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Employee Central Metrics

Pack
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Workforce Analytics
Measure and Dimension Definitions
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Table of Contents
1. Overview ___________________________________________________________________ 4

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


1.2 Measure Reporting Categories ....................................................................................................... 6
1.3 Dimension Reporting Categories .................................................................................................... 7

2. Drill to Detail ________________________________________________________________ 8

3. Glossary of Terms _____________________________________________________________ 9

4. Data Graphic Employee Central Core Workforce _______________________________________ 10

5. Data Graphic Mobility ________________________________________________________ 12

6. Base Input Measures Core Workforce and Mobility _____________________________________ 13

7. Reporting Structures Core Workforce and Mobility ______________________________________ 15

7.1 Time Dimensions ..................................................................................................................... 17


7.2 Structural Dimensions ............................................................................................................... 18
7.3 Biographical / Diversity Dimensions ............................................................................................... 20
7.4 Employment Dimensions ............................................................................................................ 21
7.5 Payment Dimensions ................................................................................................................ 23
7.6 Tenure Dimensions .................................................................................................................. 24
7.7 Position Tenure Dimension ......................................................................................................... 25
7.8 Recruitment Dimensions ............................................................................................................ 26
7.9 Separation Dimensions .............................................................................................................. 27

8. Derived Input Measures Core Workforce and Mobility ___________________________________ 28

9. Result Measures Core Workforce and Mobility ________________________________________ 30

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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. Each metric pack focuses on a logical
group of data items that support the generation of a related set of measures and reporting breakdowns. Each
metric pack 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 which can be customized for SuccessFactors Member specific business
rules.
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:

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?
What is our voluntary turnover rate among key executives, critical roles, hard to hire positions and top
performers?
Do we retain our key/ most productive employees at a higher rate than our competitors?
What is our involuntary termination rate? What percentage of these actions are due to poor performance?
Due to layoffs? Due to restructuring?

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The Employee Central Metric Pack supports the necessary data items required to enable the generation of
measures and reporting structures for an essential HCM reporting solution. Additional metric pack can be easily
added to support expansion into other functional areas:

Metric Packs External Data Source SuccessFactors Module


Absence Management
Career and Development Planning
Compensation Planning
Employee Relations
Financial Management
Goals Management
HR Service Delivery
Learning Management
Leave Accrual
Health and Safety (OH&S)
Performance Management
Recruitment / Staffing
Payroll and Benefits
Succession Management
Survey
Talent Flow Analytics

At any time a SuccessFactors Member can move beyond the structured frameworks provided by the metric packs
into a partially or fully customized solution.

SuccessFactors extensive knowledge of human resource (HR) measurement means that each metric pack is
specifically targeted to provide insights into the chosen area of HR practice.

1.1 Metric Methodology


For each metric pack there is a defined set of source data fields which are extracted from a Members human
resource information system (HRIS) and other business systems. These data items are processed by
SuccessFactors Data Transformation, using predefined formulae and the Members 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.

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Base Input

SuccessFactors Data
Measures

Source Transformation
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.

1.2 Measure Reporting Categories


Experience within the SuccessFactors Program has identified the need to group measures by both operational and
functional frameworks. The operational framework is used when publishing measures in environments such as the
SuccessFactors dashboard. The functional framework is used when documenting measures from a HR topic
centric. In this document we group measures by the operational framework, while the SuccessFactors Metrics
Standard groups commonly used measures by functional categories. The operational measure categories and
associated sub-categories are as follows.

1.2.1 Workforce Profile


The measures in this section describe and compare an organizations workforce using a range of organizational
and personal characteristics, such as: organizational structure, age, employment status, occupational group,
tenure, gender, and diversity groupings. These measures provide insight into workforce demographics and their
implications on workforce skill and experience levels, as well as into the work environment and relationships
among employees. For this reason, they are critical measures to be used in the workforce planning process. Sub
Categories include Structural, Biographical/Diversity, Employment and Tenure.

1.2.2 Workforce Productivity


The purpose of this category is to provide macro indicators that are helpful in the first step of the diagnostic
process. This section combines a range of input and output/outcome measures that can be considered together
in an examination of organizational effectiveness. The measures span the areas of organizational revenue and
expenses, customer satisfaction, and employee satisfaction. Sub-categories include Organizational Effectiveness,
Workforce Costs, Employee Engagement, Employee Satisfaction and Customer Satisfaction.

1.2.3 Workforce Availability


A critical factor in the productivity of an organizations workforce is its availability. This section measures and
compares your workforce availability and absence patterns. Sub-categories include Attendance and Absence.

1.2.4 Workforce Mobility


The measures in this section monitor and compare the flow of the workforce into, within, and out of the
organization - that is, measures of staff recruitment, transfer/promotion and separations. Sub-categories include
Recruitment, Movement and Termination.

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1.2.5 Workforce Development


The measures in this section address the current and emerging skills profile of the organization. The current skills
profile is highlighted in measures such as qualifications and performance profiles. The emerging skills profile is
indicated through measures addressing the level of investment in, and outcomes of, formal and informal
development programs. Sub-categories include Qualifications, Development, Training and Performance.

1.2.6 Workforce Compensation & Benefits


These measures monitor and compare the remuneration made available to reward and motivate employees. Sub-
categories include Compensation, Benefits and Stock Options/Grants.

1.2.7 Human Resource Function


These measures provide an overview of the resource levels, profile and effectiveness of the human resource
function. Sub-categories include Staffing, Expenses, Financials, Training, Employee Self Service and
Performance.

1.2.8 Staffing Function


These measures provide an overview of the resource levels, profile and effectiveness of the staffing function. Sub-
categories include Investment and Staffing Effectiveness.

1.2.9 Training Function


These measures provide an overview of the resource levels, profile and effectiveness of the training function.
Sub-categories include Investment and Staffing Effectiveness.

1.2.10 Health & Safety Function


Regardless of where the health and safety function reports within the organization (HR or line management),
health and safety risk management and expense reduction should be primary organizational objectives. It is
important that HR professionals understand how their organization is performing on a number of commonly used
health and safety measures. These measures provide an overview of the resource levels, profile and
effectiveness of the health and safety function. Sub-categories include Incidents, Costs and Staffing.

1.3 Dimension Reporting Categories


Dimensions allow measures to be analyzed in different ways depending on the purpose of the measure and the
type of analysis being performed. The SuccessFactors framework provides dimensions that cover the following
functional categories. Each of these dimension categories is explored in further detail later in the document.

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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

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The following diagram provides a summary view of the Core Workforce Metrics Pack measurement framework. Denotes 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
Gender Code EOP Headcount / EOP FTE EOP Headcount <30 Years in Age
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
Service Date External Hires EOP Headcount Minority Male to Female Staffing Ratio
Termination Date Terminations EOP Headcount Minority Managerial (Restricted Male to Female Staffing Ratio Managerial versus Total
Termination Reason Total Workforce Annual Salary Input) Average Workforce Age
Recruitment Source Termination Annual Salary EOP Headcount Managerial & Professional Average Retirement Age
(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
Exempt/Non-Exempt Code Hierarchy 2 (Location) EOP Headcount Managerial Multiple breakdowns available refer to list of Result Measures
Organizational Unit Code Age / Generation EOP Headcount Non-Managerial External Hires Percent Minority
Critical Job Roles EOP Headcount <1 Years Tenure Rehire Rate
Configuration Data Disability EOP Headcount 15+ Years Tenure Net Hire Ratio
Codes & Descriptions EEO Job Category EOP Headcount - Approaching Retirement Net Hire Ratio Minority
Reporting Structures Employment Level Eligibility Net Hire Ratio Silents & Boomers/Generation XY
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 Mobility



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

Source Data Fields Base Input Measures Result Measures


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
SuccessFactors Data Transformation

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. Base Input Measures Core Workforce and Mobility


The Employee Central Metrics Pack 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.
Workforce Termination Annual The total annual salaries of employees that terminated in the
Productivity Salary period.

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7. 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 structure
(e.g. Location)
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
Allows analysis of measures with a view to understanding how
Generation
individual generational groups are represented in an organization.
Allows analysis of measures with a view to understanding how
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.
Allows analysis of measures with a view to understanding how
Job Family
individual job families are represented in an organization.
Allows analysis of measures with a view to understanding how
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 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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7.1 Time Dimensions


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

7.1.1 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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7.2 Structural Dimensions


Structural dimensions provide for the breakdown of measure values across administrative and geographic
structures.

7.2.1 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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7.2.2 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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7.3 Biographical / Diversity Dimensions


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

7.3.1 Age Dimension


This dimension provides three breakdown levels. 7.3.5 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 7.3.6 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"
7.3.2 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 7.3.7 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)
7.3.3 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
7.3.4 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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7.4 Employment Dimensions

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

7.4.1 EEO Job Category Dimension


This dimension provides a single breakdown level. 7.4.3 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 7.4.4 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
7.4.2 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
7.4.5 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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7.4.6 Job Family Dimension


This dimension provides single or multiple Critical Job Roles
breakdown levels. The top of the tree is referred to Engineers
as All Job Families. E.g. Trades / Technicians
Clerical and Office Workers
Job Family General Managers
Clerical .
Management
Manufacturing 7.4.10 Risk of Loss Dimension
Non-Management This dimension provides a single breakdown level.
Other The top of the tree is referred to as All Risk of Loss.

7.4.7 Job Function Dimension Risk of Loss


This dimension provides single or multiple High
breakdown levels. The top of the tree is referred to Medium
as All Job Functions. E.g. Low

Job Function
7.4.11 Impact of Loss Dimension
Accounting
This dimension provides a single breakdown level.
Actuarial
The top of the tree is referred to as All Impact of
Customer Service
Loss.
Human Resources
IT
Impact of Loss
Legal
High
Marketing
Medium
Sales
Low

7.4.8 Managerial / Non-managerial


Dimension 7.4.12 Future Leaders

This dimension provides a single breakdown level. This dimension provides a single breakdown level.
The top of the tree is referred to as All Managerial The top of the tree is referred to as All Future
Employees. Leaders.

Managerial Grouping Future Leaders


Managerial Yes, a future leader
Non-Managerial No

7.4.9 Critical Job Roles


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

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7.5 Payment Dimensions

7.5.1 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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7.6 Tenure Dimensions

7.6.1 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
6-<9 Months 6 8 Months
9-<12 Months 9 11 Months
12-<15 Months 12 14 Months
15-<18 Months 15 17 Months
1-<2 Years
18-<21 Months 18 20 Months
21-<24 Months 21 23 Months
24-<30 Months 24 29 Months
2-<3 Years
30-<36 Months 30 35 Months
3 Years 36 47 Months
3-<5 Years
4 Years 48 59 Months
5 Years 60 71 Months
6 Years 72 83 Months
5-<10 Years 7 Years 84 95 Months
8 Years 96 107 Months
9 Years 108 119 Months
10 Years 120 131 Months
11 Years 132 143 Months
10-<15 Years 12 Years 144 155 Months
13 Years 156 167 Months
14 Years 168 179 Months
15 Years 180 191 Months
16 Years 192 203 Months
15-<20 Years 17 Years 204 215 Months
18 Years 216 227 Months
19 Years 228 239 Months
20 Years 240 251 Months
21 Years 252 263 Months
22 Years 264 275 Months
23 Years 276 287 Months
24 Years 288 299 Months
20-<30 Years
25 Years 300 311 Months
26 Years 312 323 Months
27 Years 324 335 Months
28 Years 336 347 Months
29 Years 348 359 Months
30+ Years 30+ Years 360+ Months

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7.7 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)
3-<6 Months 3 5 Months
<1 Year
6-<9 Months 6 8 Months
9-<12 Months 9 11 Months
12-<15 Months 12 14 Months
15-<18 Months 15 17 Months
1-<2 Years
18-<21 Months 18 20 Months
21-<24 Months 21 23 Months
24-<30 Months 24 29 Months
2-<3 Years
30-<36 Months 30 35 Months
3 Years 36 47 Months
3-<5 Years
4 Years 48 59 Months
5 Years 60 71 Months
6 Years 72 83 Months
5-<10 Years 7 Years 84 95 Months
8 Years 96 107 Months
9 Years 108 119 Months
10 Years 120 131 Months
11 Years 132 143 Months
10-<15 Years 12 Years 144 155 Months
13 Years 156 167 Months
14 Years 168 179 Months
15 Years 180 191 Months
16 Years 192 203 Months
15-<20 Years 17 Years 204 215 Months
18 Years 216 227 Months
19 Years 228 239 Months
20 Years 240 251 Months
21 Years 252 263 Months
22 Years 264 275 Months
23 Years 276 287 Months
24 Years 288 299 Months
20-<30 Years
25 Years 300 311 Months
26 Years 312 323 Months
27 Years 324 335 Months
28 Years 336 347 Months
29 Years 348 359 Months
30+ Years 30+ Years 360+ Months

