How do you calculate headcount required?
Multiply the number of workers by 40 (8 hours a day x 5 days a week). Multiply the result by 52 (weeks in a year). Combine the hours worked by full-time and part-time employees. This is the total number of hours worked by all the employees.
How do you calculate FTE for staffing?
The calculation of full-time equivalent (FTE) is an employee's scheduled hours divided by the employer's hours for a full-time workweek. When an employer has a 40-hour workweek, employees who are scheduled to work 40 hours per week are 1.0 FTEs. Employees scheduled to work 20 hours per week are 0.5 FTEs.
How do you forecast resources in Excel?
Once the number of calls has been determined and allotted to the right days of week and times of day, then outbound call workload can be calculated for each hour or half-hour period, just like inbound calling. The workload is made up of the number of calls multiplied by the average handle time of a call.
The formula: task x time (to perform task) x frequency = basic workload. This is a fairly simple way to calculate the basic workload of most facilities.
A staffing forecast is a process of analyzing projected sales, launches and market expansions to gain insight on current, short and long-term staffing needs, the team at software company Asure writes. Essentially, staffing forecasting is predicting the company's supply and demand for employees.
If your company uses a standard 40-hour workweek, someone who works 30 hours has an FTE value of 0.75. This calculation comes from dividing 30 hours by 40 hours to get 0.75. If you use a different number of hours for full-time, divide 30 by that amount to get the FTE value.
The Staffing Matrix is a tool to help leadership determine what levels of each staff group are needed based on the census. This matrix is used as a guideline. Adjustments are made that take into consideration patient needs and acuity.