Before you use it
- Define the population, denominator and time window before comparing figures.
- Separate the observed result from your explanation and recommendation.
- Use only necessary information; keep identifiable records in approved systems.
- Plan how to review the action before rollout, and state any limits on causal conclusions.
Preview the worksheet
Question and decision — [Question, affected population and deadline] [Decision owner and available choices] [What evidence would change our preferred answer?]
Evidence and uncertainty — [Source, date, definition and finding] [Research, local data, experience and employee perspectives considered] [Contradictory evidence, missing information and alternative explanations] [Privacy and access checks; use aggregate information here]
Action and evaluation — [Proposed action, mechanism, owner and resources] [Outcome, baseline, comparison and observation window] [Delivery check and potential unintended effects] [Review date; continue, modify or stop criteria]
Worked illustration
Illustration only: 12 exits among 40 starters is 30%; 6 among 40 is 15%. The difference is 15 percentage points. Different roles, seasons or shift availability could explain it. Do not attribute the change to an intervention without a suitable evaluation.
Sources and authorship
An original ADM HR worksheet with original prompts and an invented example. The linked resources are further reading; this is not a reproduction of a CIPD or AIHR template and is not endorsed by either organisation.
Additional professional guidance ↗
These links provide further reading. Some resources require membership. The worksheet is an independent educational aid, not legal advice or an official assessment.