -a codex`. Or copy the skill folder (01-executive-leadership/kpi-dashboard in w95/awesome-claude-corporate-skills) into .agents/skills/kpi-dashboard in your project. Codex loads it when a task matches its description.

Can I use Kpi Dashboard in Cursor, Gemini CLI or GitHub Copilot?

Cursor, Gemini CLI, GitHub Copilot and OpenCode also load SKILL.md folders. With the skills CLI, run `npx skills add w95/awesome-claude-corporate-skills --skill kpi-dashboard -a cursor` (or -a gemini-cli, github-copilot or opencode for the others). To copy it by hand, put the folder in .cursor/skills/kpi-dashboard, .gemini/skills/kpi-dashboard, .github/skills/kpi-dashboard and .opencode/skills/kpi-dashboard in your project.

What does Kpi Dashboard need to run?

SKILL.md names no scripts, command-line tools or credentials: Kpi Dashboard is instructions for the agent only.

Does Kpi Dashboard access the network?

SKILL.md contains no URLs. Any network use would come from the scripts or tools the agent runs. This is read from the text; nothing was executed.

Is Kpi Dashboard safe to install?

Our automated static check of SKILL.md found no risky patterns, such as piping downloads into a shell, reading credential files or hidden Unicode. It is not a guarantee. Review the folder before installing.

What licence does Kpi Dashboard use?

Kpi Dashboard is published under the MIT licence (the repository's licence). It allows redistribution, so the full SKILL.md is shown on this page.

How many tokens does Kpi Dashboard use?

About 4.6k tokens (SKILL.md is roughly 18k characters). Agents keep only the skill's name and description in context until a task matches; then they load SKILL.md in full.

What are the alternatives to Kpi Dashboard?

Skills that share tags, products or a category with Kpi Dashboard: Pine Backtester (TradersPost/pinescript-agents, 170 stars), Analytics Strategy (rampstackco/claude-skills, 941 stars), Onboarding Planner (bpinheiroms/dotfiles, 108 stars) and Replit Deck (sanqiufong/slides-from-anything, 132 stars). The comparison table on this page puts their stars, adoption, token cost, safety result and licence side by side.

Who maintains Kpi Dashboard?

w95 (a GitHub user) maintains it in w95/awesome-claude-corporate-skills, which has 239 GitHub stars. The repository holds 42 skills in this directory. The repository was last updated on February 26, 2026.

Source: w95/awesome-claude-corporate-skills on GitHub. Facts on this page come from the repository at the commit we read; the author's words are quoted as theirs.