change_management_metrics_tool

Tool Summary Tool Title: Change Management Metrics Tool Source: Corporate Leadership Council, The Metrics Standard Purpose: This tool lists common metrics that HR can use to measure change outcomes and allows members it in measurements before the change and after the change to calculate impact. User Guidelines: 1) The worksheet tabs correspond to a group of metrics: staffing, retention, capability, compensation environment, HR service delivery, and workforce. 2) Within each worksheet, metrics are listed with corresponding recommended formulas. 3) There are columns next to each metric to input your measurement before the change initiative and a 4) The right-hand column with automatically calculate the percent change. 5) You can use your discretion as to which metrics to track over the change initiative; not every change will call for every metric listed. Example: Please refer to the following example for how to read the formulas in this tool: End of Period Headcount.Receiving Bonus / End of Period Headcount.Bonus Eligible * 100 Bonus Receipt Rate The Bonus Receipt Rate can be calculated by: The number of employees (headcount) that receive a bonus at the end of a certain period divided by the number of employees that are bonus eligible at the end of the same period. As this will result in a percentage, multiply by 100 to get a whole number. Change Management Context: This tool allows organizations to quantitatively assess the impact of a change using common human ca and organizational metrics. By calculating the percent change in the metric specifically for the time pe after the change initiative, organizations can quickly and systematically gauge change impact. re change outcomes and allows members it input staffing, retention, capability, compensation and benefits, onding recommended formulas. measurement before the change initiative and after the change. ck over the change initiative; not every change project us at the end of a certain period divided by the total the same period. As this will result in a impact of a change using common human capital ange in the metric specifically for the time period before and systematically gauge change impact. Staff Metrics Recruit Employment Brand Strength External Hire Rate Net Hire Ratio New Position Recruitment Rate New Position Recruitment Ratio Recruitment Source Breakdown Recruitment Source Ratio Rehire Rate Internal M Career Path Ratio Cross-Function Mobility Internal Hire Rate Internal Placement Rate Lateral Mobility Promotion Rate Promotion Speed Ratio Transfer Rate Upward Mobility Staffing Eff Applicant Interview Rate Applicant Ratio Average Interviews per Hire Average Sign-On Bonus Expense Average Time to Fill Average Time to Start Interviewee Offer Rate Interviewee Ratio New Hire Failure Factor New Hire Performance Satisfaction New Hire Satisfaction with Recruiting Offer Acceptance Rate On-Time Talent Delivery Factor Recruitment Cost per Hire Recruitment Expense Breakdown Referral Conversion Rate Referral Rate Sign-On Bonus Rate Staffing Formula/ Definition. Recruitment Survey Results External Hires / Average Headcount * 100 External Hires / Terminations Hires.New Positions / Average Headcount * 100 Hires.New Positions / Hires.Replacement Positions External Hires.[Source Group] / External Hires * 100 Internal Hires / External Hires Rehires / External Hires * 100 Internal Movement Promotions / Transfers Internal Movements.Function Change / Internal Movements * 100 Internal Movements / Average Headcount * 100 Internal Hires / (External Hires + Internal Hires) * 100 Transfers / Internal Movements * 100 Promotions / Average Headcount * 100 Total Position Tenure Prior to Promotion / Promotions Transfers / Average Headcount * 100 Promotions / Internal Movements * 100 Staffing Effectiveness Applicants.Interviewed / Applicants * 100 Applicants / Offers.Accepted Interviews.Applicants.Offers.Accepted / Applicants.Offers.Accepted Sign-On Bonus Expense / External Hires.Sign-On Bonus Total Days to Fill / Offers.Accepted Total Days to Start / Hires Offers.Extended / Applicants.Interviewed * 100 Applicants.Interviewed / Offers.Accepted Terminations.Short Tenure / External Hires * 100 Survey Results Survey Results Offers.Accepted / Offers.Extended * 100 Total Days Deviation from Need-By Date / Offers.Accepted Recruitment Expense / Hires Recruitment Expense.