Lab Briefing & Learning Goals
Target: Balance supply & demand gaps (±100 FTEs), increase workforce productivity > 110%, lower attrition < 10%, and optimize Total Rewards (Pay, Training, Benefits) while managing PIP risk within your budget.
Available Supply
4,440
Total Available FTEsStaffing Gap
-410 FTE
Deficit DetectedProductivity Index
100%
Target: > 110%Skills Gap Index
28%
Target: < 18%Attrition Rate
12.5%
Annual TurnoverTotal Budget
$385.0M
Target LimitRisk Score
74 / 100
Operational Risk
Million
Users can input any custom financial constraint.
1. Workforce Planning Levers
Medium (+200 FTE/yr)
5%
$2.0M
2. Total Rewards Portfolio
PM & Rewards
2.0%
$3.0M
$1.5M
Quarterly
Workforce Supply vs Demand Projection
10-Year Multi-Year ModelAuto-Generated Executive Summary
Learning Reflection: Total Rewards & PIPs
- Long-Term Horizon Analysis: How do compounding annual recruitment, attrition, and merit pay choices change capacity gaps over a 10-year horizon compared to a 1-year view?
- Total Rewards Portfolio: How does balancing non-financial rewards (Training, Development, Benefits) lower turnover compared to relying exclusively on base salary increases?
- PIP Consequence Management: What happens to the Total Reward payout when an employee rating drops below 90% into PIP status?