Sample HR Metrics PDF

Sample Human Resource Metrics
Sample Human Resource

Metrics
Template for Compiling a Unified Database and

Building Force.com Formula Fields
Disclaimer / Credits
This document contains a sample set of HR Metrics that is publicly available at:
http://www.misc-hrmetrics.info/search/label/Attendance
The list of metrics is used as a sample of the type of metrics that could be used by HR management
to monitor business performance.
The added information relating to HCM Mashup Builder and the template for storage and processing
of data in no way claims ownership of the list.
Competitive Edge Technology – January 2012 – www.cet-hr.com Page 1

Contents
1. Attendance .......................................................................................................................................... 9
1.1 Unscheduled Absence Rate .......................................................................................................... 9
1.2 Unscheduled Absence Days Per Employee ................................................................................... 9
1.3 Unscheduled Absence Breakdown ............................................................................................. 10
1.4 Schedule Flexibility Rate ............................................................................................................. 11
1.5 PTO Utilization Rate .................................................................................................................... 12
1.6 Compensation Value of Unscheduled Absences Per FTE............................................................ 12
1.7 Absence Rate .............................................................................................................................. 13
2. Benefits ............................................................................................................................................. 15
2.1 Benefits Total Compensation Rate ............................................................................................. 15
2.2 Benefits Satisfaction Index .......................................................................................................... 15
2.3 Benefits Operating Expense Rate................................................................................................ 16
2.4 Benefits Expense Type Breakdown ............................................................................................. 17
2.5 Benefits Expense Per FTE ............................................................................................................ 17
3. Compensation ................................................................................................................................... 19
3.1 Average Workweek ..................................................................................................................... 19
3.2 Stock Incentive Eligibility Rate .................................................................................................... 19
3.3 Number of Options Exercised Per Employee .............................................................................. 20
3.4 Net Proceeds of Options Per Employee Exercising ..................................................................... 21
3.5 Equity Incentive Value Per Employee ......................................................................................... 22
3.6 Average Number of Options Per Employee ................................................................................ 22
3.7 Upward Salary Change Rate ........................................................................................................ 23
3.8 Total Compensation Expense Per FTE......................................................................................... 24
3.9 Overtime Rate ............................................................................................................................. 24
3.10 Overtime Expense Per FTE ........................................................................................................ 25
3.11 Market Compensation Ratio ..................................................................................................... 26
3.12 Direct Compensation Expense Per FTE ..................................................................................... 27
3.13 Direct Compensation Breakdown ............................................................................................. 27
3.14 Direct Comp Operating Expense Rate....................................................................................... 28
3.15 Compensation Satisfaction Index ............................................................................................. 29
3.16 Bonus Receipt Rate ................................................................................................................... 30
3.17 Bonus Eligibility Rate ................................................................................................................. 30

3.18 Bonus Compensation Rate ........................................................................................................ 31

3.19 Bonus Actual To Potential Rate................................................................................................. 31
3.20 Average Hourly Rate ................................................................................................................. 32
4. Education/Development ................................................................................................................... 34
4.1 Tuition Reimbursement Request Rate ........................................................................................ 34
4.2 Staffing Rate- High Potential ....................................................................................................... 34
4.3 Staffing Rate- Graduate Degree .................................................................................................. 35
4.4 Educational Attainment Breakdown ........................................................................................... 36
4.5 Development Program Penetration Rate ................................................................................... 37
5. Employee Relations........................................................................................................................... 38
5.1 Industrial Dispute Absence Days Per FTE .................................................................................... 38
5.2 Grievance Time To Resolve ......................................................................................................... 38
5.3 Grievance Rate ............................................................................................................................ 39
5.4 External Complaint Factor .......................................................................................................... 40
5.5 ADR Success Rate ........................................................................................................................ 40
6. Health/Safety. ................................................................................................................................... 42
6.1 Work-Related Injury Return Ratio............................................................................................... 42
6.2 Workers Compensation Premium Per FTE .................................................................................. 42
6.3 Lost Time Incident Rate .............................................................................................................. 43
6.4 H&S Incidents Per 100 FTEs ........................................................................................................ 44
6.5 H&S Incident Type Breakdown ................................................................................................... 44
6.6 H&S Expense Per FTE .................................................................................................................. 45
6.7 H&S Expense Breakdown ............................................................................................................ 46
6.8 Average Time Lost Per H&S Incident .......................................................................................... 47
7. HR Service Delivery ........................................................................................................................... 48
7.1 Contact Center: Service Level ..................................................................................................... 48
7.2 Self-Service Penetration Rate ..................................................................................................... 48
7.3 Contact Center: One-Call Resolution Rate .................................................................................. 49
7.4 Contact Center: Satisfaction ....................................................................................................... 50
7.5 Contact Center: Average Handle Time........................................................................................ 50
7.6 HRIT Late Transaction Rate ......................................................................................................... 51
7.7 HRIT Average Days To Entry ........................................................................................................ 52
7.8 HR Technology Expense Rate ...................................................................................................... 52
7.9 HR Revenue Per HR Employee .................................................................................................... 53

7.10 HR Revenue Expense Rate ........................................................................................................ 54

7.11 HR Operating Expense Rate ...................................................................................................... 55
7.12 HR Expense Per FTE................................................................................................................... 55
7.13 HR Expense Breakdown- Type .................................................................................................. 56
7.14 HR Expense Breakdown- Function ............................................................................................ 57
7.15 HR Staffing Rate ........................................................................................................................ 58
7.16 HR Staffing Coverage Ratio ....................................................................................................... 59
7.17 HR Staffing Breakdown ............................................................................................................. 59
7.18 HR Recruitment Source Ratio ................................................................................................... 60
7.19 HR Professional Staffing Mix Ratio............................................................................................ 61
7.20 HR Mobility Rate ....................................................................................................................... 62
8. Internal Movement ........................................................................................................................... 64
8.1 Upward Mobility ......................................................................................................................... 64
8.2 Transfer Rate ............................................................................................................................... 64
8.3 Promotion Speed Ratio ............................................................................................................... 65
8.4 Promotion Rate ........................................................................................................................... 66
8.5 Lateral Mobility ........................................................................................................................... 67
8.6 Internal Placement Rate ............................................................................................................. 67
8.7 Internal Hire Rate ........................................................................................................................ 68
8.8 Cross-Function Mobility .............................................................................................................. 69
8.9 Career Path Ratio ........................................................................................................................ 70
9. Management/Leadership.................................................................................................................. 72
9.1 Successor Pool Growth Rate ....................................................................................................... 72
9.2 Successor Pool Coverage ............................................................................................................ 72
9.3 Positions Without Ready Candidates Rate ................................................................................. 73
9.4 Manager Quality Index................................................................................................................ 74
9.5 Manager Instability Rate ............................................................................................................. 75
9.6 LDP Prevalence Rate ................................................................................................................... 75
9.7 Employee Satisfaction With Leadership ..................................................................................... 76
9.8 Cross-Function Mobility- Managers ............................................................................................ 77
10. Organization Effectiveness.............................................................................................................. 78
10.1 R&D Expense Rate..................................................................................................................... 78
10.2 New Products & Services Revenue Per FTE .............................................................................. 78
10.3 Market Capitalization Per FTE ................................................................................................... 79

10.4 Intangible Asset Value Per FTE.................................................................................................. 80

10.5 Employee Stock Ownership Percentage ................................................................................... 81
10.6 Corporate Expense Rate ........................................................................................................... 81
10.7 Work Units Per FTE ................................................................................................................... 82
10.8 Return on Human Investment Ratio ......................................................................................... 83
10.9 Other Labor Rate....................................................................................................................... 84
10.10 Operating Revenue Per FTE .................................................................................................... 84
10.11 Operating Profit Per FTE ......................................................................................................... 85
10.12 Operating Expense Per FTE ..................................................................................................... 86
10.13 Human Investment Ratio ........................................................................................................ 86
11. Payroll ............................................................................................................................................. 88
11.1 Payroll Expense Per Employee .................................................................................................. 88
11.2 Payroll Error Rate ...................................................................................................................... 88
11.3 Overpayment Rate .................................................................................................................... 89
11.4 Direct Deposit Participation Rate.............................................................................................. 90
11.5 Average Overpayment Value .................................................................................................... 90
12. Performance Management ............................................................................................................. 92
12.1 Upward Review Rate ................................................................................................................. 92
12.2 Self Review Rate........................................................................................................................ 92
12.3 Performance Contingent Pay Prevalence ................................................................................. 93
12.4 Performance-Based Pay Differential......................................................................................... 94
12.5 Performance Rating Distribution .............................................................................................. 95
12.6 Performance Appraisal Participation Rate................................................................................ 96
12.7 Peer Review Rate ...................................................................................................................... 96
12.8 High Performer Growth Rate .................................................................................................... 97
12.9 Employee Upgrade Rate ........................................................................................................... 98
12.10 Employee Turnaround Rate .................................................................................................... 99
12.11 Average Performance Appraisal Rating ................................................................................ 100
13. Productivity ................................................................................................................................... 102
13.1 Employee Engagement Index ................................................................................................. 102
14. Recruitment .................................................................................................................................. 103
14.1 Rehire Rate.............................................................................................................................. 103
14.2 Recruitment Source Ratio ....................................................................................................... 103
14.3 Recruitment Source Breakdown ............................................................................................. 104

14.4 New Position Recruitment Ratio ............................................................................................. 105

14.5 New Position Recruitment Rate .............................................................................................. 106
14.6 Net Hire Ratio.......................................................................................................................... 107
14.7 External Hire Rate ................................................................................................................... 107
15. Staffing Effectiveness .................................................................................................................... 109
15.1 Turnover Cost Rate- < 1-Year Tenure ..................................................................................... 109
15.2 New Hire Turnover Contribution ............................................................................................ 110
15.3 Sign-On Bonus Rate................................................................................................................. 110
15.4 Referral Rate ........................................................................................................................... 111
15.5 Referral Conversion Rate ........................................................................................................ 112
15.6 Recruitment Expense Breakdown ........................................................................................... 113
15.7 Recruitment Cost Per Hire ...................................................................................................... 113
15.8 On-Time Talent Delivery Factor .............................................................................................. 114
15.9 Offer Acceptance Rate ............................................................................................................ 115
15.10 New Hire Satisfaction With Recruiting.................................................................................. 116
15.11 New Hire Performance Satisfaction ...................................................................................... 116
15.12 New Hire Failure Factor ........................................................................................................ 117
15.13 Interviewee Ratio .................................................................................................................. 118
15.14 Interviewee Offer Rate.......................................................................................................... 118
15.15 Average Time to Start ........................................................................................................... 119
15.16 Average Time to Fill .............................................................................................................. 120
15.17 Average Sign-On Bonus Expense .......................................................................................... 120
15.18 Average Interviews Per Hire ................................................................................................. 121
15.19 Applicant Ratio ...................................................................................................................... 122
15.20 Applicant Interview Rate....................................................................................................... 123
16. Training ......................................................................................................................................... 124
16.1 Training Total Compensation Expense Rate ........................................................................... 124
16.2 Training Staff Ratio.................................................................................................................. 124
16.3 Training Quality ....................................................................................................................... 125
16.4 Training Penetration Rate ....................................................................................................... 125
16.5 Training Hours Per Occurrence ............................................................................................... 126
16.6 Training Hours Per FTE ............................................................................................................ 127
16.7 Training Expense Per Employee .............................................................................................. 127
16.8 Training Course Content Breakdown ...................................................................................... 128

16.9 Training Channel Delivery Mix ................................................................................................ 128

16.10 Employee Satisfaction with Training..................................................................................... 129
16.11 E-Learning Abandonment Rate ............................................................................................. 130
16.12 Average Training Class Size ................................................................................................... 130
17. Turnover/Retention ...................................................................................................................... 132
17.1 Turnover Cost Rate- < 1-Year Tenure ..................................................................................... 132
17.2 Termination Value Per FTE...................................................................................................... 133
17.3 Average Voluntary Termination Value.................................................................................... 134
17.4 Average Termination Value .................................................................................................... 134
17.5 Offer Fit Index ......................................................................................................................... 135
17.6 Market Opportunity Index ...................................................................................................... 136
17.7 Employee Retention Index ...................................................................................................... 137
17.8 Employee Commitment Index ................................................................................................ 138
17.9 Voluntary Termination Rate.................................................................................................... 138
17.10 Termination Reason Breakdown........................................................................................... 139
17.11 Termination Rate .................................................................................................................. 140
17.12 Termination Breakdown By Performance Rating ................................................................. 141
17.13 Retention Rate ...................................................................................................................... 142
17.14 New Hire Turnover Contribution .......................................................................................... 142
17.15 Involuntary Termination Rate ............................................................................................... 143
18. Workforce ..................................................................................................................................... 145
18.1 Staffing Rate- Less than 1 Year Tenure ................................................................................... 145
18.2 Organization Tenure Staffing Breakdown ............................................................................... 145
18.3 Average Workforce Tenure ..................................................................................................... 146
18.4 Staffing Rate- Union Employees ............................................................................................. 147
18.5 Staffing Rate- Temporary ........................................................................................................ 147
18.6 Staffing Rate- Revenue Generating......................................................................................... 148
18.7 Staffing Rate- Part Time .......................................................................................................... 149
18.8 Staffing Rate- Managerial ....................................................................................................... 150
18.9 Staffing Rate- Customer Facing ............................................................................................... 150
18.10 Staffing Rate- Corporate ....................................................................................................... 151
18.11 Function Staffing Breakdown ................................................................................................ 152
18.12 Employment Level Staffing Breakdown ................................................................................ 153
18.13 Employee Ownership Rate.................................................................................................... 153

18.14 EEO Job Category Staffing Breakdown.................................................................................. 154

18.15 Customer-Facing Time Rate .................................................................................................. 155
18.16 Average Span of Control ....................................................................................................... 156
18.17 Staffing Rate- Multilingual .................................................................................................... 156
18.18 Staffing Rate- Minority .......................................................................................................... 157
18.19 Staffing Rate- Female ............................................................................................................ 158
18.20 Staffing Rate- Disability ......................................................................................................... 159

1. Attendance
1.1 Unscheduled Absence Rate
HR Metric: Unscheduled Absence Rate
Formula: (Unscheduled Absence Days / Workdays) * 100
Description: Unscheduled Absence days a percentage of total workdays.
Commentary: A result of 3% means that unscheduled absences total 3% of all workdays. Put
differently, a result of 3% means that, on an average day, 3 of every 100 employees are
absent due to an unscheduled reason. This measure is an alternative measure of absence
volume to Unscheduled Absence Days per Employee, providing a perspective by days
worked rather than by employee.
Dashboard: Time series – bar chart
Organisation Analysis: By company/division/department – drill down to individual
Interpretation: Increase in unscheduled absence could indicate a job dissatisfaction

problem – possibly supervisor or working conditions. Decrease in unscheduled absence
could indicate a program to improve employee engagement, job satisfaction and motivation
is working.
Formula Data Item Unscheduled Absence Days

HCM Mashup Builder Location
Data Store Reference - Object
Data Store Reference - Field
Import Details
Data Source - System
Data Source - Field
Import/Integration Reference (CSV file / API)
Formula Data Item Workdays

Import Details
Data Source - Field
1.2 Unscheduled Absence Days Per Employee
HR Metric: Unscheduled Absence Days Per Employee
Formula: Unscheduled Absence Days / Average Headcount

Description: Average number of days of unscheduled absences per employee during the
reporting period.
Commentary: A result of 1.5 means that, on average, each employee missed one and a half
days of work during the period for unscheduled reasons. This measure is an alternative
measure of absence volume to Unscheduled Absence Rate, providing a perspective by
employee rather than by days worked.
Interpretation:

Import Details
Data Source - Field
Formula Data Item Average Headcount

Import Details
Data Source - Field
1.3 Unscheduled Absence Breakdown
HR Metric: Unscheduled Absence Breakdown
Formula: (Unscheduled Absence Days.[Type] / Unscheduled Absence Days) * 100
Description: Distribution of unscheduled absences by type, including sick leave, workplace

injury, family leave, industrial dispute, etc.
Commentary: Unscheduled Absence Breakdown indicates the composition of unscheduled

absence days that occurred during a period by the absence type. Graphically, the data are
presented as a percentage of the total unscheduled absences, i.e., a stacked bar graph.
Interpretation:

Formula Data Item Unscheduled Absence Days.[Type]

Import Details
Data Source - Field

Import Details
Data Source - Field
1.4 Schedule Flexibility Rate
HR Metric: Schedule Flexibility Rate
Formula: (End of Period Headcount.Flexible Work Schedule) / End of Period Headcount) *

100
Description: Employees with a flexible work schedule as a percentage of total employees.
Commentary: A result of 10 indicates that 10% of the workforce participates in a flexible

work arrangement and may not work the standard operating hours of the organization.
Interpretation:
Formula Data Item End of Period Headcount.Flexible Work Schedule

Import Details
Data Source - Field
Formula Data Item End of Period Headcount


Import Details
Data Source - Field
1.5 PTO Utilization Rate
HR Metric: PTO Utilization Rate
Formula: (PTO Hours.Used / PTO Hours.Accrued) * 100
Description: Paid time off hours taken as a percentage of those hours earned during the
reporting period.
Commentary: A result of 80% means that for every 10 hours of PTO that employees accrue,
they are only taking eight hours off.
Interpretation:
Formula Data Item PTO Hours.Used

Import Details
Data Source - Field
Formula Data Item PTO Hours.Accrued

Import Details
Data Source - Field
1.6 Compensation Value of Unscheduled Absences Per FTE
HR Metric: Compensation Value of Unscheduled Absences Per FTE
Formula: (Unscheduled Absence Days * Direct Compensation.Daily / FTE)
Description: Average compensation cost of unscheduled absences per full-time equivalent

employee.