[Type] / Recruitment Expense * 100 External Hires.Referrals / Referrals * 100 Referrals / Average Headcount * 100 External Hires.Sign-On Bonus / External Hires * 100 Staffing Measurement before the change initiative Measurement after the change initiative Percentage change. Recruitment 10 8 20.00% #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! nternal Movement #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! affing Effectiveness #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! Reten Metrics Turn Involuntary Termination Rate New Hire Turnover Contribution Retention Rate Termination Breakdown by Performance Rating Termination Rate Termination Reason Breakdown Voluntary Termination Rate Employee E Employee Commitment Index Employee Engagement Index Employee Retention Index Market Opportunity Index Offer Fit Index Cost of T Average Termination Value Average Voluntary Termination Value Termination Value per FTE Turnover Cost Rate—< 1-Year Tenure Retention Formula/ Definition. Measurement before the change initiative Turnover Terminations.Involuntary / Average Headcount * 100 Terminations.Short Tenure / Terminations * 100 (Start of Period Headcount + External Hires – Terminations ) / (Start of Period Headcount + External Hires)*100 Terminations.[Performance Rating] / Terminations * 100 Terminations / Average Headcount * 100 Terminations.[Termination Reason] / Terminations * 100 Terminations.Voluntary / Average Headcount * 100 Employee Engagement Survey Results Survey Results Survey Results Survey Results Survey Results Cost of Turnover Total Termination Value / Terminations Total Termination Value.Voluntary / Terminations.Voluntary Total Termination Value / FTE Total Termination Value.< 1-Year Tenure / Total Termination Value Measurement after the change initiative Percentage change. #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! Cap Metrics Performan Average Performance Appraisal Rating Employee Turnaround Rate Employee Upgrade Rate High Performer Growth Rate Peer Review Rate Performance Appraisal Participation Rate Performance Rating Distribution Performance-Based Pay Differential Performance Contingent Pay Prevalence Self Review Rate Upward Review Rate Education a Development Program Penetration Rate Educational Attainment Breakdown Staffi ng Rate—Graduate Degree Staffi ng Rate—High Potential Tuition Reimbursement Request Rate Managemen Cross-Function Mobility—Managers Employee Satisfaction with Leadership LDP Prevalence Rate Manager Instability Rate Manager Quality Index Positions Without Ready Candidates Rate Successor Pool Coverage Successor Pool Growth Rate Tr Average Training Class Size E-Learning Abandonment Rate Employee Satisfaction with Training Training Channel Delivery Mix Training Course Content Breakdown Training Expense per Employee Training Hours per FTE Training Hours per Occurrence Training Penetration Rate Training Quality Training Staff Ratio Training Total Compensation Expense Rate Capability Formula/ Definition. Measurement before the change initiative Performance Management Total Performance Appraisal Rating / Performance Appraisal Occurrences Performance Appraisal Participants.Previous Rating Low.Rating Increase / Performance Appraisal Participants.Previous Rating Low * 100 Performance Appraisal Participants.Rating Increase / Performance Appraisal Participants * 100 Performance Appraisal Participants.Rating High / Performance Appraisal Participants.Previous Rating Non-High * 100 End of Period Headcount.Peer Review / End of Period Headcount.Eligible for Peer Review * 100 End of Period Headcount.Appraisal Eligible.Performance Appraisal / End of Period Headcount. Appraisal Eligible * 100 Performance Appraisal Occurrences.[Rating] / Performance Appraisal Occurrences * 100 Average Direct Compensation.High Performers / Average Direct Compensation.Non-High Performers End of Period Headcount.Performance Contingent Compensation / End of Period Headcount * 100 End of Period Headcount.Self Reviews / End of Period Headcount.Eligible for Self Review * 100 Managers.Upward Reviews / Managers.Eligible for Upward Review * 100 Education and Development Development Program Participants / End of Period Headcount.Eligible for Development Programs * 100 End of Period Headcount.