{"title":"Analytics Packs","description":"\u003cp\u003eMulti-tool workbooks that pull related HR metrics into one model, covering recruiting, workforce planning, turnover and absence, and restructuring savings. Use these when one calculator is not enough.\u003c\/p\u003e","products":[{"product_id":"recruiting-analytics-pack","title":"Recruiting Analytics Pack","description":"\u003cp\u003eSee what hiring costs. The cost per hire, what open roles cost, how many recruiters your reqs need, and whether to use an agency or build in-house.\u003c\/p\u003e\u003ch3\u003eFour recruiting tools in one workbook\u003c\/h3\u003e\u003cp\u003eEight tabs in one Excel file. A Start Here page sets the order to work in, four tools price and plan the hiring, a benchmarks tab keeps the inputs honest, a one-page summary pulls the headlines together, and a Notes tab holds the assumptions you chose and why.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eCost Per Hire.\u003c\/strong\u003e Enter the hires and the external and internal recruiting costs for one period: ads, agency fees, background checks, recruiter and hiring-manager time, and tools. Cost per hire calculates on the SHRM and ANSI standard, with the external and internal split.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTime to Fill.\u003c\/strong\u003e Set the working days and benefits load, then list each open role with its salary, value multiplier, and days open. The net cost of each vacancy and the total calculate, valuing both the output lost and the pay saved.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRecruiter Capacity.\u003c\/strong\u003e Set the reqs one recruiter can carry by complexity, then enter your open reqs as high-volume, professional, and hard-to-fill. The recruiters needed and a recommended team size calculate, with utilization and the gap.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAgency vs In-House.\u003c\/strong\u003e Set your in-house cost and capacity, then list the roles you hire by group with agency fee rates. The all-agency cost, the in-house scenario, and the annual saving calculate.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBenchmarks.\u003c\/strong\u003e Public figures to sanity check each result: cost per hire from SHRM 2025, time to fill, value multipliers, recruiter capacity, and agency fee ranges, with the source noted per section.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSummary.\u003c\/strong\u003e Your recruiting picture on one page. Cost per hire, the net cost of open roles, the recommended recruiters, and the agency-versus-in-house saving, every figure pulled live from the four tools.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eFrom recruiting spend to a number you can plan against\u003c\/h3\u003e\u003cp\u003eEach tool answers one hiring question, and every result flows to the summary, so the picture stays current as you work.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003ePrice a hire.\u003c\/strong\u003e Enter the external and internal costs for one period. Cost per hire calculates on the SHRM and ANSI standard, with the share that is external versus internal.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCost the open roles.\u003c\/strong\u003e List your open roles with salary, a value multiplier, and days open. The net cost of each vacancy nets the output lost against the pay you save while it sits open.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSize the recruiting team.\u003c\/strong\u003e Enter your open reqs by complexity. The weighted recruiters needed and a recommended team size show whether you are over or under capacity.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSettle agency versus in-house.\u003c\/strong\u003e List the roles you hire and the agency fees. The annual saving from building in-house, at your volume, makes the call visible.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eRecruiting numbers that hold up with finance\u003c\/h3\u003e\u003cp\u003eA recruiting number is only as strong as the assumptions under it, so the pack keeps every assumption on the surface and sources its benchmark figures.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eAssumptions on the surface.\u003c\/strong\u003e The cost lines, value multipliers, capacity limits, and agency fees are visible, editable cells, not buried constants.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBenchmarks from public sources.\u003c\/strong\u003e Cost per hire from the SHRM 2025 report, time to fill and value-of-vacancy ranges from public research, and agency fee norms, with the source next to each figure.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuilt on a recognized standard.\u003c\/strong\u003e Cost per hire follows the SHRM and ANSI definition, total recruiting cost over the number of hires, so the number is comparable to published benchmarks.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example in every tool.\u003c\/strong\u003e The file opens on realistic roles, reqs, and hiring volumes, not a blank sheet you have to decode.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA talent or HR leader who has to show what recruiting costs and whether the team is sized right.\u003c\/li\u003e\n\u003cli\u003eAn HR team of one deciding between an agency and a first in-house recruiter.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead building a recruiting cost case for a client.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA staffing plan, not the cost of hiring it. The Workforce Planning Pack covers FTE and headcount, shift coverage, overtime versus hiring, and labor burden.\u003c\/li\u003e\n\u003cli\u003eThe cost of people leaving, not the cost of hiring. The Turnover and Absence Cost Pack covers cost per departure, absence, vacancy, and retention savings.