Commentary: For example, a result of $500 means that the compensation costs of
employees’’ unscheduled absences, spread across all employees, averaged $500 per
employee. Put differently, a result of $500 means that during the period, the organization
paid $500 per FTE in compensation for unscheduled absences.
Interpretation:

Import Details
Data Source - Field
Formula Data Item Direct Compensation.Daily

Import Details
Data Source - Field
Formula Data Item FTE

Import Details
Data Source - Field
1.7 Absence Rate
HR Metric: Absence Rate
Formula: (Absence Days / Workdays) * 100
Description: Total days of employee absence as a percentage of total expected workdays

during the reporting period.
Commentary: Absence Rate indicates the percentage of work time, expressed as workdays,
that the average employee is absent for any reason during a period. A result of 3% means

that absences total 3% of all workdays. Or, put differently, on an average day, 3 of every 100
employees are absent.
For comments, corrections, questions, suggestions, etc. contact mwest.misc@gmail.com
Interpretation:.
Formula Data Item Absence Days

Import Details
Data Source - Field

Import Details
Data Source - Field

2. Benefits
2.1 Benefits Total Compensation Rate
HR Metric: Benefits Total Compensation Rate
Formula: (Benefits Expense / Total Compensation Expense) * 100
Description: Benefits expense as a percentage of compensation and benefits expenses.
Commentary: A result of 30% indicates that benefits expenses compose 30% of the total
amount an organization spends on employee compensation and benefits.
Interpretation:
Formula Data Item Benefits Expense

Import Details
Data Source - Field
Formula Data Item Total Compensation Expense

Import Details
Data Source - Field
2.2 Benefits Satisfaction Index
HR Metric: Benefits Satisfaction Index
Formula: Survey Results
Description: A relative measure of employees’ satisfaction with the benefits provided by the
organization.
Commentary: Benefits Satisfaction Index is a measure of employees’ overall satisfaction

with benefits, such as medical insurance, dental insurance, disability insurance, child care,
commuting, concierge, tuition reimbursement, or other benefit programs. Variations of this
measure may present the results of individual survey questions (e.g., percentage of

workforce rating medical benefits as “excellent”) or other subindexes of this overall

satisfaction indicator.
Dashboard: Snap shot – pie chart
Organisation Analysis: By groups
Interpretation:
Formula Data Item Survey Results

Import Details
Data Source - Field
2.3 Benefits Operating Expense Rate
HR Metric: Benefits Operating Expense Rate
Formula: (Benefits Expense / Operating Expense) * 100
Description: Benefits expense as a percentage of operating expense.
Commentary: Benefits Operating Expense Rate measures employee benefits costs (the
organization’s portion) as compared to total operating expenses. A result of 5% means that
benefits costs make up 5% of the organization’s total operating expenses.
Interpretation:

Import Details
Data Source - Field
Formula Data Item Operating Expense

Import Details


Data Source - Field
2.4 Benefits Expense Type Breakdown
HR Metric: Benefits Expense Type Breakdown
Formula: (Benefits Expense.[Benefit Type] / Benefits Expense) * 100
Description: Organizational costs of employee benefits by type of benefit.
Commentary: Benefits Expense Type Breakdown provides the composition of benefits

expense by various benefit types. Graphically, the data is presented as a percentage of the
total Benefits Expense, i.e., a stacked bar graph.
Interpretation:
Formula Data Item Benefits Expense.[Benefit Type]

Import Details
Data Source - Field

Import Details
Data Source - Field
2.5 Benefits Expense Per FTE
HR Metric: Benefits Expense Per FTE
Formula: Benefits Expense / FTE
Description: Average benefits expense (organization’s contribution) per full-time

equivalent employee.

Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field

3. Compensation
3.1 Average Workweek
HR Metric: Average Workweek
Formula: (Hours Worked / Number of Weeks) / Average Headcount
Description: Average number of hours worked per week per employee.
Commentary: Average Workweek measures the number of hours worked per week per
employee, on average. A result of 37 means that the average person employed by the
organization worked 37 hours per week during the period.
Interpretation:
Formula Data Item Hours Worked

Import Details
Data Source - Field
Formula Data Item Number of Weeks

Import Details
Data Source - Field

Import Details
Data Source - Field
3.2 Stock Incentive Eligibility Rate

HR Metric: Stock Incentive Eligibility Rate
Formula: (End of Period Headcount.Stock Incentive Eligible / End of Period Headcount) *

100
Description: The percentage of employees eligible to receive stock-based incentives.
Commentary: A value of 30 indicates that 30% of employees are eligible to receive stock-
based incentives.
Interpretation:
Formula Data Item End of Period Headcount.Stock Incentive Eligible

Import Details
Data Source - Field

Import Details
Data Source - Field
3.3 Number of Options Exercised Per Employee
HR Metric: Number of Options Exercised Per Employee
Formula: Stock Options.Exercised / End of Period Headcount.Stock Option Eligible
Description: Average number of stock options exercised per option-eligible employee.
Commentary: A value of 100 indicates that on average eligible employees exercised 100
stock options during the reporting period.
Interpretation:

Formula Data Item Stock Options.Exercised

Import Details
Data Source - Field
Formula Data Item End of Period Headcount.Stock Option Eligible

Import Details
Data Source - Field
3.4 Net Proceeds of Options Per Employee Exercising
HR Metric: Net Proceeds of Options Per Employee Exercising
Formula: Stock Option Net Proceeds / Headcount.Stock Option Eligible. Exercised
Description: Net proceeds to employees exercising stock options during the period for each
employee who has exercised options.
Commentary: Net Proceeds of Options per Employee Exercising indicates the average
amount received by employees exercising options. The net proceeds are equal to the
difference between sale price and strike price multiplied by the number of options
exercised.
Interpretation:
Formula Data Item Stock Option Net Proceeds

Import Details
Data Source - Field
Formula Data Item Headcount.Stock Option Eligible. Exercised



Import Details
Data Source - Field
3.5 Equity Incentive Value Per Employee
HR Metric: Equity Incentive Value Per Employee
Formula: Equity Incentive Value / Average Headcount.Equity Incentive Eligible
Description: The average value of equity incentives granted or earned per eligible employee.
Commentary: Equity Incentive Value per Employee indicates the value of stock incentives
granted to or earned by each eligible employee over the course of the period, using Black-
Scholes or other valuation techniques. Stock incentives may include stock options, restricted
stock, stock appreciation rights, performance shares, or other compensation related to
equity. A value of $10,000 indicates that on average those eligible for an equity incentive
received incentives valued at $10,000.
Interpretation:
Formula Data Item Equity Incentive Value

Import Details
Data Source - Field
Formula Data Item Average Headcount.Equity Incentive Eligible

Import Details
Data Source - Field
3.6 Average Number of Options Per Employee
HR Metric: Average Number of Options Per Employee
Formula: (Stock Options.Granted / Average Headcount.Stock Option Eligible) * 100

Description: The average number of stock options granted per eligible employee during the
period.
Commentary: A result of 30 means that employees eligible to receive stock options received
30 options, on average, during the period.
Interpretation:
Formula Data Item Stock Options.Granted

Import Details
Data Source - Field
Formula Data Item Average Headcount.Stock Option Eligible

Import Details
Data Source - Field
3.7 Upward Salary Change Rate
HR Metric: Upward Salary Change Rate
Formula: End of Period Headcount.Base Salary Increase / End of Period Headcount * 100
Description: Percentage of employees receiving base salary increases during the reporting
period.
Interpretation:
Formula Data Item End of Period Headcount.Base Salary Increase


Import Details
Data Source - Field

Import Details
Data Source - Field
3.8 Total Compensation Expense Per FTE
HR Metric: Total Compensation Expense Per FTE
Formula: Total Compensation Expense / FTE
Description: Average total compensation expense, including direct, benefits, and equity
compensation, per full-time equivalent employee.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field
3.9 Overtime Rate

HR Metric: Overtime Rate
Formula: (Overtime Expense / Direct Compensation Expense) * 100
Description: Overtime expense as a percentage of total direct compensation expense.
Commentary: Overtime Rate measures the dollars of overtime paid relative to all forms of
direct (cash) compensation paid. For example, a result of 10% indicates that overtime
payments represent 10% of all cash payments to employees. By comparing overtime costs to
all direct compensation costs, an organization can understand the impact of overtime on
employees’ take-home pay and whether overtime costs represent an increasing or
decreasing proportion of compensation over time.
Interpretation:
Formula Data Item Overtime Expense

Import Details
Data Source - Field
Formula Data Item Direct Compensation Expense

Import Details
Data Source - Field
3.10 Overtime Expense Per FTE
HR Metric: Overtime Expense Per FTE
Formula: Overtime Expense / FTE
Description: Average overtime cash compensation per full-time equivalent employee.
Interpretation:

Formula Data Item Overtime Expense

Import Details
Data Source - Field

Import Details
Data Source - Field
3.11 Market Compensation Ratio
HR Metric: Market Compensation Ratio
Formula: Direct Compensation Expense / Market Comparable Direct Compensation
Description: Ratio of employees’ direct compensation to market-comparable direct

compensation.
Commentary: Market Compensation Ratio provides the ratio of direct (cash) compensation
provided by the employer to that provided by a comparable market group. A result of 80%
means that the organization’s compensation offerings are 80% of the offerings of other
organizations. These data are sometimes provided only for certain components of direct
compensation (e.g., base salary and bonus), and may not be available for all positions within
an organization.
Dashboard: Snap shot – bar chart
Interpretation:

Import Details
Data Source - Field
Formula Data Item Market Comparable Direct Compensation


Import Details
Data Source - Field
3.12 Direct Compensation Expense Per FTE
HR Metric: Direct Compensation Expense Per FTE
Formula: Direct Compensation Expense / FTE
Description: Average direct compensation expense, including wages, bonus, and other cash
compensation, per full-time equivalent employee.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field
3.13 Direct Compensation Breakdown
HR Metric: Direct Compensation Breakdown
Formula: (Direct Compensation Expense.[Compensation Type] / Direct Compensation

Expense) * 100
Description: Distribution of direct compensation by type, including base, overtime, bonus,

incentives, etc.

Commentary: Direct Compensation Breakdown provides the percentages of direct

compensation paid that are of various compensation types. Graphically, the data are
presented as a percentage of the total direct compensation, i.e., a stacked bar graph. Direct
compensation, contrasted with benefits and equity compensation, relates to cash payments
for base pay, variable pay, overtime, and other cash payments such as sign-on bonuses and
relocation allowances.
Interpretation:
Formula Data Item Direct Compensation Expense.[Compensation

Type]
Import Details
Data Source - Field

Import Details
Data Source - Field
3.14 Direct Comp Operating Expense Rate
HR Metric: Direct Comp Operating Expense Rate
Formula: (Direct Compensation / Operating Expense) * 100
Description: Direct compensation expenses as a percentage of operating expense.
Commentary: Direct Comp Operating Expense Rate measures direct compensation (cash
compensation such as wages and bonuses) as compared to total operating expenses. A
result of 40% means that direct compensation makes up 40% of the organization’s total
operating expenses.
Interpretation:

Formula Data Item Direct Compensation

Import Details
Data Source - Field

Import Details
Data Source - Field
3.15 Compensation Satisfaction Index
HR Metric: Compensation Satisfaction Index
Description: A relative measure of employees satisfaction with compensation.
Commentary: Compensation Satisfaction Index is a subjective measure of employees’

satisfaction with compensation packages. Among employee survey results, many
organizations find that employees report low satisfaction with compensation. Though
employers may not expect high results, the measure can be tracked over time to monitor in
if satisfaction is increasing or decreasing. However, these survey results can be used to
compare specific employee populations by division, location, job family, age group,
performance level, etc.
Interpretation:

Import Details
Data Source - Field

3.16 Bonus Receipt Rate
HR Metric: Bonus Receipt Rate
Formula: (End of Period Headcount.Receiving Bonus / End of Period Headcount.Bonus

Eligible) * 100
Description: Employees receiving a bonus as a percentage of total employees eligible to

receive a bonus.
Interpretation:
Formula Data Item End of Period Headcount.Receiving Bonus

Import Details
Data Source - Field
Formula Data Item End of Period Headcount.Bonus Eligible

Import Details
Data Source - Field
3.17 Bonus Eligibility Rate
HR Metric: Bonus Eligibility Rate
Formula: (End of Period Headcount.Bonus Eligible / End of Period Headcount) * 100
Description: Percentage of employees eligible to receive a bonus.
Interpretation:
Formula Data Item End of Period Headcount.Bonus Eligible



Import Details
Data Source - Field

Import Details
Data Source - Field
3.18 Bonus Compensation Rate
HR Metric: Bonus Compensation Rate
Formula: (Direct Compensation Expense.Bonus / Direct Compensation Expense) * 100
Description: Bonus compensation as a percentage of all direct (cash) compensation.
Interpretation:
Formula Data Item Direct Compensation Expense.Bonus

Import Details
Data Source - Field

Import Details
Data Source - Field
3.19 Bonus Actual To Potential Rate

HR Metric: Bonus Actual To Potential Rate
Formula: (Direct Compensation Expense.Bonus / Bonus Potential) * 100
Description: Average actual bonus compensation received as a percentage of total potential

bonus compensation.
Interpretation:
Formula Data Item Direct Compensation Expense.Bonus

Import Details
Data Source - Field
Formula Data Item Bonus Potential

Import Details
Data Source - Field
3.20 Average Hourly Rate
HR Metric: Average Hourly Rate
Formula: Total Compensation Expense / Work Hours
Description: Average total compensation expense, including direct, benefits, and equity
compensation, per working hour.
Interpretation:


Import Details
Data Source - Field
Formula Data Item Work Hours

Import Details
Data Source - Field

4. Education/Development
4.1 Tuition Reimbursement Request Rate
HR Metric: Tuition Reimbursement Request Rate
Formula: (Distinct Employees.Tuition Reimbursement Requests / Average Headcount) * 100
Description: Distinct employees submitting tuition reimbursement requests as a percentage

of the workforce.
Interpretation:
Formula Data Item Distinct Employees.Tuition Reimbursement

