Employee Central and ADP GlobalView HCM Metrics Pack NA

Employee Central and ADP
GlobalView HCM Metrics Pack

SuccessFactors NA
Workforce Analytics
Measure and Dimension Definitions
Employee Central and ADP GlobalView HCM Metrics Pack | NA www.successfactors.com
Version 1.0 | October 2014 Commercial in Confidence SuccessFactors
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www.successfactors.com Employee Central and ADP GlobalView HCM Metrics Pack | NA
Table of Contents
1. Overview ___________________________________________________________________ 4
1.1 Metric Methodology .................................................................................................................... 5
2. Drill to Detail ________________________________________________________________ 6
3. Glossary of Terms _____________________________________________________________ 7
4. Data Graphic Employee Central Core Workforce ________________________________________ 8
5. Data Graphic Employee Central Mobility _____________________________________________ 9
6. Data Graphic ADP GlobalView HCM _______________________________________________ 10
7. Base Input Measures __________________________________________________________ 11
8. Reporting Structures Core Workforce and Mobility ______________________________________ 13
8.1 Time Dimensions ..................................................................................................................... 15

8.2 Structural Dimensions ............................................................................................................... 16
8.3 Biographical / Diversity Dimensions ............................................................................................... 18
8.4 Employment Dimensions ............................................................................................................ 19
8.5 Payment Dimensions ................................................................................................................ 21
8.6 Compensation and Benefits Dimensions ......................................................................................... 22
8.7 Tenure Dimensions .................................................................................................................. 25
8.8 Position Tenure Dimension ......................................................................................................... 26
8.9 Recruitment Dimensions ............................................................................................................ 27
8.10 Separation Dimensions .............................................................................................................. 28
9. Derived Input Measures Core Workforce and Mobility ___________________________________ 29
10. Result Measures Core Workforce and Mobility ________________________________________ 31
SuccessFactors Commercial in Confidence Version 1.0 | October 2014
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1. Overview
SuccessFactors Data Transformation employs a modular design to enable Members to focus on those areas of
human capital metrics reporting that are most relevant to their organization. This metric pack focuses on
Employee Central data and ADP GlobalView HCM data to support the generation of relevant measures and
reporting breakdowns and is based on a highly structured framework that:
Defines a standard set of core metrics which includes a high percentage of commonly selected key
performance indicators (KPIs).
Defines a standard set of core business dimensions/hierarchies to support further analysis/breakdown of
measure values.
Maps requirements to a source set of core data items.
Includes templated extract programs and scripts for common computer systems.
Includes common business logic
Includes a default gallery of reporting templates.
This modular approach facilitates the sourcing of data and the calculation of measure values by significantly
reducing both the time to implement and the cost of providing a comprehensive reporting solution. The primary
output is a data warehouse ready to support the human capital management (HCM) reporting and analysis agenda
of the SuccessFactors Member organization.
Key business questions organizations will be able to answer through this metrics pack include:
How does our average annual salary compare to competitors? How does this compare across internal
demographic segments and lines of business?
How much higher or lower are our new hire salaries compared to current employee salaries? To others in
our industry?
What is the correlation between an employees bonus payout and retention rate? Is there a regional
difference?
Based on our workforce demographic, could we be offering a benefits package that is both more attractive
and less expensive than the current offerings?
How do our benefits expenses differ according to employee generations (Baby Boomers, Gen X, etc)?
What is our Total Labour Cost? How does it vary across lines of business or geographies?
What is the age profile across the organization? In the last four years has the magnitude of difference
increased, decreased, or remained the same?
What is the tenure profile across the organization? In the last four years has the magnitude of difference
increased, decreased, or remained the same?
Do we have knowledge management risks due to high age/ tenured employees or areas of high turnover?
What is our ratio of managerial to non-managerial staff? What is the distribution of the different management
levels (SVP, VP, Director) across the organisation?
What percentage of manger-level employees has no direct reports?
What is the diversity profile within our organization? How does it vary across our lines of business?
How many part-time, temporary or contract employees exist across our organization? What business units
rely on them most heavily?
What percentage of our workforce moves internally each year between lines of business or functional
areas?
What percentage of our workforce is promoted annually? How does this compare across demographic
segments (e.g. gender, minority, age, etc.) and lines of business?
Which lines of business or managers have the highest voluntary turnover rates? Is this a persistent or recent
phenomenon?
Which lines of business experience the greatest annual knowledge loss from terminations, transfers and
promotions combined? Separately?
Which lines of business or managers are the best developers of talent as measured by the promotions out
of their department? Which lines of business or managers are magnets for high potential employees as
evidenced by their transfer rate into various departments?
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What is our voluntary turnover rate among key executives, critical roles, hard to hire positions and top
performers?
What is our involuntary termination rate? What percentage of these actions are due to layoffs or
restructuring?
1.1 Metric Methodology

There is a defined set of source data fields which are extracted from Employee Central and ADP GlobalView HCM
system. These data items are processed by SuccessFactors Data Transformation, using predefined formulae and
business logic, to generate Base Input Measures and Dimension Hierarchies. These two components form the
basic building blocks of any business intelligence solution. Filtering of Base Input Measures by Dimension
Hierarchies generates a rich set of Derived Input Measures.
Finally, Derived Input Measures are combined in formulas to generate Result Measures (in percentages, ratios
etc.) which are commonly used in analysis and reporting, as well as in benchmark comparisons. The following
diagram graphically represents this process.
Base Input
SuccessFactors Data
Measures
Transformation
Source
Data Result
Derived
Measures
Fields Input
Measures
Dimension
Hierarchies
All Measures (Base Input, Derived Input and Result Measures) and Dimension Hierarchies (highlighted by dotted
box in above diagram) are available to support a SuccessFactors Members HCM reporting and analytics agenda.
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2. Drill to Detail
Drill to Detail functionality is provided via the SuccessFactors website and allows users to build data queries that
return the details of the individual employees meeting the criteria of the query. Using these results and the
standard website Query Workspace, analytical users can see how the transactional data feeds they provide to
SuccessFactors are transformed into the metrics presented on their Human Capital website.
Drill to Detail enables power users to quickly isolate individual pieces of data and to verify which employee data
records are included within a particular measure. It is also a valuable tool for project teams who routinely conduct
verification tasks via the website or who are required to handle requests from casual website users for
transactional information.
The Drill to Detail functionality (if applicable) is represented within this document using the following symbol .
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3. Glossary of Terms
This section contains a description of terms and acronyms that are used within this document.
Term Meaning
EOP End of Period
FTE Full Time Equivalent
Restricted inputs are non-accessible Derived Input Measures used in the calculation of result
Restricted Input measures. These inputs only appear on the Inputs page for a Result Measure and are not
available on the Contents menu.
SOP Start of Period
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4. Data Graphic Employee Central Core Workforce

