← HR Metrics·Workforce Planning
Contingent Workforce Ratio
Ratio of contingent to permanent workers
How it’s computed
COUNT(contingent) / COUNT(all)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Contingent Workforce Ratio can tell roughly 25 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to workforce planning
{mover} is becoming a bigger share of who you are
workforce-composition · T1
{mover} is fading from the mix
workforce-composition · T1
One unit is over-managed
workforce-composition · T1
Retention is working
retention · T1
Spans are stretched thin in one corner
workforce-composition · T1
The mix is holding steady
workforce-composition · T1
The organization you have isn't the one you had
workforce-composition · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Complex organizations are multifaceted compilations of workforce segments. If an organization does not rigorously identify and qualify its workforce populations, it cannot act on differences in relative value contribution or design programs that reflect varying workforce needs…”
— The Compensation Handbook (6th ed.)match 59%
“Mercer’s 2014 “Total Rewards Snapshot Survey” reveals that flexible hours and telecommuting are the most prevalent flexible work options, with 76 percent of surveyed organizations allowing professional employees the ability to flextime and 70 percent offering professional…”
— The Compensation Handbook (6th ed.)match 56%
“A company with 2000 employees, and 1000 new and replacement hires, would have an Accession Ratio of 0.5 (1000/2000= 0.50). A high Accession Ratio usually means delays which will lower engagement, increase cost and reduce productivity.Climate Culture Rating : This refers to the…”
— Predictive HR Analyticsmatch 54%
Resources: The Compensation Handbook (6th ed.) · Predictive HR Analytics