Good day, Dr. Monroe.
Workforce engagement snapshot · Updated
Health Score
74
▲ +12 from baseline
Succession Gaps
3
▲ Reduced from 5
CDA Risk
52
▼ Down from 71
Comp Gap Closed
28%
40pts → 29pts
🧠 AI Insight — Q1 2026
Acme Health System has made measurable progress this quarter. Workforce health improved 12 points, driven by filling the Lead I-O Psychologist vacancy and initiating the CHRO succession plan. The elevated flight risk indicator (2.8/5) from the pulse survey warrants immediate attention — recommend targeted retention conversations with your EEO Manager and Data Analytics Lead before end of April.
Progress Over Time
Health score by reporting period
{[{p:'Q3 25',v:62,c:'#CBD5E1'},{p:'Q4 25',v:68,c:'#94A3B8'},{p:'Q1 26',v:74,c:'#22C55E'}].map(b=>`
${b.v}
${b.p}
`).join('')}
Succession Gaps5→3
CDA Score71→52
HR Analytics Gap-40pts→-24pts
Upcoming Deliverables
Active engagement roadmap
{[
{n:'Q1 2026 Workforce Health Report',d:'April 15, 2026',s:'In Progress',sc:'badge-blue'},
{n:'HR Analytics IDP Package (3 staff)',d:'May 1, 2026',s:'Scheduled',sc:'badge-amber'},
{n:'Compensation Equity Mid-Year Review',d:'June 2026',s:'Upcoming',sc:'badge-gray'},
{n:'Retainer Renewal',d:'July 15, 2026',s:'89 days',sc:'badge-amber'},
].map(d=>`
${d.s}
`).join('')}
${d.n}
${d.d}
Engagement Milestones
Track progress on every deliverable in your engagement
Overall Engagement Progress
58%
Engagement start: Jan 15, 2026
7 of 12 milestones complete
Milestone Tracker
Advisory Retainer · Acme Health System
AI Workforce Insights
Personalized recommendations based on your current data
Q1 2026 Recommendations
Generated from your workforce health, competency gaps, and pulse survey data
🔴 Immediate — Flight Risk
High Priority
Schedule individual retention conversations with EEO Manager and Data Analytics Lead
Pulse survey flight risk indicator reached 2.8/5 — your two highest-criticality roles outside the C-suite. Recommend 30-min individual conversations by April 10 to surface concerns and identify retention levers before they become vacancy risk.
Based on: Q1 2026 pulse survey · succession risk scores · BLS market wage data
🟡 Near-Term — Competency Gap
Medium Priority
Enroll 3 HR Specialists in analytics training before Q2 end
HR Analytics gap remains at -24pts vs. Francis Dictionary benchmark. Three IDPs are in development. Recommend identifying a specific training program (SHRM Analytics Certificate, LinkedIn Learning, or internal) and budget before the IDPs are finalized in May.
Based on: Competency gap analysis · IDP tracking · Q1 2026 report
🔵 Strategic — Succession
Plan Now
Formalize Training Manager succession candidate by June 30
Training Manager is rated High retirement risk with no confirmed successor — a gap that widened from Q4. With the CHRO succession now underway, this is your next highest-urgency succession action. Recommend identifying an internal candidate for an Acting designation within 90 days.
Based on: Succession risk table · retirement risk ratings · Q1 2026 report
Document Vault
All reports, decks, and deliverables from your engagement
Reports & Analysis
Full written deliverables — editable Word + locked PDF
Q1 2026 Workforce Health Report
Q1 2026 Executive Briefing Deck
Workforce Analysis Workbook
Q4 2025 Workforce Health Report
Individual Development Plans
IDPs issued for your workforce
IDP — HR Analytics (3 HR Specialists)
IDP — Succession Planning (EEO Manager)
Agreements & Contracts
Engagement documents
Advisory Retainer Agreement — 2026
Benchmark Comparison
Your metrics vs. comparable healthcare organizations — Southeast region
Benchmark data sources: BLS OEWS May 2024 (compensation) · Francis HCG client aggregate (anonymized, n=12 healthcare orgs) · SHRM Benchmarking Database (engagement, turnover). Your organization is compared to healthcare systems with 500–2,000 employees in the Southeast U.S.
Workforce Health Score vs. Sector
Higher is better
Compensation Benchmarks
Your HR roles vs. BLS Southeast median
| Role | Your Pay | BLS Median | Position |
|---|---|---|---|
| HR Manager | $98,000 | $95,200 | +3% |
| HR Specialist | $64,000 | $67,650 | -5% |
| Training Coord. | $61,000 | $63,080 | -3% |
| EEO Manager | $88,000 | $96,000 | -8% |
| Data Analyst | $91,000 | $95,000 | -4% |
Turnover & Retention
Your org vs. sector average
| Metric | Your Org | Sector Avg | Status |
|---|---|---|---|
| Annual Turnover | 18% | 14% | Above avg |
| Voluntary Turnover | 12% | 10% | Slightly high |
| 90-day Retention | 89% | 87% | On target |
| Time-to-Fill (days) | 52 | 45 | Above avg |
| Engagement Score | 3.4/5 | 3.6/5 | Below avg |
Pulse Survey
Q2 2026 · Send to your team or complete it yourself
Q1 2026 Results
47 responses · 78% participation rate
Recognition & Value4.1/5
Psychological Safety3.4/5
Manager Communication3.8/5
Equity Commitment3.2/5
Flight Risk ⚠️2.8/5
⚠️ Flight risk elevated. Addressed in Q1 2026 report recommendations.
Q2 2026 Pulse Survey
Share with your team · 8 questions · 2 minutes
How to send this survey to your staff
Copy the survey link below and distribute via email or Slack. Responses are anonymous and aggregate back to this dashboard.
francishcg.com/survey/acme-q2-2026
0 / 8 answered
Invoices & Payments
Billing history and payment status for your engagement
Total Paid
$18,500
6 invoices · on time
Outstanding
$2,000
Invoice #007 · due April 1
Retainer MRR
$2,000
Advisory Retainer · monthly
Invoice History
All invoices since engagement start
| Invoice | Description | Amount | Due Date | Status | Action |
|---|
Messages
Secure direct messaging with Dea Francis
D
Dea Francis
Usually responds within 24 hours
Messages are reviewed by Dea Francis personally. For urgent matters, email [email protected] directly.
Your Consultant
Direct access to Dea Francis and engagement details
D
Dea Francis, I-O Psychology (ABD)
Founder & Principal Strategist
Francis Human Capital Group · Rocky Mount, NC
Engagement Details
Your current agreement
Retainer renewal coming up
Your Advisory Retainer renews July 15, 2026 — 89 days from today. We'll reach out 30 days before to discuss your Q3 priorities and renewal terms.