Denotes
The following diagram provides a summary view of the Core Workforce Metrics Pack measurement framework. Drill to Detail functionality (if applicable).
Source Data Fields Base Input Measures Result Measures

Personal Data FTE Management Staffing Factor
Employee Identifier Average Headcount Derived Input Measures Managerial Staffing Ratio
Birth Date Staffing Rates
EOP Headcount / EOP FTE EOP Headcount <30 Years in Age
Gender Code EOP Headcount Inactive and Other Multiple breakdowns available refer to list of Result Measures
Ethnic Group Code EOP Headcount >50 Years in Age
SOP Headcount Staffing Ratio Managerial & Professional (EEO)
EOP Headcount Physically Challenged
Total Workforce Age Generation Ratios
Employment Data EOP Headcount Female
Total Workforce Tenure Multiple breakdowns available refer to list of Result Measures
Hire Date EOP Headcount Male
External Hires EOP Headcount Minority Male to Female Staffing Ratio
Service Date
Terminations EOP Headcount Minority Managerial (Restricted Male to Female Staffing Ratio Managerial versus Total
Termination Date
Total Workforce Annual Salary Input) Average Workforce Age
Termination Reason
Termination Annual Salary EOP Headcount Managerial & Professional Average Retirement Age
Recruitment Source
(EEO)
Dimensions/Hierarchies Average Workforce Tenure
SuccessFactors Data Transformation
Job History Data EOP Headcount Regular

Termination Value per Termination
Effective Date Time Period (Calender, Fiscal) EOP Headcount Temporary
Hierarchy 1 (Organizational Unit) EOP Headcount Part-Time External Hire Rate
Employment Type Code
Hierarchy 2 (Location) EOP Headcount Managerial Multiple breakdowns available refer to list of Result Measures
Exempt/Non-Exempt Code
Age / Generation EOP Headcount Non-Managerial External Hires Percent Minority
Organizational Unit Code
Critical Job Roles EOP Headcount <1 Years Tenure Rehire Rate
Disability EOP Headcount 15+ Years Tenure Net Hire Ratio
Configuration Data
EEO Job Category EOP Headcount - Approaching Retirement Net Hire Ratio Minority
Codes & Descriptions
Employment Level Eligibility Net Hire Ratio Silents & Boomers/Generation XY
Reporting Structures
Employment Status External Hires Minority Retention Rate
Employment Type / Duration Rehires Retention Rate Minority
Employment Type / Attendance Terminations Minority Termination Rate
Ethnic Background Terminations Involuntary Multiple breakdowns available refer to list of Result Measures
Gender Terminations Voluntary Retirement Rate
Grade / Band Terminations Voluntary (Less Retirements) Turnover Rate Tenure < 30/90 Days
Job Family / Job Function Terminations Voluntary (Minority) Turnover Rate Tenure < 6/12 Months
Minority Terminations Tenure <30/90 Days New Hire Failure Factor < 30/90 Days
Managerial / Non-managerial Terminations Tenure <6/12 Months New Hire Failure Factor < 6/12 Months
Organization Tenure Terminations Retirement Average Annual Salary per EOP Headcount / EOP FTE
Recruitment Source EOP Headcount /FTE Annual Salary Reported
Separation Reason (Restricted Input)
Salary Range
Risk of Loss /Impact of Loss Future Leaders
Veteran Status
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5. Data Graphic Employee Central Mobility

Denotes
The following diagram provides a summary view of the Mobility Metrics Pack measurement framework. Drill to Detail functionality (if applicable).

Occupancy Data Internal Hires Internal Hire Rate
Event Action Code Internal Movements (In & Out) Internal Exit Rate
(Movement Type) Internal Placement Rate
Promotions (In & Out)
Event Action Date Recruitment Source Ratio
Demotions (In & Out)
(Movement Date) Derived Input Measures Career Path Ratio
Transfers (In & Out)
Total Position Tenure prior to Exempt/Non-Exempt
Movements (In & Out)
Promotion (Restricted Input) Transfer Rate
Exempt/Non-Exempt
Promotion Rate
Exempt/Non-Exempt
Demotion Rate
Exempt/Non-Exempt
Dimensions/Hierarchies Promotion Rate
Female and Minorities
Recruitment Source Promotion Speed Ratio
Separation Reason Downward Mobility
Position Tenure Exempt/Non-Exempt
Upward Mobility
Exempt/Non-Exempt
Lateral Mobility
Exempt/Non-Exempt
Average Workforce Position Tenure
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6. Data Graphic ADP GlobalView HCM

The following diagram provides a summary view of the ADP GlobalView HCM measurement framework. Denotes Drill to Detail functionality (if applicable).

Compensation and Direct Compensation / Total Gross Salary Total Net Salary
Benefits Data Total Employee Deductions Net to Pay
Employee Identifier Total Net Adjustments Total Labour Cost
Compensation Amount Total Employer Contributions
Derived Input Measures Overtime Compensation Rate
Earning Code Total Accruals Overtime Expense Bonus Compensation Rate
Compensation Period Employees Receiving Salary Increase Bonus Expense Overtime Expense per FTE
Start Date Employees Receiving Bonus Base Compensation Expense Upward Salary Change Rate
Compensation Period Benefits Expense Employee Paid Direct Cost of Voluntary Termination
End Date Direct Cost of Voluntary Termination per FTE

Days Worked Benefits Expense per FTE
Hours Worked Direct Compensation per FTE
Potential Bonus Amount Base Compensation per FTE
Total Labour Cost per FTE
Configuration Data Average Accruals per FTE
Codes and Descriptions
Reporting Structures Dimensions/Hierarchies
Time Period (Calendar, Fiscal)

Hierarchy 1 (Organizational Unit)
Hierarchy 2 (e.g. Cost Centre)
Pay Component
Pay Component (Deductions and Adjustments)
Pay Component (Employer Contributions)
Stacked Bar KPIs
Compensation Breakdown
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7. Base Input Measures

The Employee Central and ADP Payroll measurement framework supports the generation of the following
Base Input Measures. Denotes Drill to Detail functionality (if applicable).
Measure
Base Input Measure Description
Category
The average number of people employed for the reporting
Average Headcount
period.
Actual number of people employed at the end of the reporting
EOP Headcount
period.
End of Period Headcount Actual number of people employed at the end of the reporting
Inactive and Other period not included in the standard End of Period Headcount.
Average number of full-time equivalent employees for the
FTE
reporting period.
Workforce Actual number of people employed at the start of the reporting

