Number of FTEs that perform the process "manage employee communication" per $1 billion revenue

This measure calculates number of full-time equivalent employees (FTEs) that perform the process "manage employee communication" per $1 billion revenue. The process "manage employee communication" includes [Developing employee communication plans; managing employee suggestions and grievances; and publishing employee communications.]. This Process Efficiency measure is intended to help companies minimize waste and refine resource consumption related to the process "Manage employee communication".

Benchmark Data

Lock

Sorry! Not all users have access to all of our resources.

Want to unlock access to all of our resources?

Learn about Membership Arrow with stem
Measure Category:
Process Efficiency
Measure ID:
106423
Total Sample Size:
56 All Companies
Performers:
25th Median 75th
- - -
Key Performance Indicator:
No
Sample image showing interactive filters for more detailed measure peer group data and an interactive graph.

Compute this Measure

Units for this measure are FTEs.

Back to Top
(Percentage of process group "manage employee information" FTEs who perform the process "manage employee communication" * Number of FTEs who perform the process group "manage employee information" * 0.01) / (Total business entity revenue * 0.000000001)

Key Terms

Back to Top

Total Annual Revenue/Net Revenue

Total annual revenue is net proceeds generated from the sale of products or services. This should reflect the selling price less any allowances such as quantity, discounts, rebates and returns. If your business entity is a support unit and therefore does not directly generate revenue, then provide the revenue amount for the units you support. For government/non-profit organizations, please use your non-pass-through budget. For insurance companies the total annual revenue is the total amount of direct written premiums, excluding net investment income. Note: Business entity revenue needs to only include inter-company business segment revenue when the transactions between those business segments are intended to reflect an arm's length transfer price and would therefore meet the regulatory requirements for external revenue reporting.

FTE - (full-time equivalent employee)

To calculate the number of full-time equivalents employed during the year for each respective process or activity, you must prorate the number of employees and the hours spent performing each process/activity. Assume that a full-time worker represents 40 hours per week. Provide the average number of full-time equivalents employed during the year for each respective process. Include full-time employees, part-time employees, and temporary workers hired during peak demand periods. Allocate only the portion of the employee's time that relates to or supports the activities identified for an applicable process. Prorate management and secretarial time by estimating the level of effort in support of each activity, by process.

For example, a part-time secretary in the finance department for XYZ, Inc. charges all of his time to finance department activities. He works 20 hours per week. The secretary splits his time evenly supporting employees working in the general accounting process and the financial reporting process. Thus, his time should be allocated by process. So, if he works throughout the year and supports these two processes, his time would be split evenly as:

20hrs/40hrs = .5FTE * 50% for general accounting = .25FTE for general accounting

20hrs/40hrs = .5FTE * 50% for financial reporting = .25FTE for financial reporting

Process efficiency

Process efficiency represents how well a process converts its inputs into outputs. A process that converts 100% of the inputs into outputs without waste is more efficient than one that converts a similar amount of inputs into fewer outputs.

Full-time Employee, Part-time Employee, and Temporary Employee

Full-time Employee

For the purpose of this survey, a regular full-time employee is hired for an indefinite period of time and is normally scheduled to work forty hours per week. Appointment is continuous, subject to satisfactory performance and availability of funding.

Part-time Employee

For the purpose of this survey, a regular part-time employee is hired for an indefinite period of time and is scheduled to work less than forty hours per week.

Temporary Employee

A temporary employee is employed for a finite period of time, to fulfill a time-limited role, or to fill the role of a permanent employee who is absent from work. The length of time an employee can work for the organization and be considered a temporary employee may be governed by employment legislation.

Measure Scope

Back to Top

Cross Industry (6.0.0)

  • 6.6.7.1 - Develop employee communication plan (10529) - Creating a plan for managing communication among employees. Inform employees of direction. Counter resistance with change management approaches. Seek specific areas of input to the decision-making process. Seek varying degrees of involvement and co-creation.
  • 6.6.7.2 - Manage/Collect employee suggestions and perform employee research (10530) - Procuring and handling suggestions from employees, and performing research on employees. Manage and analyze the programs that help the organization to tap into employee ideas for improving the organization's processes and/or products. Use surveys, focus groups, and other data-gathering methods to find out the attitudes, opinions, and feelings of members of an organization.
  • 6.6.7.3 - Manage employee grievances (10531) - Taking care or resolving any complaint raised by an employee by procedures provided for in a collective agreement, an employment contract, or by other mechanisms established by an employer.
  • 6.6.7.4 - Publish employee communications (10532) - Implementing the communication plan for employees. Initiate dialogues and engagement by monitoring the exchange of ideas and opinions, the development of personal relationships, etc.