Requests
Import Details
Data Source - Field

Import Details
Data Source - Field
4.2 Staffing Rate- High Potential
HR Metric: Staffing Rate- High Potential
Formula: (End of Period Headcount.High Potential / End of Period Headcount) * 100
Description: Percentage of the workforce designated as high potential.
Interpretation:

Formula Data Item End of Period Headcount.High Potential

Import Details
Data Source - Field

Import Details
Data Source - Field
4.3 Staffing Rate- Graduate Degree
HR Metric: Staffing Rate- Graduate Degree
Formula: (End of Period Headcount.Graduate Degree / End of Period Headcount) * 100
Description: Percentage of employees with a graduate degree or higher level of educational

attainment.
Application: Measurement of the education level characteristics of the workforce.
Commentary: Staffing Rate—Graduate Degree indicates the percentage of the workforce

that has attained a graduate degree (or equivalent advanced degree) or higher level of
education. This measure, along with variations of this measure, can be useful in
understanding the education levels of the workforce as a whole, as well as that of specific
employee populations.
Interpretation:
Formula Data Item End of Period Headcount.Graduate Degree

Import Details
Data Source - Field


Import Details
Data Source - Field
4.4 Educational Attainment Breakdown
HR Metric: Educational Attainment Breakdown
Formula: (End of Period Headcount.[Degree Level] / End of Period Headcount) * 100
Description: Distribution of headcount by employees’ educational attainment, e.g., high

school, university, advanced degree, etc.
Application: Measurement of the education level characteristics of the workforce.
Commentary: Educational Attainment Breakdown depicts the percentages of the workforce

that have reached various educational levels. Graphically, these data are presented as a
percentage of the total workforce, i.e., a stacked bar graph. The measure provides
information about the percentage of the workforce that has achieved a particular level of
degree, as well as the overall distribution of educational attainment throughout the
workforce.
Interpretation:
Formula Data Item End of Period Headcount.[Degree Level]

Import Details
Data Source - Field

Import Details
Data Source - Field

4.5 Development Program Penetration Rate
HR Metric: Development Program Penetration Rate
Formula: (Development Program Participants / End of Period Headcount.Eligible for

Development Programs) * 100
Description: Percentage of eligible employees participating in development programs.
Application: Measuring the participation in development programs.
Commentary: Such programs may relate to developing supervisory skills, acquiring

multifunctional skills through rotations, participating in mentoring or networking, or other
developmental activities. This measure provides an organization with a report of how
extensively the eligible workforce participates in such programs.
Interpretation:
Formula Data Item Development Program Participants

Import Details
Data Source - Field
Formula Data Item End of Period Headcount.Eligible for

Development Programs
Import Details
Data Source - Field

5. Employee Relations
5.1 Industrial Dispute Absence Days Per FTE
HR Metric: Industrial Dispute Absence Days Per FTE
Formula: Unscheduled Absence Days.Industrial Dispute / FTE
Description: Average number of unscheduled industrial dispute days of absence per full-
time equivalent employee.
Commentary: Industrial Dispute Absence Days per FTE measures the number of workdays
missed per full-time equivalent employee for reasons such as strikes and lockouts.
Organizations may also elect to include “sick-outs” or similar incidents that can be attributed
to industrial disputes.
Interpretation:
Formula Data Item Unscheduled Absence Days.Industrial Dispute

Import Details
Data Source - Field

Import Details
Data Source - Field
5.2 Grievance Time To Resolve
HR Metric: Grievance Time To Resolve
Formula: Days to Resolve / Grievances
Description: Average time required to satisfactorily resolve an employee grievance.
Commentary: A result of 60 means that an average of 60 calendar days elapsed between the
filing and the resolution of grievances.

Interpretation:
Formula Data Item Days to Resolve

Import Details
Data Source - Field
Formula Data Item Grievances

Import Details
Data Source - Field
5.3 Grievance Rate
HR Metric: Grievance Rate
Formula: (Grievances / Average Headcount) * 100
Description: The average number of grievances filed internally per employee.
Commentary: A result of 1% means that one grievance was filed for every 100 employees in
headcount during the period.
Interpretation:
Formula Data Item Grievances

Import Details
Data Source - Field


Import Details
Data Source - Field
5.4 External Complaint Factor
HR Metric: External Complaint Factor
Formula: (External Agency Complaints / Average Headcount) * 100
Description: The average number of complaints to external agencies recorded per

employee.
Commentary: External complaints are typically those filed with agencies such as, in the
United States, OSHA or a state department of equal employment opportunity. Lawsuits filed
by employees against the employer are also considered to be external complaints, as they
are complaints requiring employer action toward an external party.
Interpretation:
Formula Data Item External Agency Complaints

Import Details
Data Source - Field

Import Details
Data Source - Field
5.5 ADR Success Rate

HR Metric: ADR Success Rate
Formula: (Grievances.Resolved.ADR Process / Grievances.Resolved) * 100
Description: Percentage of total internal grievances resolved that were settled through
alternative dispute resolution processes.
Commentary: ADR Success Rate indicates the percentage of all employee internal resolved
grievances that were resolved through an alternative dispute resolution (ADR) process. A
result of 25% means that one of every four resolved grievances was resolved through ADR.
Interpretation:
Formula Data Item Grievances.Resolved.ADR Process

Import Details
Data Source - Field
Formula Data Item Grievances.Resolved

Import Details
Data Source - Field

6. Health/Safety.
6.1 Work-Related Injury Return Ratio
HR Metric: Work-Related Injury Return Ratio
Formula: Disability Returns / Disability Resignations
Description: Number of employees returning from disability leave for every resignation
while on disability leave.
Commentary: A result of 3.0 means that the organization had three employees return to
work from a disability leave for every one employee that terminated from a disability leave.
A result less than one indicates that the employees that terminated from disability leave
outnumbered those that returned to work.
Interpretation:
Formula Data Item Disability Returns

Import Details
Data Source - Field
Formula Data Item Disability Resignations

Import Details
Data Source - Field
6.2 Workers Compensation Premium Per FTE
HR Metric: Workers Compensation Premium Per FTE
Formula: Workers Compensation Premium / FTE
Description: Workers compensation premium paid per full-time equivalent employee.
Commentary: Workers Compensation Premium per FTE measures the cost to the

organization of workers compensation insurance relative to workforce size, whether the

organization is self-insured or insured through external parties.
Interpretation:
Formula Data Item Workers Compensation Premium

Import Details
Data Source - Field

Import Details
Data Source - Field
6.3 Lost Time Incident Rate
HR Metric: Lost Time Incident Rate
Formula: H&S Incidents.Lost Time / FTE
Description: Health and safety incidents that resulted in lost time per full-time equivalent
employee.
Commentary: A result of .10 indicates that the organization experienced one health and
safety incident with lost time for every 10 full-time equivalent employees.
Interpretation:
Formula Data Item H&S Incidents.Lost Time

Import Details


Data Source - Field

Import Details
Data Source - Field
6.4 H&S Incidents Per 100 FTEs
HR Metric: H&S Incidents Per 100 FTEs
Formula: H&S Incidents / 100 FTEs
Description: Health and safety incidents per 100 full-time equivalent employees.
Commentary: A result of 3.0 means that the employer experienced 3 incidents for every 100
full-time equivalent employees. This is a commonly used measure for gauging workforce
safety and is the primary safety measure captured for regulatory bodies.
Interpretation:
Formula Data Item H&S Incidents

Import Details
Data Source - Field
Formula Data Item 100 FTEs

Import Details
Data Source - Field
6.5 H&S Incident Type Breakdown

HR Metric: H&S Incident Type Breakdown
Formula: (H&S Incidents.[Type] / H&S Incidents) * 100
Description: Health and safety incidents by type as a percentage of total health and safety
incidents.
Commentary: H&S Incident Type Breakdown measures the composition of health and safety
incidents by type of incident that occur during a period. Graphically, the data are presented
as a percentage of the total unscheduled absences, i.e., a stacked bar graph.
Interpretation:
Formula Data Item H&S Incidents.[Type]

Import Details
Data Source - Field

Import Details
Data Source - Field
6.6 H&S Expense Per FTE
HR Metric: H&S Expense Per FTE
Formula: H&S Expense / FTE
Description: Average occupational health & safety costs per employee.
Commentary: A result of $1,000 means that the organization’s H&S costs equate to $1,000
for every full-time equivalent employee.
Interpretation:

Formula Data Item H&S Expense

Import Details
Data Source - Field

Import Details
Data Source - Field
6.7 H&S Expense Breakdown
HR Metric: H&S Expense Breakdown
Formula: (H&S Expense.[Type] / H&S Expense) * 100
Description: Health and safety expense by type (prevention, rehabilitation, compensation,

other)
as a percentage of total H&S expense.
Commentary: H&S Expense Breakdown presents the composition of health and safety
function expenses by type of expense that occur during a period. Graphically, the data are
presented as a percentage of the total function expenses, i.e., a stacked bar graph.
Interpretation:
Formula Data Item H&S Expense.[Type]

Import Details
Data Source - Field
Formula Data Item H&S Expense



Import Details
Data Source - Field
6.8 Average Time Lost Per H&S Incident
HR Metric: Average Time Lost Per H&S Incident
Formula: Working Days Lost / H&S Incidents
Description: Average working days lost per health and safety incident.
Commentary: Average Time Lost per H&S Incident measures the average number of working
days lost per health and safety incident and gives an indication of the severity of incidents
occurring within the workplace. It may also be an indicator of the effectiveness of safety
programs, procedures, training, and protective equipment.
Interpretation:
Formula Data Item Working Days Lost

Import Details
Data Source - Field

Import Details
Data Source - Field

7. HR Service Delivery
7.1 Contact Center: Service Level
HR Metric: Contact Center: Service Level
Formula: Calls Answered Within Specified Seconds / Total Calls * 100
Description: The percentage of calls answered within a specified number of seconds.
Commentary: For example, an employer may target employee service centers to answer
80% of calls within 20 seconds. The Service Level metric might report that 67% calls were
actually answered within 20 seconds.
Interpretation:
Formula Data Item Calls Answered Within Specified Seconds

Import Details
Data Source - Field
Formula Data Item / Total Calls

Import Details
Data Source - Field
7.2 Self-Service Penetration Rate
HR Metric: Self-Service Penetration Rate
Formula: (HR Transactions Conducted via Self-Service / Number of HR Transactions) * 100
Description: HR transactions conducted via self-service as a percentage of the total number

of HR transactions.

Interpretation:
Formula Data Item HR Transactions Conducted via Self-Service

Import Details
Data Source - Field
Formula Data Item Number of HR Transactions

Import Details
Data Source - Field
7.3 Contact Center: One-Call Resolution Rate
HR Metric: Contact Center: One-Call Resolution Rate
Formula: (Contacts Resolved in One Call / Total Contacts) * 100
Description: Percentage of contact center transactions resolved within one call.
Interpretation:
Formula Data Item Contacts Resolved in One Call

Import Details
Data Source - Field
Formula Data Item Total Contacts

Import Details

Data Source - Field

7.4 Contact Center: Satisfaction
HR Metric: Contact Center Satisfaction
Description: A relative measure of employee satisfaction with the contact center.
Commentary: Contact Center Satisfaction represents a survey index or set of questions for
employees who have contacted the employee service center. Questions survey employees’’
satisfaction with their contact center experience.
Interpretation:

Import Details
Data Source - Field
7.5 Contact Center: Average Handle Time
HR Metric: Contact Center: Average Handle Time
Formula: Total Work Time / Total Calls
Description: The average agent work time per call.
Interpretation:
Formula Data Item Total Work Time

Import Details

Data Source - Field

Formula Data Item Total Calls

Import Details
Data Source - Field
7.6 HRIT Late Transaction Rate
HR Metric: HRIT Late Transaction Rate
Formula: Late HRIT Transactions / HRIT Transactions * 100
Description: Percentage of HRIT transactions that are entered late.
Commentary: HRIT Late Transaction Rate indicates the percentage of HRIT transactions that
are entered after the prescribed target period. The target period for entering transactions
may be based on a specified number of days after an action or on a month-end or quarter-
end close date. A result of 5% would indicate that 5% of all HRIT transactions are entered
“late.”
Interpretation:
Formula Data Item Late HRIT Transactions

Import Details
Data Source - Field
Formula Data Item HRIT Transactions

Import Details
Data Source - Field

7.7 HRIT Average Days To Entry
HR Metric: HRIT Average Days To Entry
Formula: Total Days to Entry / HRIT Transactions
Description: Average days elapsed from action occurrence to HRIT transaction entry.
Commentary: Total days to entry is the time that it takes for an HR transaction to be
entered into the HRIS. For example, if a job transfer occurs on the 1st of a month and the
transaction is entered on the 10th, the elapsed days to entry is nine days. Average Days To
Entry is the average of all transactions in a measurement period.
Interpretation:
Formula Data Item Total Days to Entry

Import Details
Data Source - Field
Formula Data Item HRIT Transactions

Import Details
Data Source - Field
7.8 HR Technology Expense Rate
HR Metric: HR Technology Expense Rate
Formula: (HR Expense.Technology / Technology Expense) * 100
Description: HR technology expense as a percentage of total organization technology

expense.
Commentary: A result of 10% means that HR technology expenses make up 10% of total
technology expenses.

Interpretation:
Formula Data Item HR Expense.Technology

Import Details
Data Source - Field
Formula Data Item Technology Expense

Import Details
Data Source - Field
7.9 HR Revenue Per HR Employee
HR Metric: HR Revenue Per HR Employee
Formula: HR Revenue / HR FTE
Description: Average revenue per human resources full-time equivalent employee.
Application: This measure will only apply to organizations that operate HR as a “profit
center” function within the organization. Under this model, the rest of the organization must
purchase certain HR services it wants or needs.
Commentary: HR Revenue per HR Employee represents the amount of revenue produced

internally by the human resources function per HR employee for its services to the
organization.
Interpretation:
Formula Data Item HR Revenue

Import Details


Data Source - Field
Formula Data Item / HR FTE

Import Details
Data Source - Field
7.10 HR Revenue Expense Rate
HR Metric: HR Revenue Expense Rate
Formula: (HR Revenue / HR Expense) * 100
Description: HR revenue as a proportion of total HR expenses.
Application: This measure will only apply to organizations that operate HR as a “profit
center” function within the organization. Under this model, the rest of the organization must
purchase certain HR services it wants or needs.
Commentary: HR Revenue Expense Rate represents the amount of revenue produced

internally by the human resources function for its services to the organization, as compared
to the operating costs of the HR function. A result of 70% indicates that HR revenues cover
70% of the function’s operating expenses.
Interpretation:
Formula Data Item HR Revenue

Import Details
Data Source - Field
Formula Data Item HR Expense

Import Details


Data Source - Field
7.11 HR Operating Expense Rate
HR Metric: HR Operating Expense Rate
Formula: HR Expense / Operating Expense * 100
Description: HR expense as a percentage of all operating expenses.
Commentary: HR Operating Expense Rate measures the percentage of total operating

expenses that are attributed to the HR function. This measure indicates the organization’s
relative investment in the HR function as compared with other operating activities. A result
of 2%, for example, means that HR expenses represent 2% of the organization’s total
operating expenses.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field
7.12 HR Expense Per FTE
HR Metric: HR Expense Per FTE
Formula: HR Expense / FTE
Description: HR expense per full-time equivalent employee.

