Workforce measures

A workforce measure is a line attached to a dated snapshot. It can carry a description, quantity, amount, observation date, as-of date and source reference. It also has fields for headcount, hires, separations, average headcount, hiring cost and the privacy threshold. Those fields let the owner show what was observed or assigned instead of leaving a reviewer with a single unexplained total.

The snapshot itself stores the headline values. During review, compare the lines with that headline and with the stated organization unit and reporting date. A measure marked Pending belongs in a review queue. Accepted and Rejected are separate outcomes, so a disputed input can remain visible without silently becoming part of an accepted result.

• Source. Keep a reference to the record or outside confirmation behind each material value.
• Cutoff. Compare observation and as-of dates before combining lines in a period result.
• Outcome. Record whether a line is pending, accepted or rejected before relying on it.

The employee records provide the underlying hire, employment status and termination dates. Requisitions, applications and offers give hiring context. A hiring cost value is a recorded amount on the snapshot or measure; agree its source and definition before comparing it with another unit. The app also has external reconciliation records that hold expected and confirmed amounts, currency, value date, evidence reference and match status.

Define the population for headcount and average headcount, the period used for hires and separations, and the expense categories included in hiring cost. Decide how to treat a correction made after publication. Establish the privacy threshold used for a small group before exposing a breakdown. Use the same agreed unit mapping and as-of basis for a group result and its parent snapshot.

Give the owner a way to explain differences between a measure line and an external confirmation. A reconciliation can be Pending, Matched, Difference or Reversed. Those values tell the team what to investigate; they do not themselves decide whether the workforce result is suitable to publish. A review decision belongs to the snapshot revision.

Choose a period with a new hire and a departure. Compare the employees’ dates and history events with the hire and separation measures for the unit. Add a source reference for each value. If a hiring cost amount differs from an externally confirmed amount, keep the difference on the reconciliation and open a follow-up action for the owner. Have a reviewer examine the revised snapshot values after the discrepancy is resolved or explained.

• Measures needing a decision — Pending lines with source references and workforce values.
• Snapshot review status — The owner, revision and review position for each reporting cut.

Follow Measure validation to reconcile figures before the Workforce snapshot review.