SOP Headcount
Profile period.
The combined workforce age for all employees at the end of
Total Workforce Age
the reporting period. Primary function is to support the
(Restricted Input)
calculation of Average Workforce Age.
The combined workforce tenure for all employees at the end
Total Workforce Tenure
of the reporting period. Primary function is to support the
(Restricted Input)
calculation of Average Workforce Tenure.
Total Workforce Position The combined position tenure for all employees at the end of
Tenure the reporting period. Primary function is to support the
(Restricted Input) calculation of Average Workforce Position Tenure.
The number of external hires into vacant positions during the
External Hires
period.
The number of employees who terminated their employment
Terminations
with the organization during the period.
The number of internal appointments into vacant positions
Internal Hires
during the period.
The number of internal movements into positions in the
Internal Movements - In
reported organization unit.
Internal Movements - The number of internal movements out of positions in the
Workforce Out reported organization unit.
Mobility The number of promotions into positions in the reported
Promotions - In
organization unit.
The number of promotions out of positions in the reported
Promotions - Out
organization unit.
The number of demotions into positions in the reported
Demotions - In
organization unit.
The number of demotions out of positions in the reported
Demotions - Out
organization unit.
The number of transfers into positions in the reported
Transfers - In
organization unit.
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Measure
Base Input Measure Description
Category
The number of transfers out of positions in the reported
Transfers - Out
organization unit.
The number of movements into positions in the reported
Movements - In
organization unit.
The number of movements out of positions in the reported
Movements - Out
organization unit.
Compensation Total Workforce Annual The combined annual salary for all employees at the end of
& Benefits Salary (Restricted Input) the reporting period.
Termination Annual The total annual salaries of employees that terminated in the
Salary period.
The direct cost of the employees to the employer, excluding
Direct Compensation / Benefits Expense /
Total Gross Salary The amount owed to the employee before deducting any tax
and contribution.
Count of employees identified as receiving bonus during the
Employees Receiving reporting period based on where the Bonus Expense is
Bonus populated. Alternatively an employee-level indicator for bonus
Workforce receipt might be included.
Productivity
Employees Receiving
Count on where Annual Salary increases.
Salary Increase
Total Employee
The sum of all employee deductions.
Deductions
Total Net Adjustments The sum of all adjustments (to be deducted from the Net
Salary).
Total Employer
The sum of all employer contributions.
Contributions
Total Accruals The sum of all accruals.
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8. Reporting Structures Core Workforce and Mobility

The Employee Central Metrics Pack measurement framework supports the generation of the following
dimension hierarchies.
Dimension Dimension /
Description
Category Hierarchy
Time Period / Allows analysis of measures across calendar years with
Calendar breakdowns at quarterly and monthly level.
Time
Allows analysis of measures across fiscal years with breakdowns
Time Period / Fiscal
at quarterly and monthly level.
Hierarchy 1 Allows analysis of measures across the organizations reporting
(Organizational Unit) structure with breakdowns for each level in the structure tree.
Structure Allows analysis of measures across another of the organizations
Hierarchy 2
reporting structures with breakdowns for each level in the
(e.g. Cost Centre)
structure tree.
Allows analysis of workforce measures by different demographic
Age
age groups.
Allows analysis of measures with a view to understanding how the
Disability
physically disabled are represented in an organization.
Allows analysis of measures with a view to understanding how
Ethnic Background
individual ethnic groups are represented in an organization.
Biographical /
Gender Allows analysis of measures across gender breakdowns.
Diversity
Generation
individual generational groups are represented in an organization.
Minority
minorities are represented in an organization.
Allows analysis of measures with a view to understanding how the
Veteran Status
Veterans are represented in an organization.
EEO Job Category Allows analysis of measures across different EEO job categories.
Allows analysis of measures across exempt and non-exempt
Employment Level
employee groups.
Allows analysis of measures for employees with different
Employment Status employment statuses, identifying the proportion of the workforce
that is active / inactive.
Allows analysis of measures across different employment types
Employment Type
and identifies the proportion of the workforce that is full-time or
(Attendance)
part-time.
Allows analysis of measures across different employment types
Employment Employment Type
and identifies the proportion of the workforce that is regular /
(Duration)
temporary.
Grade / Band Allows analysis of measures across the different grades / bands.
Job Family
individual job families are represented in an organization.
Job Function
individual job functions are represented in an organization.
Managerial / Non- Allows analysis of measures across the managerial and non-
managerial managerial employee groups.
Risk of Loss Allows analysis of measures with a view to understanding risk of
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Dimension Dimension /
Description
Category Hierarchy
loss in an organisation.
Allows analysis of measures with a view to understanding impact
Impact of Loss
of loss in an organisation.
Allows analysis of measures for employees identified as future
Future Leader
leaders in an organisation.
Allows analysis of workforce measures across annual salary
Payment Salary Range
ranges.
Allows analysis of measures by Pay Component:
- Cash Compensation: Base Compensation (Ordinary, Short
Term PTO, Long Term PTO), Variable Compensation (Bonus,
Pay Component Commission, Other), Overtime Compensation (Single, Time and
Half, Double Time, Other), Allowances (Housing, Meal, Travel,
Car, Relocation, Other), Other Compensation
- Benefits in Kind (Company Car, Other Benefits in Kind)
Allows analysis of measures by Pay Component (Deductions and
Adjustments):
- Employee Deductions: Compulsory and Additional Deductions
(Wage Tax, Social Security, Retirement, Unemployment,
Pay Component Additional Medical Care, Other Compulsory or Additional),
Compensation (Deductions and Voluntary Deductions (Retirement, Medical Care, Other Voluntary
and Benefits Adjustments) Deductions)
- Net Adjustments (Stock Purchase Plan Deductions, Expense
Refund and Advances, Expatriate Expenses Refund, Benefits in
Kind Deduction, Other Net Adjustments, Salary Advance
Adjustments, Third party Payments (net)).
Allows analysis of measures by Pay Component (Employer
Contributions):
- Compulsory Contributions and Insurances (Wage Tax, Social
Pay Component
Security, Retirement, Unemployment, Additional Medical Care,
(Employer
Other Compulsory or Additional, Accident at Work Insurance,
Contributions)
Miscellaneous Insurances)
- Voluntary Contributions and Taxes (Miscellaneous Taxes,
Miscellaneous Contribution)
Allows analysis of workforce measures for employees in different
Organization Tenure tenure groups and aids in identifying the level of experience in the
Tenure workforce based on the length of service with the organization.
Allows analysis of workforce measures for employees in different
Position Tenure
position tenure groups.
Identifies the number of external recruits that are new hires and
Recruitment Recruitment Source rehires and internal promotions/transfers/demotions and
acquisitions and restructures.
Allows analysis of termination data by termination reason and
Separation Separation Reason identifies the percentage of terminations that are voluntary or
involuntary.
The structure (levels and categories) for each of these hierarchies is documented in the following sections.
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8.1 Time Dimensions

Time dimensions provide for the breakdown of measure values across consecutive periods of time (years,
quarters and months).
8.1.1 Time Period Dimension