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7.8 Recruitment Dimensions

7.8.1 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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7.9 Separation Dimensions

7.9.1 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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8. 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

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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

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9. 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 [EOP Headcount Managerial & Professional / EOP Headcount] * 100
(EEO)
#
Staffing Rate Managerial (EEO) [EOP Headcount Managerial / EOP Headcount] * 100
#
Structural Staffing Rate Professionals (EEO) [EOP Headcount Professionals / EOP Headcount] * 100
#
Staffing Rate Executive/Senior Level [EOP Headcount Executive/Senior Level Officials and Managers / EOP
Officials and Managers (EEO) Headcount] * 100
#
Staffing Rate First/Mid Level Officials [EOP Headcount First/Mid Level Officials and Managers / EOP Headcount]
and Managers (EEO) * 100
Workforce
Profile EOP Headcount Managerial & Professional / [Technicians + Sales Workers
Staffing Ratio Managerial &
+ Office and Clerical + Craft Workers (Skilled) + Operatives (Semi-Skilled) +
Professional (EEO) #
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 /
#
Diversity [EOP Headcount Minority / EOP Headcount Ethnic Background Reported ]
Staffing Rate Minority
* 100
[EOP Headcount - Minority Managerial#] / [EOP Headcount - Managerial
Staffing Rate - Minority Managers
(Ethnic Background Reported)] * 100

Male to Female Staffing Ratio EOP Headcount Female / EOP Headcount Male

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Category Sub-Category Measure Calculation


#
Male to Female Staffing Ratio Managerial Male to Female Staffing Ratio Managerial / Male to Female Staffing Ratio
versus Total

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 - Generation Y
Y/Generation Y
# #
Generation Ratio - Silents & EOP Headcount Silents & Boomers / EOP Headcount - Generations XY
Boomers/Generation XY
# #
Generation Ratio - Silents/Other EOP Headcount Silents / EOP Headcount - Boomers, X & Y
Generations
#
[EOP Headcount Exempt / EOP Headcount Employment Level
Staffing Rate Exempt #
Reported ] * 100
#
[EOP Headcount Non-Exempt / EOP Headcount Employment Level
Staffing Rate Non-Exempt #
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 # #
Staffing Rate Temporary (Exempt) [EOP Headcount Temporary (Exempt) / EOP Headcount (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
Staffing Rate - Approaching Retirement [EOP Headcount - Approaching Retirement Eligibility / EOP Headcount] * 100
Eligibility
#
Average Retirement Age [Total Retirement Age / Terminations Retirement] * 100
# #
Average Workforce Tenure Total Workforce Tenure / EOP Headcount- Tenure Reported
#
Tenure Average Workforce Position Tenure [Total Workforce Position Tenure / EOP Headcount]
Staffing Rate - Tenure <1 Year [EOP Headcount <1 Years Tenure / EOP Headcount] * 100

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Category Sub-Category Measure Calculation


Staffing Rate - Tenure >15 Years [EOP Headcount >15 Years Tenure / EOP Headcount] * 100

Workforce Workforce Termination Value per Termination Termination Annual Salary / Terminations Based on 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 Hire Rate Non-Exempt [External Hires Non-Exempt / Average Headcount Non-Exempt] * 100
Rehire Rate [Rehires / External Hires] * 100
Recruitment
Net Hire Ratio External Hires / Terminations
Net Hire Ratio Minority External Hires Minority / Terminations Minority
# #
Net Hire Ratio - Silents & Net Hire Ratio Silents & Boomers / Net Hire Ratio - Generation XY
Boomers/Generation XY
Workforce
Internal Hire Rate [Internal Hires / Average Headcount] * 100
Mobility
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
# #
Transfer Rate Non-Exempt [Transfers In Non-Exempt / Average Headcount Non-Exempt ] * 100