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne Excel workbook, eight tabs. It works in Excel or Google Sheets, every cell is editable, and the file is yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal or tax advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is cost math with estimates and general business information. Pay, fees, and recruiting practices vary by company and market, so calibrate the assumptions to your own data before decisions that depend on them.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from a free cost-per-hire template?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eFree templates usually compute one cost-per-hire number and stop. This pack connects four: cost per hire on the SHRM and ANSI standard, the net cost of open roles, the recruiters your reqs need, and the agency-versus-in-house call. Sourced benchmarks and a one-page summary hold it together.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhere do the figures come from?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eFrom your inputs. You enter the recruiting costs, the value multipliers, your reqs, and the agency fees, and each tool calculates from those. Each tool opens with its own worked example, so the example figures differ from tab to tab; the Summary reflects your own numbers once you fill them in. The Benchmarks tab shows public figures next to each result so you can see where your figure lands.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs it a subscription?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. One-time purchase, instant download, no recurring fee. You keep the file.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as rates change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe workbook carries a last-reviewed date, the benchmark figures show their sources next to the results they support, and meaningful updates are released as the numbers change.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here tab first; it tells you the order to work in. If the file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003ePlanning estimates and general business information, not legal or tax advice. The costs rest on the assumptions you set, so calibrate them to your own data. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503215892,"sku":"TSHR-024","price":79.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-024__recruiting-analytics-pack-hero.jpg?v=1780979063"},{"product_id":"workforce-planning-pack","title":"Workforce Planning Pack","description":"\u003cp\u003ePlan the staffing with numbers you can defend. How many people the workload needs, how many cover the posts, whether to hire or run overtime, and what an hour really costs.\u003c\/p\u003e\u003ch3\u003eFour planning tools in one workbook\u003c\/h3\u003e\u003cp\u003eEight tabs in one Excel file. A Start Here page sets the order to work in, four tools do the analysis, a benchmarks tab keeps the inputs honest, and a one-page summary pulls the headlines together. A Notes tab holds the assumptions you chose and why.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eFTE and Headcount Planner.\u003c\/strong\u003e Set the working-time assumptions once: hours, holidays, PTO, sick time, utilization, and attrition. Then list each team’s annual volume and hours per unit, and required FTE, the staffing gap, and the hires to close it calculate.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eShift Staffing Planner.\u003c\/strong\u003e Set per-employee availability, then list each post with positions at once, hours per day, and days per week. Coverage hours, the relief factor, and the employees needed to cover every post calculate.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eOvertime vs New Hire.\u003c\/strong\u003e Enter the extra hours and pay rates. The model compares recurring overtime against a loaded new hire, finds the break-even hours per week, and states the cheaper option with three-year costs.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFully Burdened Labor Rate.\u003c\/strong\u003e Enter a role’s salary and set eight burden components, from payroll taxes to overhead allocation. The fully loaded annual cost and hourly rate calculate, with a component breakdown.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBenchmarks.\u003c\/strong\u003e Public ranges to sanity check each result: working time, relief factors, overtime rules, the benefits share of pay, and labor burden by sector, with the source noted per section.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSummary.\u003c\/strong\u003e Your workforce picture on one page. Recommended headcount, the staffing gap, shift coverage, the overtime verdict, and the cost of an hour, every figure pulled live from the four tools.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eFrom workload to a headcount you can defend\u003c\/h3\u003e\u003cp\u003eEach tool answers one staffing question, and every result flows to the summary, so the picture stays current as you work.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSize the team against the workload.\u003c\/strong\u003e Set hours, time off, utilization, and attrition once. List each team’s volume and hours per unit, and required FTE, the gap, and the hiring plan calculate, with attrition replacement built in.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCover every shift.\u003c\/strong\u003e List each post and its hours. The relief factor converts coverage hours into the employees it takes once time off, holidays, and sick days land.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSettle overtime versus hiring.\u003c\/strong\u003e Compare recurring overtime against a loaded new hire. The break-even hours per week and the three-year costs make the call visible.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePrice the hour and pressure-test.\u003c\/strong\u003e Build a role’s fully burdened rate component by component, then check your inputs against public benchmark ranges before the plan goes upstairs.