The Employee Central Metrics Pack measurement framework provides for a single time dimension with
support for both calendar and fiscal reporting hierarchies. The two hierarchies provide for alternate ways of
grouping complete reporting months. The dimension can model up to four years of history and will
automatically update each time the underlying data is refreshed. Additional dimensions, hierarchies, time
periods and special time categories are supported through customization.
Calendar Year Hierarchy Fiscal Year Hierarchy
The following tables provide logical and example The following tables provide logical and example
views of the time period dimension for a calendar views of the time period dimension for a fiscal
reporting year. The top of the tree is referred to reporting year. The top of the tree is referred to
as All Time Periods. as All Time Periods.
Year Quarter Month Year Quarter Month
2007
2008
2009/Jan 2009/Jan
2009 Q1 2009/Feb 2009 Q3 2009/Feb
2009
2009/Mar 2009/Mar
2009/Apr 2009/Apr
2009 Q2 2009/May 2009 Q4 2009/May
2009/Jun 2009/Jun
2009
2009/Jul 2009/Jul
2009 Q3 2009/Aug 2010 Q1 2009/Aug
2009/Sep 2009/Sep
2009/Oct 2009/Oct
2009 Q4 2009/Nov 2010 Q2 2009/Nov
2009/Dec 2009/Dec
2010
2010/Jan 2010/Jan
2010 Q1 2010/Feb 2010 Q3 2010/Feb
2010/Mar 2010/Mar
2010/Apr 2010/Apr
2010 Q2 2010/May 2010 Q4 2010/May
2010/Jun 2010/Jun
2010
2010/Jul 2010/Jul
2010 Q3 2010/Aug 2011 Q1 2010/Aug
2010/Sep 2010/Sep
2010/Oct 2010/Oct
2010 Q4 2010/Nov 2011 Q2 2010/Nov
2010/Dec 2010/Dec
2011
2011/Jan 2011/Jan
2011 Q1 2011/Feb 2011 Q3 2011/Feb
2011/Mar 2011/Mar
2011
2011/Apr 2011/Apr
2011 Q2 2011/May 2011 Q4 2011/May
2011/Jun 2011/Jun
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8.2 Structural Dimensions

Structural dimensions provide for the breakdown of measure values across administrative and geographic
structures.
8.2.1 Organizational Unit Dimension

The standard framework provides a single hierarchy for this dimension. The top of the tree is referred to as
All Organizational Units. The following table shows an example hierarchy with three levels based on a
section of the ABC Finance demonstration data.
Levels
Division Section Department
Administrative Services
Building Maintenance
Cleaning Services
Copy Center
Facilities Administration
Administrative Services
Mail Services
Purchasing
Corporate
Reproduction & Binding
Security
Unassigned 1
Executive Services
Human Resources
Investment Services
Legal Services
Finance
Finance Actuarial Services
Financial Services
General Insurance Insurance Services
North America & Asia Pacific
Claims Management (NAAP)
Europe
Business Development
Communications
APAC
Marketing & Development
Special Projects
Strategy
E Marketing
E Business E Business
Global
Lending Services
Mortgage Services
Executive
Executive
Audit Services
APAC
Financial Services NAAC
Global
Information Technology Information Technology
Credit Card Services Processing
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8.2.2 Location Dimension

The standard framework provides a single hierarchy for this dimension. The top of the tree is referred to as
All Locations. The following table shows an example hierarchy with three levels based on the ABC Finance
demonstration data.
Continent/Region Country City

London
Great Britain
Europe Manchester
Germany Frankfurt
Beijing
China
Shanghai
Hong Kong Hong Kong
Asia/Pacific Malaysia Kuala Lumpur
Melbourne
Australia Sydney
Brisbane
Chicago
Dallas
United States New York City
North America Philadelphia
San Francisco
Montreal
Canada
Toronto
The following table shows an example hierarchy with four levels.

Region Division State City
Midwest East North Central Illinois Chicago
Northeast New England Connecticut Hartford
West South Central Arkansas Hot Springs
District of Columbia Washington
Baltimore
South Maryland
South Atlantic Bethesda
Miami
Florida
Tampa Bay
Anchorage
Alaska
Juneau
Pacific Los Angeles
West California San Francisco
San Diego
Arizona Tucson
Mountain
Colorado Denver
US Territory US Territory Federated States of Micronesia n/a
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8.3 Biographical / Diversity Dimensions

The standard framework provides a single tree for each of the following dimensions.
8.3.1 Age Dimension

This dimension provides three breakdown levels. 8.3.5 Ethnic Background Dimension
The top of the tree is referred to as All Ages. This dimension provides a single breakdown level.
10 Year 5 Year 1 Year The top of the tree is referred to as All Ethnic
<15 <10, 10 14 Backgrounds.
<20 Ethnic Background
15-19 15 19
20-24 20 24 Caucasian
20-29 African American
25-29 25 29
30-34 30 34 Hispanic
30-39 Asian/Pacific Islander
35-39 35 39
40-44 40 44 Native American
40-49 No Ethnic Background Reported
45-49 45 49
50-54 50 54
50-59 8.3.6 Minority Dimension
55-59 55 59
60-64 60 64 This dimension provides a single breakdown level.
60+
65+ 65 79, 80+ The top of the tree is referred to as All Minority
Groupings"
8.3.2 Generation Dimension Minority Grouping
This dimension provides a single breakdown level. Minority
The top of the tree is referred to as All Non-Minority
Generations. Not Reported
Generation Years
Silents 1925-1945 8.3.7 Veteran Status Dimension
Early Boomers 1946-1954 This dimension provides two breakdown levels.
Late Boomers 1955-1963 The top of the tree is referred to as All
Generation X 1964-1978 Generations.
Generation Y 1979-1994
Generation Z 1995- Veteran Status (Era)
Veteran Status (Era)
8.3.3 Disability Dimension Pre Vietnam Era Veteran
This dimension provides a single breakdown level. Non Vietnam Era Veteran
Veteran
The top of the tree is referred to as All Disability Post Vietnam Era Veteran
Groupings. Vietnam Era Veteran
Disability Grouping Not a Veteran Not a Veteran
Physically Challenged
Not Physically Challenged
Veteran Status (Challenged)
Not Reported
Veteran Status (Challenged)
Veteran Challenged
8.3.4 Gender Dimension
Not Challenged
This dimension provides a single breakdown level.
Not a Veteran Not a Veteran
The top of the tree is referred to as All Genders"
Gender
Female
Male
Not Reported
Unallocated
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8.4 Employment Dimensions
8.4.1 EEO Job Category Dimension

This dimension provides a single breakdown level. 8.4.3 Employment Status Dimension
The top of the tree is referred to as All EEO Job This dimension provides a single breakdown level.
Categories. The top of the tree is referred to as All Employment
Statuses.
EEO Job Category
1.1 Executive/Senior Employment Status
Level Officials and Active
Officials and Leave of Absence
Managers
Managers Leave With Pay
1.2 First/Mid Level
Officials and Managers Inactive and Other
Professionals
Technicians 8.4.4 Employment Type Dimension
Sales Workers This dimension provides two breakdown levels. The
Office and Clerical top of the tree is referred to as All Employment
Craft Workers (Skilled) Types.
Operatives (Semi-
Skilled) Employment Type (Attendance)
Laborers (Unskilled)
Service Workers Attendance Duration
No EEO-1 Reporting Full-Time Regular
Full-Time Full-Time Temporary
8.4.2 Employment Level Dimension Full-Time Unallocated
This dimension provides a single breakdown level. Part-Time Regular
The top of the tree is referred to as All Employment Part-Time Part-Time Temporary
Levels. Part-Time Unallocated
Employment Level Employment Type (Duration)

Employment Level 1
2
Administrative Duration Attendance
Exempt Regular Full-Time
Management
(alternatively No FLSA Regular Regular Part-Time
Outside Salesperson
Required or Salaried) Regular Unallocated
Professional
Administrative Temporary Full-Time
Non-Exempt Temporary Temporary Part-Time
Management
(alternatively FLSA, Temporary Unallocated
Outside Salesperson
Hourly or Temporary)
Professional
8.4.5 Grade/Band Dimension
No Employment Level
Reported This dimension provides single or multiple
breakdown levels. The top of the tree is referred to
as All Grades/Bands. E.g.
Grade/Band
01 - 05
06 - 10
11 - 15
16 - 20
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8.4.6 Job Family Dimension 8.4.9 Critical Job Roles

This dimension provides single or multiple This dimension provides single or multiple
breakdown levels. The top of the tree is referred to breakdown levels. The top of the tree is referred to
as All Job Families. E.g. as All Critical Job Roles. E.g.
Job Family Critical Job Roles

Clerical Engineers
Management Trades / Technicians
Manufacturing Clerical and Office Workers
Non-Management General Managers
Other .
8.4.10 Risk of Loss Dimension
8.4.7 Job Function Dimension This dimension provides a single breakdown level.
This dimension provides single or multiple The top of the tree is referred to as All Risk of Loss.
breakdown levels. The top of the tree is referred to
as All Job Functions. E.g. Risk of Loss
High
Job Function Medium
Accounting Low
Actuarial
Customer Service
Human Resources 8.4.11 Impact of Loss Dimension
IT This dimension provides a single breakdown level.
Legal The top of the tree is referred to as All Impact of
Marketing Loss.
Sales
Impact of Loss
8.4.8 Managerial / Non-managerial
High
Dimension Medium
Low
The top of the tree is referred to as All Managerial
Employees. 8.4.12 Future Leaders
Managerial Grouping The top of the tree is referred to as All Future
Managerial Leaders.
Non-Managerial
Future Leaders
Yes, a future leader
No
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8.5 Payment Dimensions
8.5.1 Salary Range Dimension

This dimension provides three breakdown levels. The top of the tree is referred to as All Salary Ranges.
Level 1 Level 2 Level 3

<$5k $0k-<$5k $<1k,$1k $4k
$5k-<$10k $5k $9k
$5k-<$20k $10k-<$15k $10k $14k
$15k-<$20k $15k $19k
$20k-<$25k $20k $24k
$20k-<$30k
$25k-<$30k $25k $29k
$30k-<$35k $30k $34k
$30k-<$40k
$35k-<$40k $35k $39k
$40k-<$45k $40k $44k
$40k-<$50k
$45k-<$50k $45k $49k
$50k-<$55k $50k $54k
$50k-<$60k
$55k-<$60k $55k $59k
$60k-<$70k $60k $69k
$60k-$<80k
$70k-<$80k $70k $79k
$80k-<$90k $80k $89k
$80k-<$100k
$90k-<$100k $90k $99k
$100k-<$125k $100k $124k
$125k-<$150k $125k $149k
$100k+
$150k-<$175k $150k $174k
$175k+ $175k+
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8.6 Compensation and Benefits Dimensions

8.6.1 Pay Component Dimension

This dimension provides five breakdown levels. The top of the tree is referred to as All Pay Components.
Pay Components
Ordinary
Sick
Short Term PTO Vacation
(Paid Time Off) Personal
Other
Base Compensation
FMLA
Maternity
Long Term PTO
Paternity
(Paid Time Off)
STD
LTD
Cash Bonus
Direct Compensation Variable Compensation Commission
Compensation /
Other
Gross Salary
Overtime Compensation
Housing Allowance
Meal Allowance
Travel Allowance
Allowances
Car Allowance
Relocation Allowance
Other Allowances
Sign On Bonus
Other Compensation
Other
Company Car
Benefits in Kind
Other Benefits in Kind
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8.6.2 Pay Component Dimension (Deductions and Adjustments)

This dimension provides four breakdown levels. The top of the tree is referred to as All Pay Components
(Deductions and Adjustments).
Pay Components (Deductions and Adjustments)

Wage Tax
Social Security
Retirement
Unemployment
Employee Compulsory and Additional Additional Medical Care
Deductions Deductions Other Compulsory or Additional
Deductions
Retirement
Deductions and
Medical Care
Adjustments
Other Voluntary Deductions
Stock Purchase Plan Deductions
Expenses Refund and Advances
Expatriate Expenses Refund
Net Adjustments Benefits in Kind Deduction
Other Net Adjustments
Salary Advance Adjustments
Third Party Payments (net)
8.6.3 Pay Component Dimension (Employer Contributions)

This dimension provides three breakdown levels. The top of the tree is referred to as All Pay Components
(Employer Contributions).
Wage Tax
Social Security
Retirement
Compulsory
Unemployment
Contributions and
Additional Medical Care
Employer Insurances
Contributions Other Compulsory or Additional Deductions
Accident at Work Insurance
Miscellaneous Insurances
Voluntary Miscellaneous Taxes
Contributions and
Miscellaneous Contribution
Taxes
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8.6.4 Pay Components (Accruals and Miscellaneous Information Dimension)

This dimension provides three breakdown levels. The top of the tree is referred to as All Accruals and
Miscellaneous Information.
Holiday Accrual
Contributions Accrual on Holiday Accrual
Bonus Accrual
Accruals and Accruals
Contributions Accrual on Bonus Accrual
Miscellaneous
Supplementary Month Accrual
Information
Contributions Accrual on Month Accrual
Miscellaneous Company Car Benefit in Kind (not in gross)
Information Other Benefits in Kind (not in gross)
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8.7 Tenure Dimensions
8.7.1 Organization Tenure Dimension

This dimension provides three breakdown levels with year and month groupings. The top of the tree is referred to
as All Organization Tenures.
Year Quarter/Year Month

<3 Months <1,1,2 Month(s)
3-<6 Months 3 5 Months
<1 Year
1-<2 Years
2-<3 Years
3 Years 36 47 Months
3-<5 Years
5-<10 Years 7 Years 84 95 Months
20-<30 Years
30+ Years 30+ Years 360+ Months
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8.8 Position Tenure Dimension

This dimension provides three breakdown levels with year and month groupings. The top of the tree is referred to
as All Position Tenures.
Year Quarter/Year Month

<3 Months <1,1,2 Month(s)
<1 Year
1-<2 Years
2-<3 Years
3-<5 Years
20-<30 Years
30+ Years 30+ Years 360+ Months
26 of 37
8.9 Recruitment Dimensions
8.9.1 Recruitment Source Dimension

The scope of this dimension is restricted to the measures based on external and internal hires. The top of the tree
is referred to as All Recruitment Sources.
Not Published Recruitment Source

External Hires Hire
Rehire
Internal Movements In Promotion (In)
(Internal Hires) Demotion (In)
Transfer (In)
Other Internal Movements
(In)
Other Movements In Acquisition
Restructures (In)
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8.10 Separation Dimensions
8.10.1 Separation Reason Dimension

The scope of this dimension is restricted to the measures based on terminations and internal movements out. The
top of the tree is referred to as All Separation Reasons.
Not Published Type Reason Explanation

Terminations Personal
Personal Health
Family
Career Advancement
Resignation Job Dissatisfaction
Compensation / Benefits
Voluntary Termination
Education
Military
Other
Retirement
Relocation/Transfer
Other
Attendance
Job Performance
Job Environment
Dismissal
Misconduct
Involuntary Termination
Violation of Rules
Other
Organization Initiatives
Other
End of Fixed-Term Contract
End of Temporary
Assignment
Other Termination Sale of Company/Business
Unit
Death (Other)
Other
Internal Movements Promotion (Out)
Out Demotion (Out)
Transfer (Out)
Other Internal
Movements (Out)
Other Movements Out Restructures (Out)
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9. Derived Input Measures Core Workforce and Mobility

Through the filtering of base input measure by dimension categories, a rich set of derived input measures can be calculated.
Category Base Measure Derived Measure Filter / Calculation

EOP Headcount <30 in Age Age : <20, 20-29
EOP Headcount >50 in Age Age : 51,52,53,54, 55-59, 60+
EOP Headcount - Approaching Retirement Age: 55-<60, 60-<65, 65+
Eligibility
EOP Headcount Physically Challenged Disability: Physically Challenged
EOP Headcount Female Gender: Female
EOP Headcount Male Gender: Male
EOP Headcount Minority Minority: Minority
EOP Headcount Minority Managerial Minority: Minority, Managerial Grouping: Managerial
(Restricted Input)
EEO Job Category: Officials and Manager, 1.1 Executive/Senior
Workforce EOP Headcount EOP Headcount - Managerial & Professional
Level Officials and Managers, 1.2 First/Mid Level Officials and
Profile (EEO)
Managers, Professionals
EOP Headcount Regular Employment Type (Duration): Regular
EOP Headcount Temporary Employment Type (Duration): Temporary
EOP Headcount Part-Time Employment Type (Attendance): Part-Time
EOP Headcount Managerial Managerial Grouping: Managerial
EOP Headcount Non-Managerial Managerial Grouping: Non-Managerial
EOP Headcount <1 Years Tenure Organization Tenure: <1
EOP Headcount 15+ Years Tenure Organization Tenure: 15-<20, 20-<30, 30+
EOP Headcount Annual Salary Reported Salary Range: Reported
(Restricted Input)
EOP FTE EOP FTE Annual Salary Reported (Restricted Salary Range: Reported
29 of 37
Category Base Measure Derived Measure Filter / Calculation

Input)
Total Workforce Total Position Tenure prior to Promotion Recruitment Source: Promotion Out
Position Tenure (Restricted Input)
External Hires Minority Minority: Minority
External Hires
Rehires Recruitment Source: Rehire
Terminations Minority Minority: Minority
Workforce Terminations Involuntary Separation Reason: Involuntary

Mobility Terminations Voluntary Separation Reason: Voluntary
Terminations
Terminations Voluntary (Less Retirements) Separation Reason: Voluntary, Retirement
Terminations Voluntary (Minority) Separation Reason & Minority Dimension
Terminations Retirement Separation Reason: Voluntary, Retirement
Employment Level: Exempt, Organization Tenure: <3 Month
Terminations Tenure <30/90 Days
Employment Level: Non-Exempt, Organization Tenure: <1 Month
Staffing
Terminations Employment Level: Exempt, Organization Tenure: <1 Year
Function
Terminations Tenure <6/12 Months Employment Level: Non-Exempt, Organization Tenure: <3 Months,
3-<6 Months
Workforce Overtime Expense Pay Component: Overtime Compensation

Direct Compensation
Productivity Bonus Expense Pay Component: Bonus
Compensation Base Compensation Expense Pay Component: Base Compensation

Direct Compensation
and Benefits Benefits Expense Employee Paid Pay Component: Benefits in Kind
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10. Result Measures Core Workforce and Mobility

Base Input Measures and Derived Input Measures are combined in formulas to calculate result measures. Through the specification of formulas combining
both base and derived input measures a rich set of result measures can be calculated.
Category Sub-Category Measure Calculation

Staffing Rate Managerial [EOP Headcount Managerial / EOP Headcount] * 100
Management Staffing Factor EOP Headcount Non-Managerial / EOP Headcount Managerial
Managerial Staffing Ratio EOP Headcount Managerial / EOP Headcount Non-Managerial
Staffing Rate Managerial & Professional (EEO) [EOP Headcount Managerial & Professional / EOP Headcount] * 100
Staffing Rate Managerial (EEO) [EOP Headcount Managerial# / EOP Headcount] * 100
Staffing Rate Professionals (EEO) [EOP Headcount Professionals# / EOP Headcount] * 100
Structural
Staffing Rate Executive/Senior Level Officials [EOP Headcount Executive/Senior Level Officials and Managers # /
and Managers (EEO) EOP Headcount] * 100
Staffing Rate First/Mid Level Officials and [EOP Headcount First/Mid Level Officials and Managers # / EOP
Managers (EEO) Headcount] * 100
EOP Headcount Managerial & Professional / [Technicians + Sales
Workforce
Staffing Ratio Managerial & Professional (EEO) Workers + Office and Clerical + Craft Workers (Skilled) + Operatives
Profile
(Semi-Skilled) + Laborers (Unskilled) + Service Workers] #
Average Workforce Age Total Workforce Age# / EOP Headcount Age Reported
Staffing Rate - < 30 in Age [EOP Headcount Age <30 Years / EOP Headcount] * 100
Staffing Rate - > 50 in Age [EOP Headcount Age >50 Years / EOP Headcount] * 100
Staffing Rate - Physically Challenged [EOP Headcount Physically Challenged / EOP Headcount] * 100
Biographical / [EOP Headcount Minority / EOP Headcount Ethnic Background
Diversity Staffing Rate Minority
Reported#] * 100
[EOP Headcount - Minority Managerial#] / [EOP Headcount -
Staffing Rate - Minority Managers
Managerial (Ethnic Background Reported)] * 100
Male to Female Staffing Ratio EOP Headcount Female / EOP Headcount Male
Male to Female Staffing Ratio Managerial versus Male to Female Staffing Ratio Managerial# / Male to Female Staffing
31 of 37

