| name | staffing-scorecard-build |
| description | Build a staffing operations scorecard where every KPI carries a definition, formula, window, baseline, owner, drill-down, and a triggered action — so an operator can act on it Monday morning. Reach for this when standing up a new scorecard or auditing one that reports numbers nobody acts on. |
Skill: Build a staffing operations scorecard
A scorecard is useful when it changes what an operator does. A number with no definition, no comparison, and no triggered action is decoration. This skill keeps it honest.
Step 1 — Pick the decision the scorecard serves
Name the one question it answers: "are we filling fast enough to win placements?", "is margin holding?", "is the desk the right size?" A scorecard that tries to answer everything answers nothing. Everything below flows from this.
Step 2 — Choose 5–9 KPIs, by family (more is noise)
Pull from ../../knowledge/staffing-kpi-glossary.md. A balanced operations scorecard usually spans:
- Demand/funnel: fill rate (name the denominator), time-to-fill (to start, incl. credentialing), requisition aging.
- Speed: time-to-submit/present (speed wins the placement).
- Financial: gross margin (bill−pay−burden), DSO.
- Quality/retention: redeployment rate, fall-off rate, client/candidate NPS.
- Productivity: hires/recruiter normalized for reqs-per-recruiter.
Step 3 — For each KPI, fill the seven fields (no field, no ship)
| Field | Rule |
|---|
| Definition | The exact denominator/numerator; resolve the fill-rate ambiguity here |
| Formula | Written out, so two people compute it the same way |
| Window | Trailing 30/90/etc.; must not straddle a seasonal boundary (§3 #5) |
| Baseline | Prior period / SLA / cohort / target — the thing it's measured against (§3 #1) |
| Owner | A named role accountable for the number |
| Drill-down | The 2–3 components behind it (so a red number explains itself) |
| Triggered action | What the owner does at each band (green/yellow/red) |
Step 4 — Pair the metrics
Place fill rate and time-to-fill adjacent; margin with its bill/pay/burden drill-down; revenue-per-recruiter with reqs-per-recruiter. A lone number on a scorecard invites the wrong fix (§3 #2, #3, #4).
Step 5 — Segment the view
Healthcare-travel, locum, allied, per-diem, education-school-based don't share benchmarks or seasonality. Either filter by segment or show them side-by-side — never blend them into one average.
Step 6 — Set the bands and the actions
Green/yellow/red thresholds tied to the baseline, each with the action it triggers. If the owner has to compute anything mentally to know what to do, redesign it.
Step 7 — Mark the soft numbers
Any benchmark from an advisory blog is [ESTIMATE]; any figure not read first-hand is [unverified]. The client's own data is the baseline; external benchmarks are context (§3 #9).
Output
Use ../../templates/kpi-scorecard.md. Demo data shape: ../../bi-report/data.json. For the dashboard layout, route to kpi-dashboard-design; for instrumentation/build, to ravenclaude-core/data-engineer.
What this skill does NOT cover