Promotion Rate [Promotions In / Average Headcount] * 100
# #
Promotion Rate Exempt [Promotions In Exempt / Average Headcount Exempt ] * 100
# #
Promotion Rate Non-Exempt [Promotions In Non-Exempt / Average Headcount Non-Exempt ] * 100

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Category Sub-Category Measure Calculation



Demotion Rate [Demotions In / Average Headcount] * 100
# #
Demotion Rate Exempt [Demotions In Exempt / Average Headcount Exempt ] * 100
# #
Demotion Rate Non-Exempt [Demotions In Non-Exempt / Average Headcount Non-Exempt ] * 100
([Promotions In Female#] + [Promotions In Minority Male#]) / ([Average
Promotion Rate Female and Minorities
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-Exempt ] *
Upward Mobility Non-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-Exempt ] *
Lateral Mobility Non-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-Exempt ] *
Downward Mobility Non-Exempt
100
Internal Exit Rate [Internal Movements - Out / FTE] * 100
Retention Rate [(SOP Headcount Terminations) + External Hires / SOP Headcount] * 100
[((SOP Headcount Minority) - (Terminations Minority)) + (External Hires
Retention Rate Minority
Minority) / SOP Headcount - Minority] * 100

Termination Rate [Terminations / Average Headcount] * 100
Termination
[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] * 100

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Category Sub-Category Measure Calculation


(Voluntary)
# #
Termination Rate Exempt [Terminations Exempt / Average Headcount Exempt ] * 100
# #
Termination Rate Exempt (Involuntary) [Terminations Exempt Involuntary / Average Headcount Exempt ] * 100
# #
Termination Rate Exempt (Voluntary) [Terminations Exempt Voluntary / Average Headcount Exempt ] * 100
# #
Termination Rate Non-Exempt [Terminations Non-Exempt / Average Headcount Exempt ] * 100
#
Termination Rate Non-Exempt [Terminations Non-Exempt Involuntary / Average Headcount Non-
#
(Involuntary) Exempt ] * 100
#
Termination Rate Non-Exempt [Terminations Non-Exempt Voluntary / Average Headcount Non-
#
(Voluntary) Exempt ] * 100
#
Termination Rate Voluntary [Terminations Voluntary / Average Headcount] * 100
#
Termination Rate Voluntary (Less Terminations Voluntary (Less Retirements) / Average Headcount] * 100
Retirements)
#
Termination Rate <1 Year Tenure [Terminations Voluntary <1 Years Tenure / Average Headcount <1
#
(Voluntary) Years Tenure ] * 100
#
Termination Rate 1-<2 Years Tenure [Terminations Voluntary 1-<2 Years Tenure / Average Headcount 1-<2
#
(Voluntary) Years Tenure ] * 100
#
Termination Rate 2-<3 Years Tenure [Terminations Voluntary 2-<3 Years Tenure / Average Headcount 2-<3
#
(Voluntary) Years Tenure ] * 100
#
Termination Rate 3-<5 Years Tenure [Terminations Voluntary 3-<5 Years Tenure / Average Headcount 3-<5
#
(Voluntary) Years Tenure ] * 100
#
Termination Rate 5-<10 Years Tenure [Terminations Voluntary 5-<10 Years Tenure / Average Headcount 5-
#
(Voluntary) <10 Years Tenure ] * 100
#
Termination Rate 10-<15 Years Tenure [Terminations Voluntary 10-<15 Years Tenure / Average Headcount 10-
#
(Voluntary) <15 Years Tenure ] * 100
#
Termination Rate 15-<20 Years Tenure [Terminations Voluntary 15-<20 Years Tenure / Average Headcount 15-
#
(Voluntary) <20 Years Tenure ] * 100
#
Termination Rate 20-<30 Years Tenure [Terminations Voluntary 20-<30 Years Tenure / Average Headcount 20-
#
(Voluntary) <30 Years Tenure ] * 100

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Category Sub-Category Measure Calculation


#
Termination Rate 30+ Years Tenure [Terminations Voluntary 30+ Years Tenure / Average Headcount 30+
#
(Voluntary) 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
Compensation # #
Compensation Average Annual Salary per EOP Total Workforce Annual Salary / EOP Headcount Annual Salary Reported
& Benefits
Headcount
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).

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