Commentary: HR Expense per FTE measures the expenses associated with operating the HR
function (including outsourcing costs) relative to the size of the workforce and indicates the
relative investment in the HR function by the organization. A result of $3,000 means that HR
expenses equate to $3,000 per full-time equivalent employee.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field
7.13 HR Expense Breakdown- Type
HR Metric: HR Expense Breakdown- Type
Formula: HR Expense.[Expense Type] / HR Expense * 100
Description: Distribution of HR expense by expense type.
Commentary: Graphically, the data are presented as a percentage of total HR expenses, i.e.,
a stacked bar graph. Included in this metric are expenses from those functions that have an
identifiable organizational connection to the Human Resources department.
The expense types that constitute HR operating expenses would include:
 Compensation and Benefits of HR Staff

 Training Investment for HR Employees
 Facilities and Overhead
 Travel Expenses
 Technology
 Outsourcing
 Consultancy
 Agency Costs

Interpretation:
Formula Data Item HR Expense.[Expense Type]

Import Details
Data Source - Field

Import Details
Data Source - Field
7.14 HR Expense Breakdown- Function
HR Metric: HR Expense Breakdown- Function
Formula: HR Expense.[HR Function] / HR Expense * 100
Description: Distribution of HR expense by HR function.
Commentary: Graphically, the data are presented as a percentage of total HR expenses, i.e.,
a stacked bar graph. Included in this metric are expenses from those functions that have an
identifiable organizational connection to the Human Resources department. Expenses might
include staff compensation and benefits, travel, technology, training, and other operating
costs.
HR functions may be considered in terms of “core” and “noncore.” Core HR functions, those
that typically fall into HR’’s area of responsibility, include
 Compensation and Benefits

 Staffing/Recruiting
 Learning and Development
 Generalists/Line Support
 Industrial and Employee Relations
 HR Policy, Strategy, and Organization Development
 HR Function Management and Administration

Noncore functions, those that frequently report through other organizational areas, include
payroll, diversity, performance management, HR information management, and
occupational health and safety.
Interpretation:
Formula Data Item HR Expense.[HR Function]

Import Details
Data Source - Field

Import Details
Data Source - Field
7.15 HR Staffing Rate
HR Metric: HR Staffing Rate
Formula: (HR FTE / FTE) * 100
Description: HR full-time equivalent employees as a percentage of total organization full-

time equivalent employees.
Commentary: A result of 1% indicates that, on a full-time equivalent basis, one out of every
one hundred employees is assigned to the HR function.
Interpretation:
Formula Data Item HR FTE


Import Details
Data Source - Field

Import Details
Data Source - Field
7.16 HR Staffing Coverage Ratio
HR Metric: HR Staffing Coverage Ratio
Formula: Average Headcount / HR FTE
Description: Number of total organization employees per HR full-time equivalent employee.
Commentary: Number of total organization employees per HR full-time equivalent

employee.
Interpretation:

Import Details
Data Source - Field
Formula Data Item HR FTE

Import Details
Data Source - Field
7.17 HR Staffing Breakdown

HR Metric: HR Staffing Breakdown
Formula: (HR End of Period Headcount.[Function] / HR End of Period Headcount) * 100
Description: Percentage breakdown of HR employees by HR functional area.
Commentary: HR Staffing Breakdown provides the percentages of the Human Resources

workforce within each HR function, such as recruitment, compensation and benefits,
learning and development, payroll, generalist/line support, etc. HR function is based on the
work the employee supports, which may or may not correspond precisely to organizational
units. Graphically, the data are presented as a percentage of the total HR workforce, i.e., a
stacked bar graph.
Interpretation:
Formula Data Item HR End of Period Headcount.[Function]

Import Details
Data Source - Field
Formula Data Item HR End of Period Headcount

Import Details
Data Source - Field
7.18 HR Recruitment Source Ratio
HR Metric: HR Recruitment Source Ratio
Formula: HR Internal Hires / HR External Hires
Description: Ratio of internal hires to external hires into the HR function.
Commentary: An HR Recruitment Source Ratio of 3 means that the HR function has made 3
internal appointment to vacant positions for every 1 external hire.

Interpretation:
Formula Data Item HR Internal Hires

Import Details
Data Source - Field
Formula Data Item HR External Hires

Import Details
Data Source - Field
7.19 HR Professional Staffing Mix Ratio
HR Metric: HR Professional Staffing Mix Ratio
Formula: HR FTE.Clerical & Operative / HR FTE.Managerial & Professional
Description: Number of HR clerical and operative full-time equivalent employees for every
one HR managerial and professional full-time equivalent employee.
Interpretation:
Formula Data Item HR FTE.Clerical & Operative

Import Details
Data Source - Field
Formula Data Item HR FTE.Managerial & Professional

Import Details


Data Source - Field
7.20 HR Mobility Rate
HR Metric: HR Mobility Rate
Formula: (HR Promotions + HR Transfers) / HR Average Headcount * 100
Description: Transfers and promotions of HR employees as a percentage of the HR

workforce.
Application: Understanding the extent to which HR is developing its own employees.
Commentary: An HR Mobility Rate of 10% means that 10% of employees in the HR function
have transferred or been promoted within the period.
Interpretation:
Formula Data Item HR Promotions

Import Details
Data Source - Field
Formula Data Item HR Transfers

Import Details
Data Source - Field
Formula Data Item HR Average Headcount

Import Details
Data Source - Field


8. Internal Movement
8.1 Upward Mobility
HR Metric: Upward Mobility
Formula: (Promotions / Internal Movements) * 100
Description: Promotions as a percentage of all internal movements, which include

promotions, transfers, and demotions.
Application: Measuring the rate of promotion, relative to other movements, for purposes of
workforce planning that may include talent development, quality of hire, cost reduction,
time to fill, or attrition reduction.
Commentary: An Upward Mobility result of 40% means that 40% of internal movements for
the period were promotions, while the other 60% were transfers and demotions.
Interpretation:
Formula Data Item Promotions

Import Details
Data Source - Field
Formula Data Item Internal Movements

Import Details
Data Source - Field
8.2 Transfer Rate
HR Metric: Transfer Rate
Formula: (Transfers / Average Headcount) * 100
Description: Percentage of employees that were transferred during the reporting period.

Application: Measurement of internal employee movement for purposes of Workforce

Planning that may include talent development, quality of hire, cost reduction, time to fill, or
attrition reduction.
Commentary: Transfer Rate indicates the percentage of the workforce that has experienced
a transfer action during the period. For example, a Transfer Rate of 20% means that 20% of
employees in the organization have transferred internally within the period.
Interpretation:
Formula Data Item Transfers

Import Details
Data Source - Field

Import Details
Data Source - Field
8.3 Promotion Speed Ratio
HR Metric: Promotion Speed Ratio
Formula: Total Position Tenure Prior to Promotion / Promotions
Description: Average position tenure, in years, prior to promotion.
Application: Measurement of promotions for purposes of workforce planning that may

include talent development, quality of hire, cost reduction, time to fill, or attrition reduction.
Commentary: Promotion Speed Ratio indicates, for employees that were promoted during
the period, their average tenure in position prior to promotion. For example, an employee
promoted two years after being hired into a position has a Promotion Speed Ratio equal to
two years.

Interpretation:
Formula Data Item Total Position Tenure Prior to Promotion

Import Details
Data Source - Field

Import Details
Data Source - Field
8.4 Promotion Rate
HR Metric: Promotion Rate
Formula: Promotions / Average Headcount * 100
Description: Percentage of employees that were promoted during the reporting period.
Application: Measurement of promotions for purposes of workforce planning that may

include talent development, quality of hire, cost reduction, time to fill, or attrition reduction.
Commentary: For example, a Promotion Rate of 5% means 5% of employees in the

organization have received promotions within the reporting period.
Interpretation:

Import Details
Data Source - Field


Import Details
Data Source - Field
8.5 Lateral Mobility
HR Metric: Lateral Mobility
Formula: (Transfers / Internal Movements) * 100
Description: Transfers as a percentage of all internal movements, including transfers,

promotions, and demotions.
Application: Measurement of lateral movement across the organization for purposes of

workforce planning that may include talent development, quality of hire, cost reduction,
time to fill, or attrition reduction.
Commentary: A Lateral Mobility result of 40% means that 40% of internal movements for
the period were transfers, while the other 60% were promotions or demotions.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field
8.6 Internal Placement Rate

HR Metric: Internal Placement Rate
Formula: Internal Hires / (External Hires + Internal Hires) * 100
Description: Internal hires as a percentage of total hires.
Application: Measurement of strategies involving the mix of internal versus external

hires for purposes of workforce planning that may include talent development, quality of
hire, cost reduction, time to fill, or attrition reduction.
Commentary: An internal Placement Rate of 60% means that 60% of the organization's
appointments to vacant positions were from internal talent rather than from external hires.
Interpretation:
Formula Data Item Internal Hires

Import Details
Data Source - Field
Formula Data Item (External Hires + Internal Hires)

Import Details
Data Source - Field
8.7 Internal Hire Rate
HR Metric: Internal Hire Rate
Formula: (Internal Movements / Average Headcount) * 100
Description: Percentage of employees that moved internally during the reporting period,
including transfers, promotions, or demotions.
Application: Measurement of the movement of internal talent for purposes of workforce

planning that may include talent development, quality of hire, cost reduction, or time to fill.
Commentary: Internal hire rate indicates the percentage of the workforce that has moved
internally during the period. Internal movements are those resulting from employees'

internal job changes within the organization, whether through actions of transfer,
promotion, or demotion. For example, an internal hire rate of 40% means that 40% of
employees in the organization have experienced done of these movements within the
period.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field
8.8 Cross-Function Mobility
HR Metric: Cross-Function Mobility
Formula: (Internal Movements.Function Change / Internal Movements) * 100
Description: Movements between functions as a percentage of total internal movements.
Application: Measurement of developmental programs that focus on building cross-

functional opportunities for leadership development or skill broadening.
Commentary: Cross-Function Mobility indicates the percentage of internal movements that

involve employees moving from one functional area to another, such as from Finance to
Marketing or from Sales to Operations. Internal movements are those resulting from
employee's internal job changes within the organizations, regardless of function, whether
through transfer, promotion, or demotion. A Cross-Function Mobility result of 40% means
that 40% of internal movements for the period involved moves form one function to
another, while the other 60% were movements within a function.

Interpretation:
Formula Data Item Internal Movements.Function Change

Import Details
Data Source - Field

Import Details
Data Source - Field
8.9 Career Path Ratio
HR Metric: Career Path Ratio
Formula: Promotions / Transfers
Description: Number of employees internally promoted for every employee internally

transferred to a new position.
Application: To gauge the success of internal development of managers, performance

management process controls, or other workforce planning.
Commentary: Career Path Ratio indicates the ratio of promotions to transfers

that occurred within a period. A Career Path Ratio of .5 (i.e, a ratio of 1:2) means that there
were two transfers for each promotion that occurred within the period.
Interpretation:

Import Details
Data Source - Field


Import Details
Data Source - Field

9. Management/Leadership
9.1 Successor Pool Growth Rate
HR Metric: Successor Pool Growth Rate
Formula: ((Headcount.Successor Pool – Headcount.Successor Pool.Prior Year) /

Headcount.Successor Pool.Prior Year) * 100
Description: Relative measure of the growth rate of the succession pool.
Commentary: The Successor Pool Growth Rate establishes the percentage increase in
headcount of the succession pool over the previous year. A result of 5% indicates that the
current successor pool is 5% larger in size than it was last year.
Interpretation:
Formula Data Item ((Headcount.Successor Pool –

Headcount.Successor Pool.Prior Year)
Import Details
Data Source - Field
Formula Data Item Headcount.Successor Pool.Prior Year

Import Details
Data Source - Field
9.2 Successor Pool Coverage
HR Metric: Successor Pool Coverage
Formula: (End of Period Headcount.Successor Pool / End of Period

Headcount.Manager.Succession-Applicable) *100
Description: Average number of employees in the managerial succession pool per manager.

Commentary: Successor Pool Coverage measures the number of successors in the successor
pool compared to the number of managers in the organization for whose positions require
succession management focus. A result of 100% indicates that there are as many potential
successors as there are managerial positions in need of potential successors.
Interpretation:
Formula Data Item End of Period Headcount.Successor Pool

Import Details
Data Source - Field
Formula Data Item End of Period Headcount.Manager.Succession-

Applicable
Import Details
Data Source - Field
9.3 Positions Without Ready Candidates Rate
HR Metric: Positions Without Ready Candidates Rate
Formula: (End of Period Headcount.Manager.Succession-Applicable.No Ready Candidate /

End of Period Headcount.Manager.Succession-Applicable) * 100
Description: Percentage of managerial positions that do not have “ready” candidates

identified for potential succession.
Commentary: Positions Without Ready Candidates Rate indicates the percentage of

managerial positions that require succession management focus but do not have a “ready”
candidate identified. A result of 20% means that 20% of succession-applicable managerial
positions do not have successor candidates identified that are ready to assume the position
immediately if needed.
Interpretation:


Applicable.No Ready Candidate
Import Details
Data Source - Field

Applicable
Import Details
Data Source - Field
9.4 Manager Quality Index
HR Metric: Manager Quality Index
Description: A relative measure of employees’ perceptions of manager quality.
Commentary: Each survey will likely have a different set of questions or methodologies for
measuring manager quality. The Manager Quality Index measures aggregate employee
satisfaction with direct managers. The index is based on employee satisfaction with
managers along multiple dimensions, including factors such as knowledge, skill, and
personality. Although it provides an aggregate measure of manager quality, the index can
also be disaggregated to identify those dimensions along which managers are particularly
strong or weak.
Interpretation:

Import Details
Data Source - Field

9.5 Manager Instability Rate
HR Metric: Manager Instability Rate
Formula: (End of Period Headcount.>1 Supervisor in Previous 1-Year Period / End of Period
Headcount) * 100
Description: The percentage of employees who have had more than one manager within the
most recent 12 months.
Commentary: A result of 30% means that 30% of employees have had a change in direct
supervisor within the past year.
Interpretation:
Formula Data Item End of Period Headcount.>1 Supervisor in

Previous 1-Year Period
Import Details
Data Source - Field

Import Details
Data Source - Field
9.6 LDP Prevalence Rate
HR Metric: LDP Prevalence Rate
Formula: (End of Period Headcount.Manager.LDP / End of Period Headcount.Manager) *

100
Description: Percentage of managers with Leadership Development Plans in place.
Commentary: LDPs might contain planned or recommended steps for a leader related to

executive coaching, training courses, supervisory experience, experience in new functions or

business lines, mentoring, and other key developmental areas. The plan is targeted toward
the leadership competencies or personal skills that have been identified as in need of
improvement or generally beneficial to all leaders.
Interpretation:
Formula Data Item End of Period Headcount.Manager.LDP

Import Details
Data Source - Field
Formula Data Item End of Period Headcount.Manager

Import Details
Data Source - Field
9.7 Employee Satisfaction With Leadership
HR Metric: Employee Satisfaction With Leadership
Description: Gauge of employee satisfaction with organizational leaders.
Commentary: Employee Satisfaction with Leadership represents a survey index or set of

questions for employees to express their satisfaction with the organization’s leadership.
Such a measure or index may be titled differently, depending on the survey used. While the
measure called Manager Quality Index relates to employees’ opinions of their direct
managers, Employee Satisfaction with Leadership looks more broadly at employees’
opinions about the leadership of their business line, function, and area, as well as the
leadership of the organization as a whole. The opinions solicited from relevant survey
questions typically relate to leaders’ competencies and skills
(e.g., communication, subject mastery, employee development, personality, decision
making), their ability to inspire confidence and trust and motivate performance, and the
appropriateness of the business strategy being pursued.

