菜单
Decompose staffing margin into bill minus pay minus burden, itemize the burden stack, and locate whether a compression is pricing, pay, burden, or mix — before anyone calls it a pricing problem. Reach for this when gross margin or spread is moving and the cause is unclear.
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Route everyday, well-defined work (single-file edits, test-writing, summarization, mechanical refactors, boilerplate) to a cheaper coding agent (Grok or Copilot CLI) instead of doing it in the main Claude session, escalating multi-file/architecture/debugging/security work to Claude. Opt-in via the `cheap_lane:` comfort-posture knob.
Authors, validates and packages a claude.ai Organization Skill — the intake questions, the trigger and scope exercises, then lint, pack and verify against measured platform constraints. Reach for this when someone wants to publish a Skill to their organization, or when an upload was rejected and the reason is unclear.
Drafts a reply to an inbound customer email, grounded in the account record and the published help-centre articles rather than in recall. Use when a customer emails about billing, a renewal or an outage, when a reply must cite current policy, or when a teammate asks for a first draft to edit.
基于 SOC 职业分类
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| name | bill-rate-margin-modeling |
| description | Decompose staffing margin into bill minus pay minus burden, itemize the burden stack, and locate whether a compression is pricing, pay, burden, or mix — before anyone calls it a pricing problem. Reach for this when gross margin or spread is moving and the cause is unclear. |
A "margin is down" finding with no decomposition sends operators to reprice when the problem is often a burden line or a mix shift. This skill decomposes before diagnosing (§3 #3).
Margin $ = bill − pay − burden. Margin % = (bill − pay − burden) ÷ bill. Compute both for the period in question and a healthy baseline. Never reason about margin % without the dollar bridge — a % move can be a denominator (bill-rate) effect.
Employer payroll taxes (FICA/FUTA/SUTA), workers' comp, professional/general liability + malpractice (heavy in locums), benefits, housing/lodging/per-diem stipends + travel (travel nursing), credentialing/onboarding cost, and bench/idle time. Pull each as a line; compression hides here more than in the headline markup. See ../../knowledge/healthcare-staffing-economics.md §1.
Decompose the margin move into:
Quantify each contribution; usually one or two dominate.
A travel-nurse bill rate is only "low" relative to a dated benchmark — anchor to the SIA/NATHO series (~$133→$90/hr, 2022→2025) with the date. An operator anchored to 2021 peak rates will misread a normalized rate as a crisis (§3 #9).
Unbilled bench time is a margin leak that looks like a rate problem. If idle time is the driver, the lever is redeployment rate (the cheapest placement), not pricing.
Per-diem stipend structure (IRS tax-home rules) and worker classification (1099 vs. W-2, gig-platform reclassification) are margin levers and legal exposures. Surface them; route the actual treatment to the client's tax/legal counsel. Do not give the advice.
A waterfall from baseline margin to current margin with each driver's contribution, the dominant line named, and the recommended lever (reprice / renegotiate burden / shift mix / cut bench) with its expected movement.
Economics + burden detail: ../../knowledge/healthcare-staffing-economics.md. Decision tree: ../../knowledge/staffing-decision-trees.md (Margin/spread tree). Template: ../../templates/bill-rate-margin-model.md.