1. West Division HR Scorecard
July 2007

2. See notes on some slides for further explanation
Did you know . . .
Did you know . . .
For the first time, the West Division has passed the 16,000 active employee mark this month – with 16,230!
346 Comcasters were on LOA at the end of July – or 2.13 % of our total workforce. This percentage has been trending down since June 2006 when it reached a high of 3.52%
The Bay Area continues to lead the way in keeping voluntary turnover down. They have been below the division average for 11 months in a row!
Utah takes the lowest voluntary turnover for July Prize – at 7.05 %
Safety metrics continue to be below benchmarks – at the
market as well as the division level
New this month – CredoSpeak results, Subs per FTE by Market, Cash Flow per FTE by Market, and Revenue per FTE by Market
The West Division topped last year’s total participation in the recent 2007 CredoSpeak survey – with a whopping 96.2% participating
Oregon was significantly over the market average on all 11 metrics in the CredoSpeak survey – while Washington was over on 10 of 11. Way to go NW!!!
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See notes on some slides for further explanation
This report is produced monthly by Peter Johnson Manager, HRIS. The data is collected from EV2 via ReportSmith, the LMS and from HR professionals the field.

3. Headcount

4. LOA

5. Voluntary Turnover

6. Overall Turnover

7. Safety

8. Subs Per FTE
Includes all subscribers – provided by monthly Headcount report from Finance. FTE includes contractor equivalents.

9. Operating Cash Flow Per FTE
$10,131
From the article Repurposing Metrics for HR July 2006 Vol. 51, No. 7 :
“From our standpoint, revenue per FTE is the best metric to assess worker productivity,” says Scott Pollak, director with Price-Waterhouse-Coopers Saratoga, a human resource consulting firm headquartered in San Jose, CA.
Median Income per FTE for all industries was reported to be $10, in the article (Source, 2006 SHRM Human Capital Benchmarking)

10. Revenue Per FTE
Revenue reported from ESSbase – FTEs provided by monthly Headcount report from Finance and includes contractor equivalents.
Definition from SHRM: This ratio conceptually links the time and effort associated with the firm's human capital to its revenue output. If the revenue-per-FTE ratio increases, it indicates that there is greater efficiency and productivity because more output is being produced per FTE. If the ratio decreases, it indicates there is less efficiency and productivity.

11. CredoSpeak Results – Compare by Market
What this means
This table displays results for survey questions and/or categories by subunit of your organization. The results for the total organization are displayed in the yellow column. Your total group's results are in the next column, followed by results for each subunit. Results in the white columns are being compared to the results in the yellow column (this is called the Comparison Group). Scores that are significantly more favorable than the comparison group are highlighted in blue bold text. Scores that are significantly less favorable than the comparison group are highlighted in red italics. Results that are not significantly different are displayed in black text.
How to use this
Look for patterns of color in the table. A subunit that has a lot of red numbers is one that trails the rest of the organization and probably requires focused attention and action planning. A subunit with a lot of blue numbers is a leader in the organization; consider using this group as a source of best practices to leverage improvement across the organization. Categories that are systemic strengths will be blue across all or most of the subunits; issues will be red across the subunits. Use this view to pinpoint where issues exist. This will enable targeted action planning. If all subunits are fairly similar in their scores, then the actions you take can address the whole organization.
See Notes for explanation

12. CredoSpeak Results Cont’d
What this means
This graph provides a simple way to see the percent favorable (blue), neutral (yellow), and unfavorable (red) responses for your group on each survey category. The percent favorable represents employees who chose one of the two most favorable response choices (e.g. Strongly Agree and Agree). The percent unfavorable represents the employees who chose one of the two unfavorable response choices (e.g. Strongly disagree or Disagree). The percent neutral represents those employees who chose the middle response (e.g. Neither agree nor disagree). Category scores combine responses from multiple questions in the survey.
How to use this
It's best to interpret these scores in the context of other data, such as the total company result, an external norm, or results from the previous survey, as what seems like a low score may turn out to be above average. In general, scores of 25% or more unfavorable suggests high dissatisfaction; more than 25% neutral suggests confusion or a lack of information about an issue.
See Notes for explanation