Workload lives nowhere
Cases, tickets, and transactions sit in each office’s own tools.
Workforce and HR
Can I get a course release next fall for my research?
Yes. Your NSF grant covers 25% of your salary, which buys out one of your three courses. I drafted the release. Send it to your chair?
Send it
Sent to your chair and the grants office.
Why workforce planning is hard to run today
Peaks swamp the same offices every year
The calendar predicts them, but staffing reacts after the backlog forms.
Departures are predictable, and found in a resignation letter
Pay against market, workload, and leave signal it months ahead.
The workforce model
We bring your systems, outside data, and policies together, model the domain, and compute what it runs on.
What the model enables
Forecast
Peak workload
Weekly volume ahead for every queue, from the calendar and enrollment.
Optimization
Capacity gap
Forecast workload against staffed hours after leave, by office.
Prediction
Who may leave
Each employee’s departure risk, with pay against market.
Rule
Approval route
Who approves each position request, from its funding and role.
Measurement
Time to fill
Days from posting to hire for every opening.
Rule
Prefilled requests
The share of each request filled from source data.
What we deploy
Applications, agents, and workflows on the model. Each one reads the model and changes it only through governed actions.
App
An app where HR and division leaders staff to the workload
Workload against capacity by office, open positions, time to fill, and departure risk.
Reads from the model
- Office
- Work queue
- Position
- Employee
Agent
An agent that answers employee questions and resolves routine requests
It answers leave, tax form, and benefits questions from policy and the employee’s record, and files requests within policy. HR reviews leave and pay changes.
Reads from the model
- Employee
- Employee request
- Leave
Workflow
A workflow that prefills, routes, and posts position requests
It fills each request from source data and routes it for approval by its funding and role. The posting opens once it’s approved.
Reads from the model
- Position request
- Position
- Job posting
What the workforce model lets you do
How we measure
We report what a change should add, and what it actually added.
Projected value
What the model expects a change to add, set when it goes live.
Holdout
Offices or employees who don’t get the change, compared with those who do.
Matched group
Similar offices from the same period, when a holdout isn’t possible.
Prior cycle
The same point last year, for changes that reach every office.
Start with Workforce and HR
We scope the first domain with your team and agree on the outcomes to measure.
How we deploy