People Reporting
Build evidence-based people reports that answer an operating question, not dashboard sprawl.
When to Use
- Headcount, hiring, attrition, performance, engagement, onboarding, or workload reporting.
- Recurring leadership people brief.
- Metrics reconciliation across HRIS, ATS, survey, and operational systems.
- People-risk narrative for managers, executives, or board updates.
Inputs
- Reporting question, audience, time window, data sources, definitions, and privacy constraints.
- Metrics required and known caveats.
- Prior report if this is recurring.
Outputs
- Report using
templates/people-report.md. - Metric dictionary with numerator/denominator definitions.
- Findings, risks, recommended actions, and unresolved data gaps.
Process
- Restate the operating question and audience decision.
- Lock definitions before calculating: headcount, attrition, open roles, time-to-fill, ramp, engagement, performance distribution.
- Separate facts, trends, and interpretations.
- Compare to prior periods and relevant cohorts only when sample sizes are meaningful.
- Redact or aggregate sensitive data for small groups.
- For AI or automation reporting, measure baseline cycle time, decision quality, escalation/error rate, adoption depth, employee trust, and business outcome before claiming ROI.
- End with actions, owners, and follow-up metrics.
Guardrails
- Do not expose individual health, legal, disciplinary, or protected-class information.
- Do not over-interpret tiny cohorts.
- Mark incomplete or stale data plainly.
- Do not treat time saved as business impact unless quality, adoption, and outcome evidence support it.