Interpretation:

Import Details
Data Source - Field
9.8 Cross-Function Mobility- Managers
HR Metric: Cross-Function Mobility- Managers
Formula: (Internal Movements.Managers.Cross Function / Internal Movements.Managers) *

100
Description: Internal movements of managers between functions as a percentage of total

internal movements of managers.
Interpretation:
Formula Data Item Internal Movements.Managers.Cross Function

Import Details
Data Source - Field
Formula Data Item Internal Movements.Managers

Import Details
Data Source - Field

10. Organization Effectiveness
10.1 R&D Expense Rate
HR Metric: R&D Expense Rate
Formula: (R&D Expense / Operating Expense) * 100
Description: Research and development (R&D) expense as a percentage of total operating

expense.
Commentary: A result of 10% means that R&D expenses represented 10% of the
organization’s total operating expenses.
Interpretation:
Formula Data Item R&D Expense

Import Details
Data Source - Field

Import Details
Data Source - Field
10.2 New Products & Services Revenue Per FTE
HR Metric: New Products & Services Revenue Per FTE
Formula: Operating Revenue.New Products & Services / FTE
Description: Average new products and services operating revenue per full-time equivalent
employee.
Commentary: New Products and Services Revenue per FTE indicates the dollar amount of
revenue generated specifically by new products and services, relative to the size of the

workforce. New Products and Services Revenue is a subset of Operating Revenue, relating
only to specific products and services.
Interpretation:
Formula Data Item Operating Revenue.New Products & Services

Import Details
Data Source - Field

Import Details
Data Source - Field
10.3 Market Capitalization Per FTE
HR Metric: Market Capitalization Per FTE
Formula: Market Capitalization / FTE
Description: Average market capitalization per full-time equivalent employee.
Commentary: Market capitalization, equal to the market price of stock shares multiplied by
the number of shares outstanding, is considered one measure of a firm’s worth. It is
essentially the value that the market places on the company, including both tangible assets
listed on a balance sheet, as well as intangible assets such as brand name and workforce
talent.
Interpretation:
Formula Data Item Market Capitalization



Import Details
Data Source - Field

Import Details
Data Source - Field
10.4 Intangible Asset Value Per FTE
HR Metric: Intangible Asset Value Per FTE
Formula: (Market Capitalization –– Book Value) / FTE
Description: Average intangible market value per full-time equivalent employee.
Commentary: The difference between the value that the market places on the firm’’s worth
(market capitalization) and the book value of the firm’s assets represents the intangible
assets of the organization. Such off-balance sheet assets include the product/service brand,
the employment brand, the skills or characteristics of the workforce, or the intellectual
property (including products, knowledge, tools, and processes) of the firm.
Interpretation:
Formula Data Item Market Capitalization –– Book Value

Import Details
Data Source - Field

Import Details

Data Source - Field

10.5 Employee Stock Ownership Percentage
HR Metric: Employee Stock Ownership Percentage
Formula: (Shares Outstanding.Employee Owned / Shares Outstanding) * 100
Description: Percentage of company stock owned by employees.
Commentary: A result of 15%, for example, indicates that 15% of the company’’s
outstanding shares are held by employees.
Interpretation:
Formula Data Item Shares Outstanding.Employee Owned

Import Details
Data Source - Field
Formula Data Item Shares Outstanding

Import Details
Data Source - Field
10.6 Corporate Expense Rate
HR Metric: Corporate Expense Rate
Formula: (Operating Expense.Corporate / Operating Expense) * 100
Description: Corporate operating expense as a percentage of total operating expense.
Commentary: Corporate Expense Rate indicates the percentage of the organization’s

operating expenses allocated to corporate functions, typically housed within a corporate
office or corporate organizational unit. Corporate functions typically include HR, finance,
legal, information technology, marketing, investor relations, corporate communications,

facilities, real estate, procurement, and other functions that are essentially shared by the
various business lines of the organization.
Interpretation:
Formula Data Item Operating Expense.Corporate

Import Details
Data Source - Field

Import Details
Data Source - Field
10.7 Work Units Per FTE
HR Metric: Work Units Per FTE
Formula: Work Units / FTE
Description: Number of relevant work units produced per full-time equivalent employee
during the period.
Commentary: The implementation of this measure will differ from industry to industry, and
even potentially from organization to organization, based on the types of products or
services the employer produces. For a manufacturer, this measure could include the number
of cars, pipe fittings, reams of paper, or cans of paint produced. For a financial services or
other services firm, this measure could reflect the number of loans originated, policies
issued, hours billed, or contracts written.
Interpretation:
Formula Data Item Work Units


Import Details
Data Source - Field

Import Details
Data Source - Field
10.8 Return on Human Investment Ratio
HR Metric: Return on Human Investment Ratio
Formula: Operating Profit / Total Compensation Expense
Description: Operating profit returned for every dollar invested in employee compensation
plus benefits.
Interpretation:
Formula Data Item Operating Profit

Import Details
Data Source - Field

Import Details
Data Source - Field

10.9 Other Labor Rate
HR Metric: Other Labor Rate
Formula: (Other Labor Expense / Operating Expense) * 100
Description: Other labor costs as a percentage of total operating expense.
Commentary: Other Labor, sometimes called contingent labor, is the workforce used by the
organization to generate its revenue and profit but not represented as employees with a
reporting system such as an HRIS.
Interpretation:
Formula Data Item Other Labor Expense

Import Details
Data Source - Field

Import Details
Data Source - Field
10.10 Operating Revenue Per FTE
HR Metric: Operating Revenue Per FTE
Formula: Operating Revenue / FTE
Description: Average operating revenue per full-time equivalent employee.
Interpretation:

Formula Data Item Operating Revenue

Import Details
Data Source - Field

Import Details
Data Source - Field
10.11 Operating Profit Per FTE
HR Metric: Operating Profit Per FTE
Formula: Operating Profit / FTE
Description: Average operating profit (before tax, interest, and depreciation) per full-time
equivalent employee.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field

10.12 Operating Expense Per FTE
HR Metric: Operating Expense Per FTE
Formula: Operating Expense / FTE
Description: Average operating expense per full-time equivalent employee.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field
10.13 Human Investment Ratio
HR Metric: Human Investment Ratio
Formula: (Operating Profit + Total Compensation Expense) / Total Compensation Expense
Description: Ratio of operating profit, adding back total compensation expense, returned for
every dollar invested in employee compensation and benefits.
Interpretation:


Import Details
Data Source - Field

Import Details
Data Source - Field

11. Payroll
11.1 Payroll Expense Per Employee
HR Metric: Payroll Expense Per Employee
Formula: Payroll Expense / Average Headcount
Description: Average payroll expense per employee.
Interpretation:
Formula Data Item Payroll Expense

Import Details
Data Source - Field

Import Details
Data Source - Field
11.2 Payroll Error Rate
HR Metric: Payroll Error Rate
Formula: Payroll Errors / Total Checks Processed * 100
Description: Percentage of paychecks processed in which an error occurred.
Commentary: A result of 3% means that, on average, 3 out of every 100 paychecks contains
an error.
Interpretation:

Formula Data Item Payroll Errors

Import Details
Data Source - Field
Formula Data Item Total Checks Processed

Import Details
Data Source - Field
11.3 Overpayment Rate
HR Metric: Overpayment Rate
Formula: (Overpayments / Total Checks Processed) * 100
Description: Percentage of paychecks processed in which an overpayment occurred.
Commentary: A result of 2% means that, on average, 2 out of every 100 paychecks includes
an overpayment.
Interpretation:
Formula Data Item Overpayments

Import Details
Data Source - Field
Formula Data Item Total Checks Processed

Import Details


Data Source - Field
11.4 Direct Deposit Participation Rate
HR Metric: Direct Deposit Participation Rate
Formula: (Payees Receiving Direct Deposits / Payees) * 100
Description: Payees receiving direct deposits for wages as a percentage of total payees.
Commentary: A result of 95 indicates that 95% of employees receive payment for wages by
direct deposit.
Interpretation:
Formula Data Item Payees Receiving Direct Deposits

Import Details
Data Source - Field
Formula Data Item Payees

Import Details
Data Source - Field
11.5 Average Overpayment Value
HR Metric: Average Overpayment Value
Formula: Total Value of Overpayments / Overpayments
Description: Average value of overpayments for the reporting period

Interpretation:
Formula Data Item Total Value of Overpayments

Import Details
Data Source - Field
Formula Data Item Overpayments

Import Details
Data Source - Field

12. Performance Management
12.1 Upward Review Rate
HR Metric: Upward Review Rate
Formula: (Managers.Upward Reviews / Managers.Eligible for Upward Review) * 100
Description: Percentage of eligible managers whose performance is appraised using

an upward review.
Application: Measurement of compliance with a Performance Appraisal Process.
Commentary: For example, a result of 70% means that 70% of the employees eligible to
receive an upward review actually received one.
Interpretation:
Formula Data Item Managers.Upward Reviews

Import Details
Data Source - Field
Formula Data Item Managers.Eligible for Upward Review

Import Details
Data Source - Field
12.2 Self Review Rate
HR Metric: Self Review Rate
Formula: (End of Period Headcount.Self Reviews / End of Period Headcount.Eligible for Self
Review) * 100
Description: Percentage of employees whose performance is appraised using a self-review.
Application: Measurement of compliance to the Performance Appraisal process.

complete a self review actually completed one.
Interpretation:
Formula Data Item End of Period Headcount.Self Reviews

Import Details
Data Source - Field
Formula Data Item End of Period Headcount.Eligible for Self Review

Import Details
Data Source - Field
12.3 Performance Contingent Pay Prevalence
HR Metric: Performance Contingent Pay Prevalence
Formula: (End of Period Headcount.Performance Contingent Compensation / End of Period

Headcount) * 100
Description: Percentage of employees whose total compensation is at least in part

dependent on individual performance.
Application: Measurement of the penetration of performance-based pay.
Commentary: Performance contingent pay can be wage or bonus compensation that is

dependent on individual performance.
Interpretation:

Formula Data Item End of Period Headcount.Performance

Contingent Compensation
Import Details
Data Source - Field

Import Details
Data Source - Field
12.4 Performance-Based Pay Differential
HR Metric: Performance-Based Pay Differential
Formula: Average Direct Compensation.High Performers / Average Direct

Compensation.Non-High Performers
Description: Ratio of the direct compensation (cash compensation) of high performers to

the direct compensation of non-high performers.
Application: Measuring the pay differential by performance.
Commentary: Performance-Based Pay Differential answers the question, “How much more
do high performers earn than others?” It does so by comparing the direct compensation,
including wages, bonus, and other cash compensation, of high performers to that of non-
high performers. A result of 1.5 indicates that high performers earn $1.50 of direct
compensation for every $1.00 earned by non–high performers.
Interpretation:
Formula Data Item Average Direct Compensation.High Performers

Import Details
Data Source - Field

Formula Data Item Average Direct Compensation.Non-High

Performers
Import Details
Data Source - Field
12.5 Performance Rating Distribution
HR Metric: Performance Rating Distribution
Formula: (Performance Appraisal Occurrences.[Rating] / Performance Appraisal

Occurrences) * 100
Description: Distribution of performance appraisal occurrences by appraisal rating.
Application: Measurement of the Performance Rating Distribution. Useful for comparing

one employee segment to another.
Commentary: Performance Rating Distribution provides the percentages of performance

appraisal occurrences that result in various ratings. Graphically, the data are presented as a
percentage of Performance Appraisal Participants, i.e., a stacked bar graph.
Interpretation:
Formula Data Item Performance Appraisal Occurrences.[Rating]

Import Details
Data Source - Field
Formula Data Item Performance Appraisal Occurrences

Import Details
Data Source - Field

12.6 Performance Appraisal Participation Rate
HR Metric: Performance Appraisal Participation Rate
Formula: (End of Period Headcount.Appraisal Eligible.Performance Appraisal / End of Period

Headcount.Appraisal Eligible) * 100
Description: Percentage of eligible employees who have received a performance appraisal

Application: Measurement of compliance to the Performance Appraisal process.
Commentary: For example, a result of 80% means that 80% of eligible employees actually
received an appraisal during the period.
Interpretation:
Formula Data Item End of Period Headcount.Appraisal

Eligible.Performance Appraisal
Import Details
Data Source - Field
Formula Data Item End of Period Headcount.Appraisal Eligible

Import Details
Data Source - Field
12.7 Peer Review Rate
HR Metric: Peer Review Rate
Formula: (End of Period Headcount.Peer Review / End of Period Headcount. Eligible for Peer
Review) * 100
Description: Employees whose performance is appraised in part through peer reviews as a

percentage of eligible employees.
Application: Measurement of compliance with the performance appraisal process.
receive a peer review actually received one. Results will tend to vary based on whether the
practice is considered to be a mandatory component of the performance review process or a
voluntary practice that may be instituted by individual managers. High results for this
measure indicate that there are high compliance or adoption rates for the peer review
practice.
Interpretation:
Formula Data Item End of Period Headcount.Peer Review

Import Details
Data Source - Field
Formula Data Item End of Period Headcount. Eligible for Peer

Review
Import Details
Data Source - Field
12.8 High Performer Growth Rate
HR Metric: High Performer Growth Rate
Formula: (Performance Appraisal Participants.Rating High / Performance Appraisal

Participants.Previous Rating Non-High) * 100
Description: Percentage of performance appraisal participants whose rating improved to a

“high” rating from a previous rating that was less than “high.”
Application: Measurement of Performance Appraisal Upgrades for purposes determining

the effectiveness of the performance appraisal system, identifying managers able to effect
high levels of employee performance improvement, and/or successful employee
development efforts.

Interpretation:
Formula Data Item Performance Appraisal Participants.Rating High

Import Details
Data Source - Field
Formula Data Item Performance Appraisal

Participants.Previous Rating Non-High
Import Details
Data Source - Field
12.9 Employee Upgrade Rate
HR Metric: Employee Upgrade Rate
Formula: (Performance Appraisal Participants.Rating Increase / Performance Appraisal

Participants) * 100
Description: Percentage of performance appraisal participants receiving a higher rate than

the previous rating.
Application: Measurement of Performance Appraisal Upgrades for purposes determining

the effectiveness of the performance appraisal system and/or employee development
efforts.
Commentary: For example, a result of 15% means that 15% of employees received a higher
rating in the current period than in their previous appraisal. When performance is accurately
assessed and ratings are accurately applied, this measure can offer an indication of whether
employees are improving their performance and where pockets of improved performance
can be found. Management may also find it useful to monitor rating increases because of
their effects on bonus or other compensation plans, or any other programs linked to
performance ratings.

Interpretation:
Formula Data Item Performance Appraisal Participants.Rating

Increase
Import Details
Data Source - Field
Formula Data Item Performance Appraisal Participants

Import Details
Data Source - Field
12.10 Employee Turnaround Rate
HR Metric: Employee Turnaround Rate
Formula: (Performance Appraisal Participants.Previous Rating Low.Rating Increase /

Performance Appraisal Participants.Previous Rating Low) * 100
Description: Percentage of employees receiving a poor performance rating at their

preceding review whose rating increased during the period.
Application: Measurement of the organizations ability to improve poor performance using

the performance appraisal system and/or specific employee development initiatives.
Commentary: For example, a result of 20% indicates that 20% of employees who were low-
rated at their previous review received a non-low rating at their most recent
review. Assuming performance ratings are judged and applied accurately, this measure
provides an indication of the improvement an organization is able to effect in low
performers. Turnarounds may be attributed to changes employees make in their own
performance, changes driven by managerial focus and coaching, changes driven by training,
or a combination of these.
Interpretation:
Formula Data Item Performance Appraisal Participants.Previous

Rating Low.Rating Increase


Import Details
Data Source - Field
Formula Data Item Performance Appraisal Participants.Previous

Rating Low
Import Details
Data Source - Field
12.11 Average Performance Appraisal Rating
HR Metric: Average Performance Appraisal Rating
Formula: Total Performance Appraisal Rating / Performance Appraisal Occurrences
Description: Average performance appraisal rating of performance appraisals delivered

during the period.
Application: Useful when comparing the performance of different employee segments.
Commentary: This measure indicates the mean performance appraisal rating for all
performance appraisal participants in the reporting period. Organizations that give
qualitative performance ratings (e.g., Meets, Exceeds) must convert each rating to a numeric
equivalent to calculate an average.
Interpretation:
Formula Data Item Total Performance Appraisal Rating

Import Details
Data Source - Field
Formula Data Item Performance Appraisal Occurrences


Import Details
Data Source - Field

13. Productivity
13.1 Employee Engagement Index
HR Metric: Employee Engagement Index
Description: Relative measure of employee's engagement in their work.
Application: Measurement of employee engagement for purposes of predicting

productivity and/or as a tool for analytically deriving the reasons for low engagement so
they can be addressed before they lead to low productivity.
Commentary: Organizations typically measure employee engagement using survey results.

