Number of Positions and Key Positions Number of Key Positions with no successors Breakdown of successors readiness for Key Positions Average successor bench strength Number of successors who are part of a Talent Group Number of successors who are high performers or high potentials Number of employees who are in Talent Groups Performance breakdown for last 5 years Potential breakdown for last 5 years Gender breakdown of successors and incumbents Nationality breakdown of successors and incumbents Competency and proficiency breakdown
Number of Entries, Promotions, Lateral Moves, Organizational Changes, and Leavers FTE for Headcount, Entries, Lateral Moves, Promotions, Organizational Changes, and Leavers Newly staffed positions and key positions Newly staffed positions and key positions staffed with successors, non- successors, and new hires Staffed positions and key positions Breakdown of bench strength for positions and key positions Talent Ratio (employees : employees in Talent Groups) FTE for Talents and Talent Ratio Average Headcount per Talent Group Number of leavers per Talent Group Leaving Rate per Talent Group Employees recently assigned to Talent Groups (nominated and approved) Delimited and expired assignments (nominated and approved) Number and ratio of Talent Assessments Number and ratio of employees with or without selected qualifications Number of employees without qualifications Number and ratio of positions with or without selected qualifications Number of positions without qualifications 2 Number of employees who have not taken a learning course Number of employees who have taken at least one learning course Number of bookings and unique courses types booked Total and average training hours and days Total and average cost of training Total participation fees, cancellation fees and combined fees Total and average total compensation Average compensation per Talent Group Total compensation per employee Average new salary First planned amount and first planned amount per year First planned compensation percentage Guideline amount and percentage Maximum guideline amount, number and percentage Minimum guideline amount, number and percentage Guideline amount versus compensation amount Guideline number versus compensation number First planned amount versus compensation amount First planned number versus compensation number
Ratio, Number and Status of Appraisals Ratio, Number and Status of Talent Assessments Ratio, Number and Status of Employee Assessments Number of Learners Number of Completed Course Appraisal Documents Number of Learners Who Did Not Complete an Appraisal Document Number of Partially Compliant Employees Employees Whose Qualifications Expire in x Days Number of Non-Compliant Employees with Booking or No Booking Number of Fully Compliant Employees Number of Unique Course Types Booked Number of Bookings Total Participation Fee Total Cancellation Fee Total Fee Average Total Fee Average of All Learning Group Criteria Values Average of All Learning Criteria Values Average of the Best Value rating and the worst value rating for the Criteria / 3 Criteria Group Best and Worst Values for the Criteria / Criteria Group Total Number of Learners Who Have Booked for the Course Total Number of Learners Who Have Appraised the Course Percentage and Number of Employees With a Completed Compensation Process (with or without Budget) Percentage and Number of Organizational Units With a Completed Compensation Process (with or without Budget) Budgeted, Distributed and Remaining Amounts Budgeted, Distributed and Remaining Awards
The ODP analytics can also be broken down by various variables. An example list for the Status Monitor for Talent Assessments is:
Company Code Assessment Template Assessment Process Employee Group Employee Subgroup Personnel Subarea Current Calendar Day Pay Scale Group Pay Scale Level Status Personnel Area Organizational Unit
Vacant positions Time to fill Quality of hire (No. of leavers v performance of new hires in 1st year) Internal fill rate Offer acceptance rate Open requisitions Performance and Potential Promotions and demotions Lateral moves for talents and non-talents Job rotation and movement Average training hours Key positions 4 Bench Strength Readiness of succession Talents in key positions Quality of succession (what % of successors are selected to fill key positions) Personnel cost per cost type Average talent compensation Talent training cost analysis Education costs Number of training days Training methods
External Hire Rate Internal Hire Rate Internal Placement Rate (Internal Hires as a percentage of total internal & external hires) Net Hire Ratio (number of external hires for every one terminated employee) Net Hire Ratio - Silents & Boomers/Generation XY (ratio of mature net hires to generation XY net hires) Recruitment Source Ratio (number of internal hires for every one external hire) Rehire Rate Career Path Ratio In (number of employees internally promoted for every one employee internally transferred) Career Path Ratio Out (number of promotions out for every one transfer out) Promotion Rate In (percentage of promotions in per employee) Promotion Rate Out (percentage of promotions out per employee) Promotion Speed Ratio (the average position tenure in years prior to promotion) Performance Appraisal Participation Rate (percentage of eligible employees who participated in performance appraisal during the period) Total Performance Appraisal Occurrences (total number of performance appraisals received by eligible employees during the period) Number of Employees Reviewed (number of employees who received a performance review during the period) Employees Eligible for Review (number of employees due for a review during the period) Average Performance Appraisal Rating Current High Performers (employees with a current Rating of High) Previous High Performers: (employees with a previous Rating of High) High Performer Growth Rate Employee Turnaround Rate (percentage of previously rated poor performers 5 whose rating increased to average or above this period) Employee Downgrade Rate (percentage of participants whose rating decreased relative to the previous rating) Employee Upgrade Rate (percentage of participants whose rating increased relative to the previous rating) Performance Appraisal Rating Static (participants whose most recent rating was the same as their previous rating) Performance Based Pay Differentials (average base compensation paid to top performers for every dollar paid to mid or low performers) Average Salary per employee Total Average Annual Salary Total Average Annual Salary per FTE Total Compensation Expense Average Salary - High Performers Average Salary - Non High Performers
In fact, all of the analytics in Workforce Analytics can be broken down against various variables, including biographical information like gender, etc: