Measure how effectively the workforce system absorbs volatility, coverage strain, cost pressure, and pipeline weakness.
How choppy is the current schedule? These inputs capture day-to-day instability on the floor.
Direct cost impact of volatility, especially overtime and premium labor.
Downstream impacts: PBJ, surveys, and leadership drag from instability.
How strong is the permanent staff pipeline? This is where candidate sourcing moves the needle.
Enter how many communities fall into each band. The tool converts these distributions into portfolio-wide average values for each WSI metric.
| Metric | Low band | Mid band | High band | Total |
|---|---|---|---|---|
| Open shifts / weekLow: 0–5 • Mid: 6–10 • High: 11+ | 20 / 20 | |||
| % of shifts via agency/PRNLow: 0–25% • Mid: 26–50% • High: 51%+ | 20 / 20 | |||
| Last-minute call-offs / weekLow: 0–2 • Mid: 3–5 • High: 6+ | 20 / 20 |
| Metric | Low band | Mid band | High band | Total |
|---|---|---|---|---|
| Monthly OT hoursLow: 0–100 • Mid: 101–250 • High: 251+ | 20 / 20 | |||
| OT premium vs baseLow: 0–25% • Mid: 26–50% • High: 51%+ | 20 / 20 | |||
| Agency/PRN premium vs core staffLow: 0–20% • Mid: 21–40% • High: 41%+ | 20 / 20 |
| Metric | Low band | Mid band | High band | Total |
|---|---|---|---|---|
| PBJ exposure / risk scoreLow: 0–3 • Mid: 4–7 • High: 8–10 | 20 / 20 | |||
| Staffing-related survey citations (12 mo)Low: 0 • Mid: 1–2 • High: 3+ | 20 / 20 | |||
| Leadership turnover events (ED/DON/ADON, 12 mo)Low: 0–1 • Mid: 2–3 • High: 4+ | 20 / 20 |
| Metric | Low band | Mid band | High band | Total |
|---|---|---|---|---|
| Annual clinical staff turnover rateLow: 0–30% • Mid: 31–60% • High: 61%+ | 20 / 20 | |||
| Open clinical FTE vacanciesLow: 0–1 • Mid: 2–4 • High: 5+ | 20 / 20 | |||
| Average time-to-fill (RN/LVN/CNA)Low: 0–30 d • Mid: 31–60 d • High: 61+ d | 20 / 20 | |||
| Monthly external recruiting spendLow: $0–5k • Mid: $5,001–15k • High: $15k+ | 20 / 20 |
The WSI starts from a best realistic workforce baseline, then shows how much added strain is reducing resilience and how much value is still worth capturing.
The baseline state is intentionally not theoretical perfection. Like VI, WSI begins from a strong real-world operating baseline, then shows where additional operational strain is pushing the system below baseline or where smart action can move it above baseline into optimized workforce stability.
Illustrative view of how targeted candidate sourcing improves pipeline health first, then reduces reactive labor drag and opens additional workforce stability headroom.
| Metric | Current | With Sourcing | Delta |
|---|---|---|---|
| Stability Index | – | – | – |
| Annual Volatility Cost | – | – | – |
| Workforce Drag Cost | – | – | – |
Once WSI is saved, the platform and Stability Map can plot the current workforce baseline, the remaining headroom to optimized stability, and the value attached to closing that gap.
WSI controls the horizontal position. Strong real-world baseline stability begins around 80. Scores below that indicate strain beneath baseline; scores above that indicate optimization headroom converted into stronger workforce resilience.