Before you use it
- Check units: headcount, FTE and productive hours are different measures.
- Test one uncertain assumption and record how the decision changes.
- Check competence, timing and coverage rather than relying on a balanced total.
- Review employee consequences and any separate consultation or legal requirements before implementation.
Preview the worksheet
Decision and scope — [Service or team] [Planning period] [Decision owner] [What decision is needed and by when? What is outside scope?]
Demand and capacity — [Required work, unit and timing] [Conversion assumption, evidence date and owner] [Available capacity and competence; allowances already included] [Gap by skill, shift or location; avoid counting time twice]
Options and triggers — [Option A: cost, lead time, dependency and employee impact] [Option B: cost, lead time, dependency and employee impact] [Recommended next step, owner and observable trigger] [Review date and conditions to stop or change course]
Worked illustration
Illustration only: 3,600 productive hours divided by 120 hours per FTE gives 30 FTE. At 112 hours it gives about 32.1 FTE. This is a sensitivity check, not a staffing recommendation. Check skill and shift coverage before deciding what to do.
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.