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003ePlanning math that survives the finance review\u003c\/h3\u003e\u003cp\u003eA headcount ask is only as strong as the assumptions under it, so the pack keeps every assumption on the surface and sources its benchmark ranges.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eAssumptions on the surface.\u003c\/strong\u003e Working time, utilization, attrition, relief availability, and the burden components are visible, editable cells, not buried constants.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBenchmarks from public sources.\u003c\/strong\u003e Quit rates from BLS JOLTS, the benefits share from BLS compensation data, cost-per-hire context from SHRM, with the source noted next to each range.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example in every tool.\u003c\/strong\u003e The file opens on realistic teams, posts, and a priced role, not a blank sheet you have to decode.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eHonest where it matters.\u003c\/strong\u003e The hiring plan includes replacement hiring from attrition, and the overtime model carries an optional soft-cost uplift instead of hiding fatigue in the rate.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn operations, plant, support, or service leader who has to justify headcount with more than a feeling.\u003c\/li\u003e\n\u003cli\u003eAn HR team of one turning a stretched team into a staffing case finance will accept.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead sizing an organization for a client.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe cost of people leaving and being out, not a staffing plan. The Turnover and Absence Cost Pack prices cost per departure, absence, vacancy, and retention savings.\u003c\/li\u003e\n\u003cli\u003eThe savings from a reduction, not a build. The RIF and Restructuring Savings Planner handles severance, the full one-time cost, and the payback period.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne Excel workbook, eight tabs. It works in Excel or Google Sheets, every cell is editable, and the file is yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal or tax advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is planning math with estimates and general business information. Working-time rules, pay, and benefits vary by company and location, so calibrate the assumptions to your own data before decisions that depend on them.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from free FTE templates?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eFree templates usually stop at one calculation. This pack connects four: the FTE plan adds attrition-driven replacement hiring on top of the gap, shift coverage uses a real relief factor, the overtime comparison finds your break-even hours, and the burden calculator prices the hour those plans spend. Sourced benchmarks and a one-page summary hold it together.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDo the four tools share inputs?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEach tool carries its own inputs because the assumptions differ by question: planning utilization for the FTE model, relief availability for shifts, pay rates for the overtime comparison. Every tab opens pre-filled with a worked example; replace the amber cells with your numbers and the Summary updates as you go.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs it a subscription?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. One-time purchase, instant download, no recurring fee. You keep the file.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as rates change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe workbook carries a last-reviewed date, the benchmark ranges show their sources next to the figures they support, and meaningful updates are released as the numbers change.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here tab first; it tells you the order to work in. If the file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003ePlanning estimates and general business information, not legal or tax advice. Headcount and coverage rest on the assumptions you set, so calibrate them to your own data. 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A Start Here page sets the order to work in, four tools put a number on turnover and absence, a benchmarks tab keeps the inputs honest, a one-page summary pulls the headlines together, and a Notes tab holds the assumptions you chose and why.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eCost of Turnover Calculator.\u003c\/strong\u003e Set the pay basis once, then fill each stage: separation, the vacancy while the role is open, recruiting the replacement, and onboarding and ramp. The all-in cost of one departure builds up, with subtotals and a percent of annual salary.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAbsence Cost.\u003c\/strong\u003e Set the benefits load and a coverage multiplier, then list each department’s headcount, pay, and absence days. Direct cost and the fully loaded cost with the coverage ripple calculate, plus what trimming a day or two per employee would save.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eVacancy Cost Calculator.\u003c\/strong\u003e Enter headcount, the turnover rate, time to fill, and pay. The yearly cost of open roles, the cost per vacancy, and the roles open at any one time calculate.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRetention Savings.\u003c\/strong\u003e Set a target turnover rate below your current one. Cost per departure, departures avoided, and the annual saving calculate, with the worth of each point of turnover.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBenchmarks.\u003c\/strong\u003e Public ranges to sense-check each result: cost of turnover by role, turnover by sector, time to fill and vacancy cost, and absence, with the source noted per section.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSummary.\u003c\/strong\u003e What turnover and absence cost you, on one page. Cost per departure, total absence cost, vacancy cost, and retention savings, every figure pulled live from the four tools.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eFrom hidden costs to a number you can act on\u003c\/h3\u003e\u003cp\u003eEach tool puts a number on one piece of the people cost, and every result flows to the summary, so the picture stays current as you work.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eCost out one departure.\u003c\/strong\u003e Set the pay basis, then fill the four stages. The all-in cost of replacing one person builds up, separation through ramp.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePrice absence and its ripple.\u003c\/strong\u003e List each department’s headcount and absence days. Direct cost plus the coverage ripple gives the fully loaded cost, and the saving from trimming a day or two.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTotal the open roles.\u003c\/strong\u003e Enter your turnover rate and time to fill. The yearly vacancy cost and the roles open at once make the standing cost visible.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSize the retention payoff.\u003c\/strong\u003e Set a target turnover rate and read the annual saving, plus what each point of turnover is worth, before you fund a retention move.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eCost numbers that hold up in a budget conversation\u003c\/h3\u003e\u003cp\u003eA people-cost number is only as strong as the assumptions under it, so the pack keeps every assumption on the surface and sources its benchmark ranges.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eAssumptions on the surface.\u003c\/strong\u003e Pay basis, the benefits load, the coverage multiplier, and your turnover and target rates are visible, editable cells.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBenchmarks from public sources.\u003c\/strong\u003e Cost-of-turnover ranges from Gallup and SHRM, turnover by sector from Mercer, vacancy cost from SHRM, absence from CDC and BLS, with the source next to each range.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example in every tool.\u003c\/strong\u003e The file opens on realistic roles and departments, not a blank sheet you have to decode.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eHonest about the ripple.\u003c\/strong\u003e The coverage multiplier is a visible input you set, not a hidden factor, and the file says plainly it is an estimate of lost coverage.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn operator or finance partner who needs turnover and absence as a number, not a complaint.\u003c\/li\u003e\n\u003cli\u003eAn HR team of one building the business case for a retention or attendance program.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead quantifying the cost of churn for a client.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA staffing plan, not the price of churn. The Workforce Planning Pack covers FTE and headcount, shift coverage, overtime versus hiring, and labor burden.\u003c\/li\u003e\n\u003cli\u003eThe savings from a reduction, not retention. The RIF and Restructuring Savings Planner handles severance, the full one-time cost, and the payback period.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne Excel workbook, eight tabs. It works in Excel or Google Sheets, every cell is editable, and the file is yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal or tax advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is cost math with estimates and general business information. Pay, benefits, and turnover vary by company and location, so calibrate the assumptions to your own data before decisions that depend on them.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from a free turnover calculator?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eFree calculators usually price one departure and stop. This pack connects four costs: an all-in cost of turnover across separation, vacancy, recruiting, and ramp; absence with a coverage ripple; the standing cost of open roles; and the saving from cutting turnover to a target. Sourced benchmarks and a one-page summary hold it together.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhere do the cost figures come from?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eFrom your inputs. You set the pay basis, the benefits load, the coverage multiplier, and your turnover and time-to-fill numbers, and each tool calculates from those. Each tool opens with its own worked example, so the example figures differ from tab to tab; the Summary reflects your own numbers once you fill them in. The Benchmarks tab shows public ranges next to each result so you can see where your figure lands.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs it a subscription?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. One-time purchase, instant download, no recurring fee. You keep the file.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as rates change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe workbook carries a last-reviewed date, the benchmark ranges show their sources next to the figures they support, and meaningful updates are released as the numbers change.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here tab first; it tells you the order to work in. If the file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003ePlanning estimates and general business information, not legal or tax advice. The costs rest on the assumptions you set, so calibrate them to your own data. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503346964,"sku":"TSHR-026","price":59.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-026__turnover-and-absence-cost-pack-hero.jpg?v=1780979064"},{"product_id":"rif-and-restructuring-savings-planner","title":"RIF and Restructuring Savings Planner","description":"\u003cp\u003eSize the reduction before you make it. The severance bill, the full one-time cost, the ongoing savings, and the payback period, with every assumption on the surface.