[Degree Level] / End of Period Headcount * 100 End of Period Headcount.Graduate Degree / End of Period Headcount * 100 End of Period Headcount.High Potential / End of Period Headcount * 100 Distinct Employees.Tuition Reimbursement Requests / Average Headcount * 100 Management and Leadership Internal Movements.Managers.Cross-Function / Internal Movements.Managers * 100 Survey Results End of Period Headcount.Manager.LDP / End of Period Headcount.Manager * 100 End of Period Headcount.>1 Supervisor in Previous 1-Year Period / End of Period Headcount * 100 Survey Results End of Period Headcount.Manager.Succession-Applicable.No Ready Candidate / End of Period Headcount. Manager.Succession-Applicable * 100 End of Period Headcount.Successor Pool / End of Period Headcount.Manager.Succession-Applicable * 100 (Headcount.Successor Pool – Headcount.Successor Pool.Prior Year) / Headcount.Successor Pool. Prior Year * 100 Training Total Training Participants / Courses Conducted E-Learning Courses Initiated.Abandoned / E-Learning Courses Initiated * 100 Survey Results Distinct Courses Offered.[Delivery Type] / Distinct Courses Offered * 100 Distinct Courses Offered.[Content Type] / Distinct Courses Offered * 100 Training Expense / Average Headcount Total Training Hours / FTE Total Training Hours / Training Occurrences Employees Completing Course(s) / Total Employees to Be Trained * 100 Survey Results Average Headcount / FTE.Training Function Training Expense / Total Compensation Expense * 100 Measurement after the change initiative Percentage change. #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! Compensation Metrics Compe Average Annual Salary per FTE Average Cost Rate of Contractors Average Hourly Rate Bonus Actual to Potential Rate Bonus Compensation Rate Bonus Eligibility Rate Bonus Receipt Rate Compensation Satisfaction Index Direct Comp Operating Expense Rate Direct Compensation Breakdown Direct Compensation Expense per FTE Market Compensation Ratio Overtime Expense per FTE Overtime Rate Total Compensation Expense per FTE Upward Salary Change Rate Ben Benefi ts Expense per FTE Benefi ts Expense Type Breakdown Benefi ts Operating Expense Rate Benefi ts Satisfaction Index Benefi ts Total Compensation Rate Equ Average Number of Options per Employee Equity Incentive Value per Employee Net Proceeds of Options per Employee Exercising Number of Options Exercised per Employee Stock Incentive Eligibility Rate Compensation and Benefits Formula/ Definition. Measurement before the change initiative Compensation Total Annual Salary / FTE Total Contractor Expense / Average Contractor Count Total Compensation Expense / Work Hours Direct Compensation Expense.Bonus / Bonus Potential * 100 Direct Compensation Expense.Bonus / Direct Compensation Expense * 100 End of Period Headcount.Bonus Eligible / End of Period Headcount * 100 End of Period Headcount.Receiving Bonus / End of Period Headcount.Bonus Eligible * 100 Survey Results Direct Compensation Expense / Operating Expense * 100 Direct Compensation Expense.[Compensation Type] / Direct Compensation Expense * 100 Direct Compensation Expense / FTE Direct Compensation Expense / Market Comparable Direct Compensation Overtime Expense / FTE Overtime Expense / Direct Compensation Expense * 100 Total Compensation Expense / FTE End of Period Headcount.Base Salary Increase / End of Period Headcount * 100 Benefits Benefi ts Expense / FTE Benefi ts Expense.[Benefi t Type] / Benefi ts Expense * 100 Benefi ts Expense / Operating Expense * 100 Survey Results Benefi ts Expense / Total Compensation Expense * 100 Equity Stock Options.Granted / Average Headcount.Stock Option Eligible * 100 Equity Incentive Value / Average Headcount.Equity Incentive Eligible Stock Option Net Proceeds / Headcount.Stock Option Eligible.Exercised Stock Options.Exercised / End of Period Headcount. Stock Option Eligible End of Period Headcount.Stock Incentive Eligible / End of Period Headcount * 100 Measurement after the change initiative Percentage change. #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! Envi Metrics Employ ADR Success Rate External Complaint Factor Grievance Rate Grievance Time to Resolve Industrial Dispute Absence Days per FTE Health Average Time Lost per H&S Incident H&S Expense Breakdown H&S Expense per FTE H&S Incident Type Breakdown H&S Incidents per 100 FTEs Lost Time Incident Rate Workers Compensation Premium per FTE Work-Related Injury Return Ratio Environment Formula/ Definition. Measurement before the change initiative Employee Relations Grievances.Resolved.ADR Process / Grievances.Resolved * 100 External Agency Complaints / Average Headcount * 100 Grievances / Average Headcount * 100 Days to Resolve / Grievances Unscheduled Absence Days.Industrial Dispute / FTE Health and Safety Working Days Lost / H&S Incidents H&S Expense.