← HR Metrics·Workforce Composition
Org Depth
Average reporting levels from individual contributor to CEO
How it’s computed
AVG(reporting_depth)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Org Depth 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 composition
{mover} is becoming a bigger share of who you are
workforce-composition · T1
{mover} is fading from the mix
workforce-composition · T1
A few people hold the whole network together
org-networks · T1
One unit is over-managed
workforce-composition · 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.
“One should go back to the design criteria for the organization and ask, “Where does this leader need to spend his or her time to bring these capabilities to life?” Options for Direct Report Structures Let’s look at three sets of alternatives that are common models for direct…”
— Leading Organization Designmatch 55%
“Table 31.1 provides a summary of possible outcomes of a CEO succession process. [image "Images" file=Image00090.jpg] Table 31.1 Outgoing CEO Circumstances: Internal versus External Candidates Relationship between Pay and Succession PlanningAlthough executive pay may not be the…”
— The Compensation Handbook (6th ed.)match 52%
“In a process that in HR speak is called job analysis and job evaluation , the team looked at all non-medical jobs, described the roles, and then assigned them to distinct levels. Quickly, it became clear that the analysis would need to focus more on the person than the job.…”
— Scaling Up Compensationmatch 52%
Resources: Leading Organization Design · The Compensation Handbook (6th ed.) · Scaling Up Compensation