Each survey will likely have a different set of questions or methodologies for measuring
employee engagement. The Employee Engagement Index measures employees’ engagement
with their jobs or day-to-day work. It is based on survey questions that assess factors such as
the effort and enthusiasm they put into their daily activities. It is designed to measure the
extent to which employees contribute their discretionary effort to the firm. Employee
engagement is thus distinct from employee commitment, which measures attachment to
the firm and views of the firm as a great place work.
Interpretation:

Import Details
Data Source - Field

14. Recruitment
14.1 Rehire Rate
HR Metric: Rehire Rate
Formula: (Rehires / External Hires) *100
Description: Rehires as a percentage of total external hires.
Application: Useful for organizations that have specific initiatives around rehires, such as
alumni tracking processes or alumni networks.
Commentary: Rehire Rate indicates the percentage of external hires during the period that
are former employees of the organization.
Interpretation:
Formula Data Item Rehires

Import Details
Data Source - Field
Formula Data Item External Hires

Import Details
Data Source - Field
14.2 Recruitment Source Ratio
HR Metric: Recruitment Source Ratio
Formula: Internal Hires / External Hires
Description: Number of internal hires for every external hire.
Application: For one reason or another the organization may wish to tilt recruitment toward
hiring internally or externally or may have a specific ratio in mind. Reasons include reducing

recruitment expenses, increasing hiring quality, increasing retention rates, increasing

internal development opportunities, etc.
Commentary: A recruitment ratio of four means that the organization has made four
internal placements to vacant positions for every one external hire. Internal hires are often
calculated to include all internal movements, such as transfers, promotions, and demotions.
Interpretation:
Formula Data Item Internal Hires

Import Details
Data Source - Field

Import Details
Data Source - Field
14.3 Recruitment Source Breakdown
HR Metric: Recruitment Source Breakdown
Formula: (External Hires.[Source Group] / External Hires ) *100
Description: Distribution of external hires by recruitment source, including referral, rehire,

agency, etc.
Application: Determining the % of hiring by source. For one reason or another the
organization may wish to tilt recruitment toward particular sources. Reasons may include
reducing recruitment expenses, increasing hiring quality, increasing retention rates, etc.
Interpretation:

Formula Data Item External Hires.[Source Group]

Import Details
Data Source - Field

Import Details
Data Source - Field
14.4 New Position Recruitment Ratio
HR Metric: New Position Recruitment Ratio
Formula: Hires.New Postions / Hires.Replacement Positions
Description: Ratio of new position hires to replacement hires, including internal and external
hires.
Application: Measuring the rate of change of job roles.
Commentary: New Postion Recruitment Ratio compares the number of newly created
positions to the number of replacement positions during a period. In other words, across all
the organization's hires, how many are into new postions and how many are replacing
people who have terminated or transferred out of existing positions? A result of this
measure of .5 indicates there was one new positions hire for every two replacement position
hires during the period.
Interpretation:
Formula Data Item Hires.New Postions

Import Details
Data Source - Field

Formula Data Item Hires.Replacement Positions

Import Details
Data Source - Field
14.5 New Position Recruitment Rate
HR Metric: New Position Recruitment Rate
Formula: (Hires.New Positions / Average Headcount) * 100
Description: Hires into newly created positions (including internal and external hires), as a
percentage of average headcount.
Application: Measuring the rate of change of job roles.
Commentary: New Position Recruitment Rate shows the number of newly created positions
in relation to the size of the workforce. A "new position" is not necessarily one for which the
title and the role have never existed before filling a new position may mean expanding a
group of four analysts to become five analysts, or it may mean creating a Marketing Analyst
position whose title did not previously exist for the organization.
Interpretation:
Formula Data Item Hires.New Positions

Import Details
Data Source - Field

Import Details
Data Source - Field

14.6 Net Hire Ratio
HR Metric: Net Hire Ratio
Formula: External Hires / Terminations
Description: The number of external hires for every termination during the reporting period.
Application: Monitoring headcount levels over time in support of cost management

initiatives or growth strategies.
Commentary: Net Hire Ratio measures the total number of external hires that replace
terminated employees.
Interpretation:

Import Details
Data Source - Field
Formula Data Item Terminations

Import Details
Data Source - Field
14.7 External Hire Rate
HR Metric: External Hire Rate
Formula: (External Hires / Average Headcount) * 100
Description: External hires as a percentage of average headcount during the reporting

period.
Commentary: This measure is used to monitor "churn" of the workforce, the rate at which
employees are entering the organization, and the hiring volume as an outcome of
recruitment activities.

Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field

15. Staffing Effectiveness
15.1 Turnover Cost Rate- < 1-Year Tenure
HR Metric: Turnover Cost Rate- < 1-Year Tenure
Formula: Total Termination Value.< 1-Year Tenure / Total Termination Value
Description: Cost of turnover for employees with less than one year of tenure as a
percentage of the total turnover cost.
Application: Measuring the cost of low tenure employee attrition. Also as a measure of
staffing effectiveness.
Commentary: Turnover Cost Rate—< 1-Year Tenure measures the percentage of

termination costs
that come from employees with less than one year of tenure. While this measure
does not indicate whether turnover costs among low-tenure employees is high or
low, it does indicate the extent to which the turnover costs are driven by low-tenure
employees. A result of 40% means that 40% of all termination costs are from these
low-tenure employees.
Most organizations experience their highest turnover among low-tenure employees.

Low-tenure terminations carry with them similar costs and productivity losses to
other terminations. However, low-tenure terminations might also signal potential
failures of recruiting and onboarding processes. Therefore, New Hire Turnover
Contribution can help an employer to approximate the magnitude of turnover costs
driven by recruiting and onboarding issues as compared to other potential turnover
issues. The higher the result for this measure, the greater the volume of turnover
costs that might be prevented through recruiting and onboarding improvement.
Interpretation:
Formula Data Item Total Termination Value.< 1-Year Tenure

Import Details
Data Source - Field
Formula Data Item Total Termination Value


Import Details
Data Source - Field
15.2 New Hire Turnover Contribution
HR Metric: New Hire Turnover Contribution
Formula: (Terminations.Short Tenure / Terminations) * 100
Description: Terminations of short-tenure employees as a percentage of total terminations

Application: Analysis of employee of turnover.
Commentary: New Hire Turnover Contribution measures the percentage of terminations

that come
from “short-tenure” employees. While this measure does not indicate whether
turnover among short-tenure employees is high or low, it does indicate the extent
to which the turnover experienced by the organization comes from short-tenure
employees. A result of 30% means that 30% of all terminations were of employees
with short tenure.
Interpretation:
Formula Data Item Terminations.Short Tenure

Import Details
Data Source - Field

Import Details
Data Source - Field
15.3 Sign-On Bonus Rate

HR Metric: Sign-On Bonus Rate
Formula: (External Hires.Sign-On Bonus / External Hires) * 100
Description: Percentage of external hires receiving a sign-on bonus.
Application: Measurement of the usage of Sign-On Bonuses.
Interpretation:
Formula Data Item External Hires.Sign-On Bonus

Import Details
Data Source - Field

Import Details
Data Source - Field
15.4 Referral Rate
HR Metric: Referral Rate
Formula: (Referrals / Average Headcount) * 100
Description: Candidate referrals as a percentage of average headcount.
Application: Measurement of the Referral Program.
Interpretation:
Formula Data Item Referrals



Import Details
Data Source - Field

Import Details
Data Source - Field
15.5 Referral Conversion Rate
HR Metric: Referral Conversion Rate
Formula: (External Hires.Referrals / Referrals) * 100
Description: Referrals hired as a percentage of total referrals.
Application: Measure of the success of the Referral Program.
Interpretation:
Formula Data Item External Hires.Referrals

Import Details
Data Source - Field
Formula Data Item Referrals

Import Details
Data Source - Field

15.6 Recruitment Expense Breakdown
HR Metric: Recruitment Expense Breakdown
Formula: (Recruitment Expense.[Type] / Recruitment Expense) * 100
Description: Distribution of recruitment expenses by type, such as travel, advertising,

compensation, etc.
Application: Isolating recruiting costs and wish to monitor the relative magnitude of direct
costs, such as relocation allowances and agency fees.
Commentary: Recruitment costs include direct costs of filling positions, such as advertising
costs, agency fees, travel reimbursement of candidates or interviewers, screening tests, and
relocation allowances. Recruitment costs are also likely to include the overhead costs of
running a recruiting function, such as the salaries of recruiters, the costs of maintaining a
resume bank, the costs of sending communications or printing collateral, etc. In addition,
recruitment expenses can include indirect productivity costs of hiring managers and other
called upon to interview candidates, though such costs are difficult to quantify.
Interpretation:
Formula Data Item Recruitment Expense.[Type]

Import Details
Data Source - Field
Formula Data Item Recruitment Expense

Import Details
Data Source - Field
15.7 Recruitment Cost Per Hire
HR Metric: Recruitment Cost Per Hire
Formula: Recruitment Expense / Hires

Description: Recruitment expense per hire, including internal and external hires.
Application: Measurement of recruiting efficiency.
Commentary: Recruitment costs include direct costs of filling positions, such as advertising
costs, agency fees, travel reimbursement of candidates or interviewers, screening tests, and
relocation allowances. Recruitment costs are also likely to include the overhead costs of
running a recruiting function, such as the salaries of recruiters, the costs of maintaining a
resume bank, the costs of sending communications or printing collateral, etc. In addition,
recruitment expenses can include indirect productivity costs of hiring managers and other
called upon to interview candidates, though such costs are difficult to quantify.
Interpretation:
Formula Data Item Recruitment Expense

Import Details
Data Source - Field
Formula Data Item Hires

Import Details
Data Source - Field
15.8 On-Time Talent Delivery Factor
HR Metric: On-Time Talent Delivery Factor
Formula: Total Days Deviation from Need-By Date / Offers.Accepted
Description: Average number of days that hired employee start dates differ from requisition
need-by dates.
Application: A measurement of staffing timeliness.
Commentary: A result of -2,5 for On-Time Delivery Factor indicates that, on average, hires
start two and a half days prior to their need-by dates. A result of 4.0 indicates that, on
average, hires start four days after their need-by dates.

Interpretation:
Formula Data Item Total Days Deviation from Need-By Date

Import Details
Data Source - Field
Formula Data Item Offers.Accepted

Import Details
Data Source - Field
15.9 Offer Acceptance Rate
HR Metric: Offer Acceptance Rate
Formula: (Offers.Accepted / Offers.Extended) * 100
Description: Offers accepted as a percentage of offers extended.
Application: Measurement of staffing effectiveness.
Interpretation:

Import Details
Data Source - Field
Formula Data Item Offers.Extended


Import Details
Data Source - Field
15.10 New Hire Satisfaction With Recruiting
HR Metric: New Hire Satisfaction With Recruiting
Description: An indication of how satisfied recent hires were with the recruiting process.
Application: A measure of staffing effectiveness.
Commentary: New Hire Satisfaction with recruiting represents a survey index or set of
questions for recent hires to determine their satisfaction with the recruitment process.
Interpretation:

Import Details
Data Source - Field
15.11 New Hire Performance Satisfaction
HR Metric: New Hire Performance Satisfaction
Description: An indication of how well recent hires are performing within their positions.
Application: A measure of staffing effectiveness.
Commentary: New Hire Performance Satisfaction represents a survey index or set of

questions posed to the managers of recent hires to determine the performance levels of
those recent hires.

Interpretation:

Import Details
Data Source - Field
15.12 New Hire Failure Factor
HR Metric: New Hire Failure Factor
Formula: (Terminations.Short Tenure / External Hires) * 100
Description: Terminations of low-tenure employees as a percentage of total hires during the

reporting period.
Application: A measure of staffing effectiveness. As an alternative to

viewing termination rates within various tenure levels, New Hire Tenure instead compares
"short tenure" terminations to the number of external hires made within the period.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field

15.13 Interviewee Ratio
HR Metric: Interviewee Ratio
Formula: Applicants.Interviewed / Offers.Accepted
Description: Average number of applicants interviewed for each internal and external hire.
Application: This measure is one in a series that provides an indication of the proportion of
candidates admitted through various gates in the recruiting process.
Interpretation:
Formula Data Item Applicants.Interviewed

Import Details
Data Source - Field

Import Details
Data Source - Field
15.14 Interviewee Offer Rate
HR Metric: Interviewee Offer Rate
Formula: (Offers.Extended / Applicants/Interviewed) * 100
Description: Offers extended as a percentage of distinct applicants interviewed during the

period.
Application: This measure is one in a series that provides an indication of the proportion of
Commentary: For example, a result of 10% means that 10% of interviewed applicants
received job offers.

Interpretation:
Formula Data Item Offers.Extended

Import Details
Data Source - Field
Formula Data Item Applicants/Interviewed

Import Details
Data Source - Field
15.15 Average Time to Start
HR Metric: Average Time to Start
Formula: Total days to Start / Hires
Description: Average number of days elapsed between requisition date and start date for
internal and external hires.
Application: A measure of staffing timeliness.
Interpretation:
Formula Data Item Total days to Start

Import Details
Data Source - Field

Formula Data Item Hires

Import Details
Data Source - Field
15.16 Average Time to Fill
HR Metric: Average Time to Fill
Formula: Total Days to Fill / Offers.Accepted
Description: Average number of days elapsed between requisition date and offer
acceptance for internal and external hires.
Application: A measurement of staffing timeliness.
Interpretation:
Formula Data Item Total Days to Fill

Import Details
Data Source - Field

Import Details
Data Source - Field
15.17 Average Sign-On Bonus Expense
HR Metric: Average Sign-On Bonus Expense
Formula: Sign-On Bonus Expense / External Hires.Sign-On Bonus

Description: Average sign-on bonus received by external hires given a sign-on bonus.
Application: Measuring the usage of sign-on bonuses.
Interpretation:
Formula Data Item Sign-On Bonus Expense

Import Details
Data Source - Field
Formula Data Item External Hires.Sign-On Bonus

Import Details
Data Source - Field
15.18 Average Interviews Per Hire
HR Metric: Average Interviews Per Hire
Formula: (Interviews.Applicants.Offers.Accepted / Applicants.Offers.Accepted)
Description: Average number of interviews conducted with the hired candidate for each
internal and external hire.
Application: A measurement of staffing efficiency.
Commentary: Average Interviews per Hire indicates, for each person hired within a period,
how many interviews that person had before being hired. For example, a result of 5.5
means that people hired had an average of 5.5 interviews during the recruiting process.
Interpretation:
Formula Data Item Interviews.Applicants.Offers.Accepted


Import Details
Data Source - Field
Formula Data Item Applicants.Offers.Accepted

Import Details
Data Source - Field
15.19 Applicant Ratio
HR Metric: Applicant Ratio
Formula: Applicants / Offers.Accepted
Description: Average number of applicants for each internal and external hire.
Application: Measuring the applicant screening resources required from a job applicant
pool.
Commentary: This measure is one in a series that provides an indication of the proportion of
Interpretation:
Formula Data Item Applicants

Import Details
Data Source - Field


Import Details
Data Source - Field
15.20 Applicant Interview Rate
HR Metric: Applicant Interview Rate
Formula: (Applicants.Interviewed / Applicants) * 100
Description: Percentage of applicants that are interviewed during a period.
Application: Measuring the balance between interviewing "enough" candidates to provide a

sufficient sampling of the qualified candidate pool and straining the recruiting process by
interviewing an excessive number of candidates.
Commentary: A result of 20% means that 20% of all applicants are interviewed.
Interpretation:
Formula Data Item Applicants.Interviewed

Import Details
Data Source - Field
Formula Data Item Applicants

Import Details
Data Source - Field

16. Training
16.1 Training Total Compensation Expense Rate
HR Metric: Training Total Compensation Expense Rate
Formula: (Training Expense / Total Compensation Expense) * 100
Description: Training expense as a percentage of total compensation expense.
Formula Data Item Training Expense

Import Details
Data Source - Field

Import Details
Data Source - Field
16.2 Training Staff Ratio
HR Metric: Training Staff Ratio
Formula: Average Headcount / FTE.Training Function
Description: Number of employees for every full-time equivalent training function

employee.
Commentary: A result of 1,000 means that there are 1,000 employees in the organization
for every full-time equivalent training staff member.