Total Ratio
Staffing Rate Female [EOP Headcount Female / EOP Headcount] * 100
Staffing Rate Male [EOP Headcount Male / EOP Headcount] * 100
Generation Ratio - Excluding Generation EOP Headcount Excluding Generation Y# / EOP Headcount -
Y/Generation Y Generation Y#
Generation Ratio - Silents & Boomers/Generation EOP Headcount Silents & Boomers# / EOP Headcount - Generations
XY XY#
Generation Ratio - Silents/Other Generations EOP Headcount Silents# / EOP Headcount - Boomers, X & Y#
[EOP Headcount Exempt# / EOP Headcount Employment Level
Staffing Rate Exempt
Reported#] * 100
[EOP Headcount Non-Exempt# / EOP Headcount Employment
Staffing Rate Non-Exempt
Level Reported#] * 100
Staffing Rate Active Employees [EOP Headcount Active# / EOP Headcount] * 100
Staffing Rate Regular [EOP Headcount Regular / EOP Headcount] * 100
Staffing Rate Temporary [EOP Headcount Temporary / EOP Headcount] * 100
Employment [EOP Headcount Temporary (Exempt) # / EOP Headcount (Exempt) #]
Staffing Rate Temporary (Exempt)
* 100
[EOP Headcount Temporary (Non-Exempt) # / EOP Headcount (Non-
Staffing Rate Temporary (Non-Exempt)
Exempt) #] * 100
Staffing Rate Part-Time [EOP Headcount Part-Time / EOP Headcount] * 100
[EOP Headcount - Approaching Retirement Eligibility / EOP
Staffing Rate - Approaching Retirement Eligibility
Headcount] * 100
Average Retirement Age [Total Retirement Age# / Terminations Retirement] * 100
Average Workforce Tenure Total Workforce Tenure# / EOP Headcount- Tenure Reported#
Average Workforce Position Tenure [Total Workforce Position Tenure# / EOP Headcount]
Tenure
Staffing Rate - Tenure <1 Year [EOP Headcount <1 Years Tenure / EOP Headcount] * 100
Staffing Rate - Tenure >15 Years [EOP Headcount >15 Years Tenure / EOP Headcount] * 100
32 of 37

Termination Annual Salary / Terminations Based on Termination
Workforce Workforce Termination Value per Termination
Salary
Productivity Costs
Termination Value per FTE Termination Annual Salary / FTE
External Hire Rate [External Hires / Average Headcount] * 100
[External Hires Minority / Average Headcount Ethnic Background
External Hire Rate Minority
Reported#] * 100
External Hires Percent Minority [External Hires Minority / External Hires] * 100
External Hire Rate Exempt [External Hires Exempt# / Average Headcount Exempt] * 100
[External Hires Non-Exempt# / Average Headcount Non-Exempt] *
External Hire Rate Non-Exempt
100
Recruitment Rehire Rate [Rehires / External Hires] * 100

Net Hire Ratio External Hires / Terminations
Net Hire Ratio Minority External Hires Minority / Terminations Minority
Net Hire Ratio - Silents & Boomers/Generation Net Hire Ratio Silents & Boomers# / Net Hire Ratio - Generation XY#
Workforce XY
Mobility
Internal Hire Rate [Internal Hires / Average Headcount] * 100
Internal Placement Rate [Internal Hires / (Internal Hires + External Hires)] * 100
Recruitment Source Ratio Internal Hires / External Hires
Career Path Ratio Promotions In / Transfers In
Career Path Ratio Exempt Promotions In Exempt# / Transfers In Exempt#
Career Path Ratio Non-Exempt Promotions In Non-Exempt# / Transfers In Non-Exempt#
Transfer Rate [Transfers In / Average Headcount] * 100
Movements
Transfer Rate Exempt [Transfers In Exempt# / Average Headcount Exempt#] * 100
[Transfers In Non-Exempt# / Average Headcount Non-Exempt#] *
Transfer Rate Non-Exempt
100
Promotion Rate [Promotions In / Average Headcount] * 100
33 of 37

Promotion Rate Exempt [Promotions In Exempt# / Average Headcount Exempt#] * 100
[Promotions In Non-Exempt# / Average Headcount Non-Exempt#]
Promotion Rate Non-Exempt
* 100
Demotion Rate [Demotions In / Average Headcount] * 100
Demotion Rate Exempt [Demotions In Exempt# / Average Headcount Exempt#] * 100
[Demotions In Non-Exempt# / Average Headcount Non-Exempt#]
Demotion Rate Non-Exempt
* 100
([Promotions In Female#] + [Promotions In Minority Male#]) /
Promotion Rate Female and Minorities
([Average Headcount Female] + [Average Headcount Minority Male])
Promotion Speed Ratio [Total Position Tenure Prior to Promotion# / Promotions Out]
Upward Mobility [Promotions In / Internal Movements In] * 100
Upward Mobility Exempt [Promotions In Exempt# / Internal Movements In Exempt#] * 100
[Promotions In Non-Exempt# / Internal Movements In Non-
Upward Mobility Non-Exempt
Exempt#] * 100
Lateral Mobility [Transfers In / Internal Movements In] * 100
Lateral Mobility Exempt [Transfers In Exempt# / Internal Movements In Exempt#] * 100
[Transfers In Non-Exempt# / Internal Movements In Non-
Lateral Mobility Non-Exempt
Exempt#] * 100
Downward Mobility [Demotions In / Internal Movements In] * 100
Downward Mobility Exempt [Demotions In Exempt# / Internal Movements In Exempt#] * 100
[Demotions In Non-Exempt# / Internal Movements In Non-
Downward Mobility Non-Exempt
Exempt#] * 100
Internal Exit Rate [Internal Movements - Out / FTE] * 100
[(SOP Headcount Terminations) + External Hires / SOP Headcount] *
Retention Rate
100
Termination
[((SOP Headcount Minority) - (Terminations Minority)) + (External
Retention Rate Minority
Hires Minority) / SOP Headcount - Minority] * 100
34 of 37

