Service 05
Staffing Model
Staffing is too often set by last year's headcount and whoever asked loudest. We build it from the work instead, so every role has a reason and every budget line has a basis.
- Capability 1
- Workforce planning
- Capability 2
- Demand and capacity
- Capability 3
- Workload analysis
- Capability 4
- Role and skills mix
The approach
Too few people and service slips, overtime climbs and good staff burn out. Too many and the cost shows up in every budget review. Most organizations sit in both places at once: stretched in some teams, carrying slack in others, without the data to tell which is which.
We measure the demand each team faces and the time the work actually takes, then build a staffing model from it: how many people each function needs, with which skills, in which roles, and how that changes as volumes, seasons or services change.
The model is yours to keep. Leaders can test scenarios before committing to them, budget headcount accurately, and plan hiring, training and redeployment against a picture of the work rather than a guess.
- 01
Measure the work
We gather demand, volume and time data, and walk the work with your teams to see what the numbers miss.
- 02
Build the model
We turn the data into a staffing model, test it with your managers, and run the scenarios leadership needs to decide.
- 03
Plan and hand over
We set out the workforce plan, hand over the model, and train your team to keep it current.
What you get
Deliverables, not a status update.
- 01
Demand and workload analysis
The volume of work each team handles and the time it takes, measured rather than estimated.
- 02
Capacity model
How many people each function needs to meet demand at the service level you set.
- 03
Role and skills mix
The right blend of roles, seniority and skills for the work, and where it differs from today.
- 04
Staffing scenarios
What growth, a new service or a change in volume would do to headcount and cost, before you commit.
- 05
Workforce plan
Hiring, training and redeployment, phased against the budget and the timing of the work.
- 06
A model you keep
A working model your team can update and run again as conditions change, handed over with training.
Questions
Answered straight.
- Is this about reducing headcount?
- Not by default. Some teams turn out to be understaffed and some carry more than the work needs. The model shows both, so decisions rest on evidence rather than cuts across the board.
- What data do you need?
- Whatever your systems already record about volume and time, plus interviews and observation where they fall short. We work with imperfect data and say how confident each number is.
- Can we keep using the model ourselves?
- Yes. It is handed over as a working tool with training, so your team can update it as demand changes and plan the next budget with it.
Start here
Need the right people in the right roles, at the right cost?
You will speak to an engineer, and you will leave the first conversation with an opinion about your problem whether or not you hire us.