Import Details
Data Source - Field

Formula Data Item FTE.Training Function

Import Details
Data Source - Field
16.3 Training Quality
HR Metric: Training Quality
Description: A relative measure of the effectiveness of training courses.
Commentary: Training Quality presents a gauge of the effectiveness of training. While

individual organizations may use various survey instruments to assess Training Quality, a
commonly used approach is that developed by Donald Kirkpatrick in the late 1950s. Under
the Kirkpatrick approach, Training Quality may be assessed at any of four progressive levels.
Survey instruments, assessments, tests, and other tools may be used to develop an index for
Training Quality at any or all of these levels for various training courses.
 Level One: Reaction—Measures trainees’ satisfaction with aspects of the training

program, including topic, speaker, schedule, etc.
 Level Two: Learning—Measures the knowledge trainees acquire during the program,
including skills improved, attitudes changed, etc.
 Level Three: Behavior—Measures the extent to which participants change their
behavior on the job as a result of knowledge they acquire during training.
 Level Four: Results—Measures the results of training programs, including higher
productivity, improved quality, increased sales, larger profits, reduced turnover, and
reduced costs.

Import Details
Data Source - Field
16.4 Training Penetration Rate
HR Metric: Training Penetration Rate
Formula: ((Employees Completing Course(s) / Total Employees to Be Trained)) * 100
Description: Percentage of employees completing specific course or content training.

Commentary: Training Penetration Rate measures the percentage of employees completing

a course or a content area of training. For example, an organization might measure the
percentage of employees that have taken any courses related to management development.
For this purpose a Training Penetration Rate of 80% indicates that 80% of employees eligible
to take a management development course have done so.
Formula Data Item Employees Completing Course(s)

Import Details
Data Source - Field
Formula Data Item Total Employees to Be Trained

Import Details
Data Source - Field
16.5 Training Hours Per Occurrence
HR Metric: Training Hours Per Occurrence
Formula: Total Training Hours / Training Occurrences
Description: Average number of training hours per training occurrence.
Formula Data Item Total Training Hours

Import Details
Data Source - Field
Formula Data Item Training Occurrences

Import Details
Data Source - Field

16.6 Training Hours Per FTE
HR Metric: Training Hours Per FTE
Formula: Total Training Hours / FTE
Description: Average number of training hours per full-time equivalent employee.
Formula Data Item Total Training Hours

Import Details
Data Source - Field

Import Details
Data Source - Field
16.7 Training Expense Per Employee
HR Metric: Training Expense Per Employee
Formula: Training Expense / Average Headcount
Description: Average training expense per employee.
Formula Data Item Training Expense

Import Details
Data Source - Field

Import Details
Data Source - Field

16.8 Training Course Content Breakdown
HR Metric: Training Course Content Breakdown
Formula: (Distinct Courses Offered.[Content Type] / Distinct Courses Offered) * 100
Description: Distribution of training courses by content type.
Commentary: Training Course Content Breakdown provides the percentages of various

content types of distinct courses offered, such as technical, managerial, customer service,
orientation, product, leadership development, or other relevant categorizations. Graphically,
the data are presented as a percentage of the total distinct course offerings, i.e., a stacked
bar graph. This breakdown measure can help an organization better understand where
training resources are focused and what types of courses are emphasized.
Interpretation:
Formula Data Item Distinct Courses Offered.[Content Type]

Import Details
Data Source - Field
Formula Data Item Distinct Courses Offered

Import Details
Data Source - Field
16.9 Training Channel Delivery Mix
HR Metric: Training Channel Delivery Mix
Formula: (Distinct Courses Offered.[Delivery Type] / Distinct Courses Offered) * 100
Description: Breakdown of training course offerings by delivery type, e.g., classroom, e-

learning, etc.

Interpretation:
Formula Data Item Distinct Courses Offered.[Delivery Type]

Import Details
Data Source - Field
Formula Data Item Distinct Courses Offered

Import Details
Data Source - Field
16.10 Employee Satisfaction with Training
HR Metric: Employee Satisfaction with Training
Description: A relative measure of employees’ satisfaction with the training function.
Commentary: Employee Satisfaction with Training represents a survey index or set of

questions for employees to determine their satisfaction with the quality and effectiveness of
the training function. Such a measure or index may be titled differently, depending on the
survey used. Survey questions may ask employees about satisfaction with particular courses,
with particular curriculum areas or delivery types, or with the training function as a whole.
Employees’ satisfaction levels with the training function typically represent a mixture of
perceptions of quality of training, quality of instructors, breadth of training available,
convenience, and value received. Training satisfaction surveys are typically administered
either at the conclusion of a course or in an HR-related or general employee survey.
Interpretation:



Import Details
Data Source - Field
16.11 E-Learning Abandonment Rate
HR Metric: E-Learning Abandonment Rate
Formula: (E-Learning Courses Initiated.Abandoned / E-Learning Courses Initiated) * 100
Description: Percentage of courses begun, but not completed, using learning technologies.
Interpretation:
Formula Data Item E-Learning Courses Initiated.Abandoned

Import Details
Data Source - Field
Formula Data Item E-Learning Courses Initiated

Import Details
Data Source - Field
16.12 Average Training Class Size
HR Metric: Average Training Class Size
Formula: Total Training Participants / Courses Conducted
Description: Average number of employees trained per class offered.

Interpretation:
Formula Data Item Average Training Class Size

Import Details
Data Source - Field

17. Turnover/Retention
17.1 Turnover Cost Rate- < 1-Year Tenure
HR Metric: Turnover Cost Rate- < 1-Year Tenure
Formula: Total Termination Value.< 1-Year Tenure / Total Termination Value
Description: Cost of turnover for employees with less than one year of tenure as a
percentage of the total turnover cost.
Application: Measuring the cost of low tenure employee attrition. Also as a measure of
staffing effectiveness.
Commentary: Turnover Cost Rate—< 1-Year Tenure measures the percentage of

termination costs
that come from employees with less than one year of tenure. While this measure
does not indicate whether turnover costs among low-tenure employees is high or
low, it does indicate the extent to which the turnover costs are driven by low-tenure
employees. A result of 40% means that 40% of all termination costs are from these
low-tenure employees.
Most organizations experience their highest turnover among low-tenure employees.

Low-tenure terminations carry with them similar costs and productivity losses to
other terminations. However, low-tenure terminations might also signal potential
failures of recruiting and onboarding processes. Therefore, New Hire Turnover
Contribution can help an employer to approximate the magnitude of turnover costs
driven by recruiting and onboarding issues as compared to other potential turnover
issues. The higher the result for this measure, the greater the volume of turnover
costs that might be prevented through recruiting and onboarding improvement.
Interpretation:
Formula Data Item Total Termination Value.< 1-Year Tenure

Import Details
Data Source - Field


Import Details
Data Source - Field
17.2 Termination Value Per FTE
HR Metric: Termination Value Per FTE
Formula: Total Termination Value / FTE
Description: The value of all terminations during the period per full-time equivalent
employee.
Application: Measuring the cost of employee turnover.
Commentary: Termination Value per FTE represents the cost of all terminations to the
organization, relative to workforce size. Employee terminations can carry direct
costs as well as efficiency and productivity costs or customer service deterioration.
Direct costs generally include departure costs (e.g., accrued vacation), vacancy costs
(e.g., temporary replacement help, recruiting advertising), and new hire costs (e.g.,
screening, relocation, increased salary over previous employee). Other costs can
include decreased morale, lost productivity while peers “cover” the vacancy, the lost
productivity of recruiters and hiring managers for recruiting a replacement, and the
ramp-up time to productivity required for the replacement employee.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field

17.3 Average Voluntary Termination Value
HR Metric: Average Voluntary Termination Value
Formula: Total Termination Value.Voluntary / Terminations.Voluntary
Description: The average value of each voluntary termination during the reporting period.
Commentary: Average Voluntary Termination Value represents the average cost of an

individual
voluntary termination to the organization. Employee terminations can carry direct
costs as well as efficiency and productivity costs or customer service deterioration.
(e.g., temporary replacement help, recruiting advertising), and new hire costs
(e.g., screening, relocation, increased salary over previous employee). Other costs
can include decreased morale, lost productivity while peers “cover” the vacancy, the
lost productivity of recruiters and hiring managers for recruiting a replacement, and
the ramp-up time to productivity required for the replacement employee.
Interpretation:
Formula Data Item Total Termination Value.Voluntary

Import Details
Data Source - Field
Formula Data Item Terminations.Voluntary

Import Details
Data Source - Field
17.4 Average Termination Value
HR Metric: Average Termination Value
Formula: Total Termination Value / Terminations

Description: The average value of each termination during the reporting period.
Commentary: Average Termination Value represents the average cost of an individual

termination
to the organization. Employee terminations can carry direct costs to an organization,
as well as efficiency and productivity costs or customer service deterioration.
(e.g., temporary replacement help, recruiting advertising), and new hire costs (e.g.,
screening, relocation, increased salary over previous employee). Other costs can
include decreased morale, lost productivity while peers “cover” the vacancy, the lost
productivity of recruiters and hiring managers for recruiting a replacement, and the
ramp-up time to productivity required for the replacement employee.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field
17.5 Offer Fit Index
HR Metric: Offer Fit Index
Description: Relative measure of employees' perceptions of offer fit with the organization.
Application: The Offer Fit Index measures the degree of alignment between the
organization’s value proposition and the values, or preferences, of employees. In aggregate,
the Offer Fit Index describes the level of offer fit across a number of specific job factors. The

index is also diagnostic—it can be disaggregated to identify those elements of a firm’s

employment value proposition that are more or less aligned with the
preferences of employees.
Commentary: Organizations typically measure offer fit using survey results. Each survey will
likely have a different set of questions or methodologies for measuring offer fit. A high level
of offer fit equates to a high degree of alignment between the organization’s value
proposition (in terms of compensation and benefits, work–life balance, work environment,
etc.) and the specific preferences of employees. This level of offer fit impacts employees’
commitment to the firm, engagement on the job, and likelihood of staying with or leaving
the firm.
Interpretation:

Import Details
Data Source - Field
17.6 Market Opportunity Index
HR Metric: Market Opportunity Index
Description: Relative measure of employees' perceptions of labor market opportunities

outside the organization.
Application: Measurement of employee perceptions of external opportunities for purposes

of predicting employee turnover and/or as a tool for analytically deriving the reasons for low
commitment so they can be addressed before they lead to turnover issues.
Commentary: Organizations typically measure perceived external market opportunity for

employees using survey results. Each survey will likely have a different set of
questions or methodologies for measuring this dimension. The Market Opportunity Index
measures employee perceptions of external job opportunities. In effect, it assesses whether
employees perceive a new job would be easy or difficult to find. The metric is a proxy for the
pull of a “tight” labor market, and it represents an exogenous factor—external
opportunities—that the firm cannot control. Low results for Market Opportunity Index are
likely to negatively impact employees’ commitment and likelihood to stay with the
organization. Organizations can study undesirable results further to understand whether it
can improve its standing among external market opportunities in employees’ eyes, if those
employees are at risk of departing for external opportunities.

Interpretation:

Import Details
Data Source - Field
17.7 Employee Retention Index
HR Metric: Employee Retention Index
Description: Relative measure of the likelihood that employees will remain with the
organization.
Application: Measurement of employee intent to stay/leave for purposes of predicting

employee turnover and/or as a tool for analytically deriving the reasons for turnover so they
can be addressed before they lead to broader turnover issues.
Commentary: Organizations typically measure likelihood of employee retention using survey

results. Each survey will likely have a different set of questions or methodologies
for measuring likelihood of employee retention. An Employee Retention Index measures the
extent to which employees intend to leave the firm. It is based on survey questions assessing
an employee’s intent to leave in the next year as well as actual job search behavior.
Employee retention is thus distinct from employee commitment, which measures
attachment to the firm and views of the firm as a great place to work. It is also distinct from
employee engagement, which measures the effort and enthusiasm employees put into their
daily work.
Interpretation:

Import Details

Data Source - Field

17.8 Employee Commitment Index
HR Metric: Employee Commitment Index
Description: Relative measure of employee's commitment to the organization
Application: Measurement of employee commitment for purposes of predicting employee

turnover and/or as a tool for analytically deriving the reasons for low commitment so they
can be addressed before they lead to turnover issues.
Commentary: Organizations typically measure employee commitment using survey results.

Each survey will likely have a different set of questions or methodologies for measuring
employee commitment. An Employee Commitment Index measures an employee’s
attachment and commitment to the firm or corporation. It is based on a number of survey
questions that measure employees’ commitment, such as their desire to spend their career
with the firm and their views on the firm as a great place to work. Commitment is distinct
from employee engagement, which measures the effort and enthusiasm employees put into
their daily work.
Interpretation:

Import Details
Data Source - Field
17.9 Voluntary Termination Rate
HR Metric: Voluntary Termination Rate
Formula: (Terminations.Voluntary / Average Headcount) * 100
Description: Voluntary terminations during the reporting period as a percentage of average

headcount.
Commentary: Voluntary Termination Rate measures the percentage of employees who left
the organization on their own initiation during the reporting period, for reasons such as
resignation or retirement. Voluntary terminations are thus different from involuntary,

or employer-initiated, terminations such as firings or layoffs. A result of 15% means

that voluntary terminations equated to 15% of the workforce.
Interpretation:
Formula Data Item Terminations.Voluntary

Import Details
Data Source - Field

Import Details
Data Source - Field
17.10 Termination Reason Breakdown
HR Metric: Termination Reason Breakdown
Formula: (Terminations.[Termination Reason] / Terminations) * 100
Description: Distribution of terminations during a reporting period by type of termination.
Application: Analysis of employee turnover.
Commentary: Termination Reason Breakdown measures the composition of terminations by

type of termination, including voluntary and involuntary termination reasons. Graphically,
the data are presented as a percentage of the total terminations, i.e., a stacked bar graph of
voluntary and involuntary terminations.
Interpretation:
Formula Data Item Terminations.[Termination Reason]



Import Details
Data Source - Field

Import Details
Data Source - Field
17.11 Termination Rate
HR Metric: Termination Rate
Formula: (Terminations / Average Headcount) *100
Description: Terminations during the reporting period as a percentage of average

headcount.
Application: Measurement of employee turnover for purposes of workforce planning that

may include talent management, productivity, or cost reduction.
Commentary: Termination Rate measures the percentage of employees who left the
organization
during the reporting period. It reflects the total employee turnover within the
organization, including both voluntary and involuntary separation reasons. For
example, a result of 20% indicates that terminations equated to 20% of the average
size of the workforce. A result of greater than 100% indicates that terminations
exceeded the average size of the workforce during the period.
Interpretation:

Import Details
Data Source - Field


Import Details
Data Source - Field
17.12 Termination Breakdown By Performance Rating
HR Metric: Termination Breakdown By Performance Rating
Formula: (Terminations.[Performance Rating] / Average Headcount.[Performance Rating]) *

100
Description: Distribution of terminations during a reporting period by performance rating of

terminating employees.
Application: Measurement of employee turnover for purposes of workforce planning that

may include talent management, productivity, or cost reduction.
Commentary: Termination Breakdown by Performance Rating indicates the percentage of

employees who left from each performance group. For example. If the organization has 100
high performers and 10 high performers leave then the High Performer Turnover Rate =
10%. This does not mean that 10% of those who terminated are High Performers.
Interpretation:
Formula Data Item Terminations.[Performance Rating]

Import Details
Data Source - Field
Formula Data Item Average Headcount.[Performance Rating]

Import Details
Data Source - Field

17.13 Retention Rate
HR Metric: Retention Rate
Formula: (Start of Period Headcount + External Hires - Terminations) / (Start of Period

Headcount + External Hires) * 100
Description: Percentage of all headcount during the period that did not terminate.
Application: Measuring employee retention for purposes of workforce planning that may
include talent development, productivity, or cost reduction.
Commentary: Retention Rate for a specified period measures the percentage of all
employees present at any point during the period that are still with the organization at the
end of the period. In a yearly view, this measure answers the question, “What percentage
of all the people that have walked through our doors this year are still here?”
A result of 80% indicates that 80% of employees that were with the organization at
the start of the period or were hired during the period are still employed at the end of
the period
Interpretation:
Formula Data Item Start of Period Headcount + External Hires -

Terminations
Import Details
Data Source - Field
Formula Data Item Start of Period Headcount + External Hires

Import Details
Data Source - Field
17.14 New Hire Turnover Contribution

HR Metric: New Hire Turnover Contribution
Formula: (Terminations.Short Tenure / Terminations) * 100
Description: Terminations of short-tenure employees as a percentage of total terminations

Application: Analysis of employee of turnover.
Commentary: New Hire Turnover Contribution measures the percentage of terminations

that come
from “short-tenure” employees. While this measure does not indicate whether
turnover among short-tenure employees is high or low, it does indicate the extent
to which the turnover experienced by the organization comes from short-tenure
employees. A result of 30% means that 30% of all terminations were of employees
with short tenure.
Interpretation:

Import Details
Data Source - Field

Import Details
Data Source - Field
17.15 Involuntary Termination Rate
HR Metric: Involuntary Termination Rate
Formula: (Terminations.Involuntary / Average Headcount) * 100
Description: Involuntary terminations as a percentage of average headcount.
Application: Measuring company initiated employee turnover for purposes of workforce

planning that may include cost reduction or talent management.