Termination Rate [Terminations / Average Headcount] * 100
[Terminations Minority / Average Headcount Ethnic Background
Termination Rate Minority
Reported#] * 100
Termination Rate Minority Workforce [Terminations Minority / Average Headcount Minority] * 100
Termination Rate Minority Workforce [Terminations Minority - Voluntary / Average Headcount Minority] *
(Voluntary) 100
Termination Rate Exempt [Terminations Exempt# / Average Headcount Exempt#] * 100
[Terminations Exempt Involuntary# / Average Headcount
Termination Rate Exempt (Involuntary)
Exempt#] * 100
[Terminations Exempt Voluntary# / Average Headcount Exempt#]
Termination Rate Exempt (Voluntary)
* 100
Termination Rate Non-Exempt [Terminations Non-Exempt# / Average Headcount Exempt#] * 100
[Terminations Non-Exempt Involuntary# / Average Headcount
Termination Rate Non-Exempt (Involuntary)
Non-Exempt#] * 100
[Terminations Non-Exempt Voluntary# / Average Headcount Non-
Termination Rate Non-Exempt (Voluntary)
Exempt#] * 100
Termination Rate Voluntary [Terminations Voluntary# / Average Headcount] * 100
Terminations Voluntary (Less Retirements)# / Average Headcount] *
Termination Rate Voluntary (Less Retirements)
100
[Terminations Voluntary <1 Years Tenure# / Average Headcount
Termination Rate <1 Year Tenure (Voluntary)
<1 Years Tenure#] * 100
Termination Rate 1-<2 Years Tenure [Terminations Voluntary 1-<2 Years Tenure# / Average Headcount
(Voluntary) 1-<2 Years Tenure#] * 100
35 of 37

Termination Rate 10-<15 Years Tenure [Terminations Voluntary 10-<15 Years Tenure# / Average
(Voluntary) Headcount 10-<15 Years Tenure#] * 100
Termination Rate 30+ Years Tenure [Terminations Voluntary 30+ Years Tenure# / Average Headcount
(Voluntary) 30+ Years Tenure#] * 100
Termination Rate Involuntary [Terminations Involuntary / Average Headcount] * 100
Retirement Rate [Terminations Retirement / Average Headcount] * 100
Average Annual Salary per EOP FTE Total Workforce Annual Salary# / EOP FTE Annual Salary Reported#
Average Annual Salary per EOP Headcount Total Workforce Annual Salary# / EOP Headcount Annual Salary
Compensation Reported#
Direct Compensation per FTE Direct Compensation / FTE
Base Compensation per FTE Base Compensation Expense / FTE
Overtime Compensation Rate Overtime Expense / Direct Compensation * 100
Organizational Bonus Compensation Rate Bonus Expense / Direct Compensation * 100

Effectiveness Overtime Expense per FTE Overtime Expense / FTE
Compensation
& Benefits Upward Salary Change Rate Employees Receiving Salary Increase / EOP Headcount * 100
Direct Cost of Voluntary Termination (Voluntary Terminations * Direct Compensation) / FTE
Direct Cost of Voluntary Termination per FTE [(Voluntary Terminations * Direct Compensation) / FTE] /FTE)
Total Net Salary Total Gross Salary - Total Employee Deductions
Workforce
Net to Pay Total Net Salary Total Net Adjustments
Costs
Total Labour Costs Total Gross Salary + Total Employer Contributions
Total Labour Costs per FTE (Total Gross Salary + Total Employer Contributions) / FTE
Average Accruals per FTE Total Accruals / FTE
36 of 37

Benefits Benefits Expense Employee Paid per FTE Benefits Expense Employee Paid / FTE
New Hire Failure Factor <30/90 Days [Terminations <30/90 Days Tenure / Average Headcount] * 100
Staffing New Hire Failure Factor <6/12 Months [Terminations <6/12 Months Tenure / Average Headcount] * 100
Effectiveness
Function Turnover Rate Tenure <30/90 Days [Terminations <30/90 Days Tenure / Terminations] * 100
Turnover Rate Tenure <6/12 Months [Terminations <6/12 Months Tenure / Terminations] * 100
# Denotes Restricted Input
Denotes Drill to Detail functionality (if applicable).
37 of 37

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Employee Central and ADP

GlobalView HCM Metrics Pack

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

1.1 Metric Methodology .................................................................................................................... 5

2. Drill to Detail ________________________________________________________________ 6

3. Glossary of Terms _____________________________________________________________ 7

4. Data Graphic Employee Central Core Workforce ________________________________________ 8

5. Data Graphic Employee Central Mobility _____________________________________________ 9

6. Data Graphic ADP GlobalView HCM _______________________________________________ 10

7. Base Input Measures __________________________________________________________ 11

8. Reporting Structures Core Workforce and Mobility ______________________________________ 13

8.1 Time Dimensions ..................................................................................................................... 15

9. Derived Input Measures Core Workforce and Mobility ___________________________________ 29

10. Result Measures Core Workforce and Mobility ________________________________________ 31

SuccessFactors Commercial in Confidence Version 1.0 | October 2014

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

1.1 Metric Methodology

SuccessFactors Commercial in Confidence Version 1.0 | October 2014

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

SuccessFactors Commercial in Confidence Version 1.0 | October 2014

4. Data Graphic Employee Central Core Workforce

Source Data Fields Base Input Measures Result Measures

Job History Data EOP Headcount Regular

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

5. Data Graphic Employee Central Mobility

Source Data Fields Base Input Measures Result Measures

SuccessFactors Commercial in Confidence Version 1.0 | October 2014

6. Data Graphic ADP GlobalView HCM

Source Data Fields Base Input Measures Result Measures

End Date Direct Cost of Voluntary Termination per FTE

Time Period (Calendar, Fiscal)

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

7. Base Input Measures

Workforce Actual number of people employed at the start of the reporting

SuccessFactors Commercial in Confidence Version 1.0 | October 2014

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

8. Reporting Structures Core Workforce and Mobility

SuccessFactors Commercial in Confidence Version 1.0 | October 2014

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

8.1 Time Dimensions

8.1.1 Time Period Dimension

Calendar Year Hierarchy Fiscal Year Hierarchy

SuccessFactors Commercial in Confidence Version 1.0 | October 2014

8.2 Structural Dimensions

8.2.1 Organizational Unit Dimension

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

8.2.2 Location Dimension

Continent/Region Country City

The following table shows an example hierarchy with four levels.

SuccessFactors Commercial in Confidence Version 1.0 | October 2014

8.3 Biographical / Diversity Dimensions

8.3.1 Age Dimension

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

8.4 Employment Dimensions

8.4.1 EEO Job Category Dimension

Employment Level Employment Type (Duration)

SuccessFactors Commercial in Confidence Version 1.0 | October 2014

8.4.6 Job Family Dimension 8.4.9 Critical Job Roles

Job Family Critical Job Roles

Version 1.0 | October 2014 Commercial in Confidence SuccessFactors

8.5 Payment Dimensions

8.5.1 Salary Range Dimension

Level 1 Level 2 Level 3

SuccessFactors Commercial in Confidence Version 1.0 | October 2014