[Type] / H&S Expense * 100 H&S Expense / FTE H&S Incidents.[Type] / H&S Incidents * 100 H&S Incidents / 100 FTEs H&S Incidents.Lost Time / FTE Workers Compensation Premium / FTE Disability Returns / Disability Resignations Measurement after the change initiative Percentage change. #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! HR Servic Metrics HR E HR Expense Breakdown—Function HR Expense Breakdown—Type HR Expense per FTE HR Operating Expense Rate HR Revenue Expense Rate HR Revenue per HR Employee HR HR Technology Expense Rate HRIT Average Days to Entry HRIT Late Transaction Rate HRIT Transaction Error Rate Contac Average Handle Time Contact Center Satisfaction One-Call Resolution Rate Self-Service Penetration Rate Service Level Pay Average Overpayment Value Direct Deposit Participation Rate Overpayment Rate Payroll Error Rate Payroll Expense per Employee HR Service Delivery Formula/ Definition. Measurement before the change initiative HR Expense HR Expense.[HR Function] / HR Expense * 100 HR Expense.[Expense Type] / HR Expense * 100 HR Expense / FTE HR Expense / Operating Expense * 100 HR Revenue / HR Expense * 100 HR Revenue / HR FTE HRIT HR Expense.Technology / Technology Expense * 100 Total Days to Entry / HRIT Transactions Late HRIT Transactions / HRIT Transactions * 100 HRIT Transaction Errors / HRIT Transactions * 100 Contact Centre Total Work Time / Total Calls Survey Results Contacts Resolved In One Call / Total Contacts * 100 HR Transactions Conducted via Self-Service / Number of HR Transactions * 100 Calls Answered Within Specifi ed Seconds / Total Calls * 100 Payroll Total Value of Overpayments / Overpayments Payees Receiving Direct Deposits / Payees * 100 Overpayments / Total Checks Processed * 100 Payroll Errors / Total Checks Processed * 100 Payroll Expense / Average Headcount Measurement after the change initiative Percentage change. #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! Demo Metrics Wor Age Staffing Breakdown Average Workforce Age Ethnic Background Staffing Breakdown Gender Staffing Breakdown Staffing Rate—50+ Years Old Staffing Rate—Disability Staffing Rate—Female Staffing Rate—Minority Staffing Rate—Multilingual Stru Average Span of Control Customer-Facing Time Rate EEO Job Category Staffing Breakdown Employee Ownership Rate Employment Level Staffing Breakdown Function Staffing Breakdown Staffing Rate—Corporate Staffing Rate—Customer Facing Demographic Formula/ Definition. Measurement before the change initiative Workforce End of Period Headcount.[Age] / End of Period Headcount * 100 Total Workforce Age / End of Period Headcount End of Period Headcount.[Ethnic Background] / End of Period Headcount * 100 End of Period Headcount.[Gender] / End of Period Headcount * 100 End of Period Headcount.50+ Age / End of Period Headcount * 100 End of Period Headcount.Disability / End of Period Headcount * 100 End of Period Headcount.Female / End of Period Headcount * 100 End of Period Headcount.Minority / End of Period Headcount * 100 End of Period Headcount.Multilingual / End of Period Headcount * 100 Structural Total Span of Control.All Supervisors / End of Period Headcount.Supervisors Workdays.Customer Facing / Workdays * 100 End of Period Headcount.[EEO Job Category] / End of Period Headcount * 100 End of Period Headcount.Equity Owners/End of Period Headcount * 100 End of Period Headcount.[Employment Level] / End of Period Headcount * 100 End of Period Headcount.[Function] / End of Period Headcount * 100 FTE.Corporate / FTE * 100 FTE.Customer Facing / FTE * 100 Measurement after the change initiative Percentage change. #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!