Commentary: Involuntary Termination Rate measures employer-initiated terminations

relative to the size of the workforce. It reflects the extent to which the organization has
intentionally terminated employees through performance management outcomes,
organizational skill adjustment, or downsizing efforts. A result of 15% means that
involuntary terminations equated to 15% of the workforce.
Interpretation:
Formula Data Item Terminations.Involuntary

Import Details
Data Source - Field

Import Details
Data Source - Field

18. Workforce
18.1 Staffing Rate- Less than 1 Year Tenure
HR Metric: Staffing Rate- Less than 1 Year Tenure
Formula: (End of Period Headcount.< 1-Year Tenure / End of Period Headcount) * 100
Description: Percentage of employees at the end of the period that have less than one year
of tenure.
Commentary: A result of 10% means that 10% the employee population has less than 1 year
of tenure. High levels of less than 1 year of tenure could be a result of rapid growth. More
likely, high levels of less than 1 year of tenure is a result of staffing to replace high turnover.
Interpretation:
Formula Data Item End of Period Headcount.< 1-Year Tenure

Import Details
Data Source - Field

Import Details
Data Source - Field
18.2 Organization Tenure Staffing Breakdown
HR Metric: Organization Tenure Staffing Breakdown
Formula: (End of Period Headcount.[Tenure] / End of Period Headcount) * 100
Description: Distribution of headcount by organizational tenure at the end of the reporting

period.
Commentary: Organization Tenure Staffing Breakdown indicates the percentages of the

workforce that fall within various tenure groupings. Graphically, the data are presented as a
percentage of the total workforce, i.e., a stacked bar graph.
Interpretation:
Formula Data Item End of Period Headcount.[Tenure]

Import Details
Data Source - Field

Import Details
Data Source - Field
18.3 Average Workforce Tenure
HR Metrics: Average Workforce Tenure
Formula: Total Workforce Tenure / End of Period Headcount
Description: The average tenure of the workforce at the end of the reporting period.
Commentary: A result of 5.2 means that the average employee has an organizational tenure
of 5.2 years.
Interpretation:
Formula Data Item Total Workforce Tenure

Import Details

Data Source - Field


Import Details
Data Source - Field
18.4 Staffing Rate- Union Employees
HR Metric: Staffing Rate- Union Employees
Formula: (End of Period Headcount.Union / End of Period Headcount) * 100
Description: Union employees as a percentage of total headcount at the end of the period.
Commentary: A result of 30% indicates that 30% of employees are affiliated with a labor
union.
Interpretation:
Formula Data Item End of Period Headcount.Union

Import Details
Data Source - Field

Import Details
Data Source - Field
18.5 Staffing Rate- Temporary

HR Metric: Staffing Rate- Temporary
Formula: (FTE.Temporary / FTE) * 100
Description: Temporary employees as a percentage of the total full-time equivalent

workforce.
Commentary: Staffing Rate——Temporary indicates the percentage of the organization’’s

full-time equivalent workforce that is classified as ““temporary,”” as opposed to ““regular.””
Temporary workers are those who may be employed for a limited duration or those that are
otherwise sourced from a temporary employment agency to fulfill short-term staffing needs.
Interpretation:
Formula Data Item FTE.Temporary

Import Details
Data Source - Field

Import Details
Data Source - Field
18.6 Staffing Rate- Revenue Generating
HR Metric: Staffing Rate- Revenue Generating
Formula: (FTE.Revenue Generating / FTE) * 100
Description: Full-time equivalent employees in revenue-generating roles as a percentage of

all full-time equivalent employees.
Commentary: A result of 20% indicates that one of every five employees serves in a role that
creates revenue for the organization.

Interpretation:
Formula Data Item FTE.Revenue Generating

Import Details
Data Source - Field

Import Details
Data Source - Field
18.7 Staffing Rate- Part Time
HR Metric: Staffing Rate- Part Time
Formula: (End of Period Headcount.Part Time / End of Period Headcount) * 100
Description: Part-time employees as a percentage of the total workforce.
Commentary: A result of 5% means that five of every one hundred employees are classified
as part time.
Interpretation:
Formula Data Item End of Period Headcount.Part Time
Import Details
Data Source - Field


Import Details
Data Source - Field
18.8 Staffing Rate- Managerial
HR Metric: Staffing Rate- Managerial
Formula: (End of Period Headcount.Manager / End of Period Headcount) * 100
Description: Managers as a percentage of total headcount at the end of the reporting

period.
Commentary: Managerial positions, for this measure, typically refer to positions with
managerial titles, regardless of whether those positions involve supervisory responsibility. A
result of 20% means that 20% of all employees occupy managerial positions.
Interpretation:
Formula Data Item End of Period Headcount.Manager

Import Details
Data Source - Field

Import Details
Data Source - Field
18.9 Staffing Rate- Customer Facing
HR Metric: Staffing Rate- Customer Facing
Description: Full-time equivalent employees in customer-facing roles as a percentage of all

full-time equivalent employees.

Formula: (FTE.Customer Facing / FTE) * 100
Commentary: A result of 50% indicates that one of every two employees has direct contact
with customers in their job role.
Interpretation:
Formula Data Item FTE.Customer Facing

Import Details
Data Source - Field

Import Details
Data Source - Field
18.10 Staffing Rate- Corporate
HR Metric: Staffing Rate- Corporate
Formula: FTE.Corporate / FTE * 100
Description: Corporate full-time equivalent employees as a percentage of total full-time

equivalent employees.
Commentary: Staffing Rate——Corporate indicates the percentage of the workforce that

belongs to a corporate function. Corporate functions typically include HR, finance, legal,
information technology, marketing, investor relations, corporate communications, facilities,
real estate, procurement, and other functions that are essentially shared by the various
business lines of the organizations. A result of 30% means that 30% of employees belong to
such staff functions as opposed to line units.

Interpretation:
Formula Data Item FTE.Corporate

Import Details
Data Source - Field

Import Details
Data Source - Field
18.11 Function Staffing Breakdown
HR Metric: Function Staffing Breakdown
Formula: (End of Period Headcount.[Function] / End of Period Headcount) * 100
Description: Distribution of headcount by function at the end of the reporting period.
Commentary: Function Staffing Breakdown provides the percentages of the workforce

staffed within each organizational function, such as sales, finance, information technology,
engineering, manufacturing, etc. Graphically, the data are presented as a percentage of the
total workforce, i.e., a stacked bar graph.
Interpretation:
Formula Data Item End of Period Headcount.[Function]

Import Details
Data Source - Field



Import Details
Data Source - Field
18.12 Employment Level Staffing Breakdown
HR Metric: Employment Level Staffing Breakdown
Formula: (End of Period Headcount.[Employment Level] / End of Period Headcount) * 100
Description: Distribution of headcount by employment level (e.g., exempt/non-exempt or

salaried/hourly) at the end of reporting period.
Commentary: Employment Level Staffing Breakdown provides the percentages of the

workforce within each employment level, typically exempt and non-exempt within a U.S.
workforce (alternatively, salaried and hourly). Graphically, the data are presented as a
percentage of the total workforce, i.e., a stacked bar graph.
Interpretation:
Formula Data Item End of Period Headcount.[Employment Level]

Import Details
Data Source - Field

Import Details
Data Source - Field
18.13 Employee Ownership Rate
HR Metric: Employee Ownership Rate
Formula: (End of Period Headcount.Equity Owners / End of Period Headcount) * 100

Description: Employees who own company equity as a percentage of total headcount at the
end of the reporting period.
Commentary: A result of 30%, for example, means that 30% of employees own some
portion of the company’s equity.
Interpretation:
Formula Data Item End of Period Headcount.Equity Owners

Import Details
Data Source - Field
Formula Data Item

Import Details
Data Source - Field
18.14 EEO Job Category Staffing Breakdown
HR Metric: EEO Job Category Staffing Breakdown
Formula: (End of Period Headcount.[EEO Job Category] / End of Period Headcount) * 100
Description: Distribution of headcount by EEO Job Category at the end of reporting period.
Commentary: EEO Job Category Staffing Breakdown provides the percentages of the
workforce within each EEO job category for United States employers who report workforce
figures to the Equal Employment Opportunity Commission. Graphically, the data are
presented as a percentage of the total workforce, i.e., a stacked bar graph.
Interpretation:

Formula Data Item End of Period Headcount.[EEO Job Category

Import Details
Data Source - Field

Import Details
Data Source - Field
18.15 Customer-Facing Time Rate
HR Metrics: Customer-Facing Time Rate
Formula: (Workdays.Customer Facing / Workdays) * 100
Description: Number of workdays devoted to customer-facing activities as a percentage of

total workdays.
Commentary: This measure is similar to Staffing Rate——Customer Facing but views

customer- facing activities at a more granular level. An employee may be in a customer-
facing role but only spend 10% of his or her time actually communicating with customers.
This measure adopts a stricter view by analyzing percentage of time spent by any employee
with customers.
Interpretation:
Formula Data Item Workdays.Customer Facing

Import Details
Data Source - Field


Import Details
Data Source - Field
18.16 Average Span of Control
HR Metric: Average Span of Control
Formula: Total Span of Control.All Supervisors / End of Period Headcount.Supervisors
Description: Average number of direct reports for each supervisor.
Commentary: A result of five means that supervisors have an average of five direct reports.
Interpretation:
Formula Data Item Total Span of Control.All Supervisors

Import Details
Data Source - Field
Formula Data Item End of Period Headcount.Supervisors

Import Details
Data Source - Field
18.17 Staffing Rate- Multilingual
HR Metric: Staffing Rate- Multilingual
Formula: (End of Period Headcount.Multilingual / End of Period Headcount) * 100
Description: Percentage of employees at the end of the period that speak more than one

language.
Commentary: A result of 20% means that 20% of employees speak at least two languages.
An organization may also create variations on this measure that relate to specific languages,
e.g., Staffing Rate——Spanish Speaking.
Interpretation:
Formula Data Item End of Period Headcount.Multilingual

Import Details
Data Source - Field

Import Details
Data Source - Field
18.18 Staffing Rate- Minority
HR Metric: Staffing Rate- Minority
Formula: (End of Period Headcount.Minority / End of Period Headcount) * 100
Description: Percentage of employees at the end of the period that represent ethnic
minorities.
Commentary: A result of 25% means that 25% of employees are identified as part of an
ethnic minority group (usually all non-Caucasian ethnic groups).
Interpretation:
Formula Data Item End of Period Headcount.Minority



Import Details
Data Source - Field

Import Details
Data Source - Field
18.19 Staffing Rate- Female
HR Metric: Staffing Rate- Female
Formula: End of Period Headcount.Female / End of Period Headcount * 100
Description: Percentage of employees at the end of the period that are female.
Commentary: Staffing Rate——Female indicates the percentage of the workforce

represented by females. A result of 40% means that 40% of employees are female.
Interpretation:
Formula Data Item End of Period Headcount.Female

Import Details
Data Source - Field

Import Details
Data Source - Field

18.20 Staffing Rate- Disability
HR Metric: Staffing Rate- Disability
Formula: (End of Period Headcount.Disability / End of Period Headcount) * 100
Description: Percentage of employees at the end of the period who have disabilities.
Commentary: Staffing Rate——Disability indicates the percentage of the organization's

employees that identify themselves as having a disability. A result of 2% means that 2 of
every 100 employees identifies as having a disability.
Interpretation:
Formula Data Item End of Period Headcount.Disability

Import Details
Data Source - Field

Import Details
Data Source - Field

Sample HR Metrics PDF

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Sample HR Metrics PDF

Uploaded by

Copyright:

Available Formats

Sample Human Resource Metrics

Sample Human Resource

Template for Compiling a Unified Database and

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 1

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 2

3.18 Bonus Compensation Rate ........................................................................................................ 31

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 3

7.10 HR Revenue Expense Rate ........................................................................................................ 54

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 4

10.4 Intangible Asset Value Per FTE.................................................................................................. 80

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 5

14.4 New Position Recruitment Ratio ............................................................................................. 105

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 6

16.9 Training Channel Delivery Mix ................................................................................................ 128

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 7

18.14 EEO Job Category Staffing Breakdown.................................................................................. 154

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 8

1.1 Unscheduled Absence Rate

HR Metric: Unscheduled Absence Rate

Formula: (Unscheduled Absence Days / Workdays) * 100

Description: Unscheduled Absence days a percentage of total workdays.

Dashboard: Time series – bar chart

Organisation Analysis: By company/division/department – drill down to individual

Interpretation: Increase in unscheduled absence could indicate a job dissatisfaction

Formula Data Item Unscheduled Absence Days

Formula Data Item Workdays

1.2 Unscheduled Absence Days Per Employee

HR Metric: Unscheduled Absence Days Per Employee

Formula: Unscheduled Absence Days / Average Headcount

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 9

Dashboard: Time series – bar chart

Organisation Analysis: By company/division/department – drill down to individual

Formula Data Item Unscheduled Absence Days

Formula Data Item Average Headcount

1.3 Unscheduled Absence Breakdown

HR Metric: Unscheduled Absence Breakdown

Formula: (Unscheduled Absence Days.[Type] / Unscheduled Absence Days) * 100

Description: Distribution of unscheduled absences by type, including sick leave, workplace

Commentary: Unscheduled Absence Breakdown indicates the composition of unscheduled

Dashboard: Time series – bar chart

Organisation Analysis: By company/division/department – drill down to individual

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 10

Formula Data Item Unscheduled Absence Days.[Type]

Formula Data Item Unscheduled Absence Days

1.4 Schedule Flexibility Rate

HR Metric: Schedule Flexibility Rate

Formula: (End of Period Headcount.Flexible Work Schedule) / End of Period Headcount) *

Description: Employees with a flexible work schedule as a percentage of total employees.

Commentary: A result of 10 indicates that 10% of the workforce participates in a flexible

Dashboard: Time series – bar chart

Organisation Analysis: By company/division/department – drill down to individual

Formula Data Item End of Period Headcount.Flexible Work Schedule

Formula Data Item End of Period Headcount

Competitive Edge Technology – January 2012 – www.cet-hr.com Page 11

1.5 PTO Utilization Rate

HR Metric: PTO Utilization Rate

Formula: (PTO Hours.Used / PTO Hours.Accrued) * 100

Dashboard: Time series – bar chart

Organisation Analysis: By company/division/department – drill down to individual

Formula Data Item PTO Hours.Used

Formula Data Item PTO Hours.Accrued

1.6 Compensation Value of Unscheduled Absences Per FTE

HR Metric: Compensation Value of Unscheduled Absences Per FTE