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Key Performance Indications

Leading Practice Service Levels-HR Functional

Level 2 Level 3 Service Level Metric/Measurement Metric Leading Minimum Measure- Perfor- Service Level Source
Process Activity Owner Practice Service ment mance Attribute
Expected Level Window Indicator
Service
Level

HR Consulting Year End Employee Retention: Calculated as the Performa 99.00% 99.00% Monthly Key Effectiveness HROA
Calibration number of candidates hired who are still nce
employed by company XX days (typical Manage
measures are 30, 60 and 90 days based on ment
type of job and job level) after hire date divided COE
by the total number of candidates hired.
Measures the effectiveness of the recruiting
function, defined as retention of employees
beyond an agreed upon time frame (i.e., right
candidate was hired for the right job).

Talent Applicant Diversity of Candidate Slate: Calculated as Talent 99.00% 99.00% Monthly Key Effectiveness HROA
Recruit/ Administration the number of requisitions containing at least Acquisiti
Onboarding one candidate that meets the agreed diversity on COE
guidelines divided by the total number of
requisitions. Measures the effectiveness of the
recruiting function in adhering to diversity
objectives.

HR Consulting Year End Quality of Hire: Calculated as the number of Talent 95.00% 90.00% Monthly Key Effectiveness HROA
Calibration new hires receiving a satisfactory rating Acquisiti
divided by total number of new hires. on COE
Measures the total number of new hires
receiving a "satisfactory" rating by the hiring
manager 90 days after date of hire.

Talent Applicant Requisitions Sourced: Calculated as the Talent 95.00% 90.00% Monthly Key Timeliness HROA
Recruit/ Administration number of authorized requisitions sourced Acquisiti
Onboarding within the agreed upon timelines divided by the on COE
number of authorized requisitions sourced.
Measures the responsiveness of the sourcing
function. Identifies a time to source based on
type of job.

NOTE: Requires sufficient volume to be
relevant.

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