\u003c\/p\u003e\u003ch3\u003eOne workbook that sizes the reduction end to end\u003c\/h3\u003e\u003cp\u003eEight tabs in one Excel file. A Start Here page tells you the order to work in, six working tabs do the math, and a Notes tab holds the record of what you decided and why.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSeverance Calculator.\u003c\/strong\u003e Set the policy once: weeks per year of service, base weeks, a cap, and a minimum. List the affected roles and each person’s weekly pay, weeks, and severance calculate, with the totals rolled up.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFull Cost of the Reduction.\u003c\/strong\u003e The extras that make the real one-time cost: employer payroll tax on the severance, accrued PTO paid out, the employer share of continued benefits, and outplacement support.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSavings and Payback.\u003c\/strong\u003e The ongoing payroll saved, the payback period in months, and net savings for year one and year three. Stated as a gross run rate, with the plain note that the saving you keep is often lower.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eNotice and Timeline.\u003c\/strong\u003e A planning aid with screening prompts for the federal WARN trigger and date math for the notice clock, built to route the legal calls to counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBenchmarks.\u003c\/strong\u003e Typical severance by role level and the general notice rules, from public sources, so you can see where your policy lands before anyone signs off.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSummary.\u003c\/strong\u003e The board-ready page. The one-time cost, the ongoing savings, and the payback in one view, with every figure pulled live from the working tabs.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe sizing in the order finance will ask for it\u003c\/h3\u003e\u003cp\u003eFour steps from a severance policy to a payback number, and every figure flows forward so the summary is always current.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the policy and list the roles.\u003c\/strong\u003e Weeks per year of service, base weeks, the cap, and the minimum, set once. Then list the affected roles, and each person’s weekly pay, weeks, and severance calculate on the policy.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAdd the real extras.\u003c\/strong\u003e Employer payroll tax on the severance, accrued PTO paid out, the employer share of continued benefits, and outplacement. The result is the full one-time cost, not just the severance line.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the savings and the payback.\u003c\/strong\u003e The ongoing payroll saved, the payback period in months, and net savings for year one and year three, stated as a gross run rate with the caveats where they belong.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePlan the notice and pressure-test.\u003c\/strong\u003e Screen the federal WARN trigger, count the notice clock, and check your severance policy against benchmarks by level before the number goes in front of anyone.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eNumbers that hold up in front of finance\u003c\/h3\u003e\u003cp\u003eA payback figure is only as good as the assumptions under it, so the planner keeps every assumption on the surface and every rate sourced.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eRates checked against primary sources.\u003c\/strong\u003e The employer payroll tax uses the 7.65% FICA rate per the IRS, and the default 30% benefits burden tracks federal compensation data, kept deliberately conservative.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eHonest about the savings.\u003c\/strong\u003e The run rate is stated as gross, and the workbook says plainly that the saving you keep is often lower once backfill, overtime, and coverage land.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example in every tab.\u003c\/strong\u003e The file opens on a realistic ten-person reduction, not a blank sheet you have to decode.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCounsel checkpoints built in.\u003c\/strong\u003e The notice tab routes the legal questions where they belong, to qualified employment counsel.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn owner or operator who needs the real cost and the real savings before committing to a reduction.\u003c\/li\u003e\n\u003cli\u003eAn HR team of one who has to put a number in front of finance and the board that holds up.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead building the case for or against a restructuring.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe selection and the people side, not just the money. The RIF and Restructure Planning Kit covers scoring, the fairness check, WARN and OWBPA planning, and the conversation.\u003c\/li\u003e\n\u003cli\u003eA single person’s package, not a group. The Severance Planning Calculator handles one exit.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne Excel workbook, eight tabs. It works in Excel or Google Sheets, every cell is editable, and the file is yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal or tax advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is a planning model with estimates and general information. 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See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here tab first; it tells you the order to work in. If the file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eEstimates and general business information for planning, not legal or tax advice. Confirm your actual costs and notice obligations, and have employment counsel review the plan before you act. 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