Synthetic demonstration · not client data
One workforce picture for the September review
A static worked example for HR and finance. Reporting date: 30 September 2026, after the missing-hours correction. No real employees, identities or performance scores are used.
Employees
120
People with a current employment contract at month-end, including leave.
Full-time equivalent
112.5
Contracted weekly hours divided by a 40-hour full-time week.
Monthly turnover
5.1%
Six departures divided by the average opening and closing headcount of 118.
A shared view without small-team detail
| Reporting group | People | Full-time equivalent |
|---|---|---|
| Operations | 84 | 80 |
| Shared services | 36 | 32.5 |
| Total | 120 | 112.5 |
Small teams belong to the broader shared-services group. The shared report has no names or individual records. These hours describe contracts, not today’s availability or individual output.
A filter that should not return a number
The proposed rule for a location or team filter is to withhold the entire result when fewer than five employees remain. Withhold the total and the other groups too. Hiding one cell while leaving a total and every other group visible would let readers calculate it by subtraction. There is no active filter or hidden employee dataset in this static page.
Five is an illustrative rule, not a universal safe minimum or a guarantee of anonymity. A live design must also assess repeated periods, combinations of filters, exports and what readers already know. Apply the agreed restrictions before data reaches the reader’s browser or download. Limit access to each audience’s needs; adding individual employee names or absence reasons would require a different, restricted purpose.
Follow the example from inputs to totals
Month-end inputs: 105 full-time employees × 40 hours and 15 part-time employees × 20 hours. Total contracted hours are 4,500 per week. Divide by 40 to get 112.5 full-time equivalents. Operations contains 76 full-time and 8 part-time employees; shared services contains 29 full-time and 7 part-time employees. Each person belongs to exactly one reporting group.
Movement during September: 116 at the start + 10 hires − 6 departures = 120 at the end. This invented example has no rehires or internal transfers counted as departures. Average headcount is (116 + 120) ÷ 2 = 118; monthly turnover is 6 ÷ 118 × 100 = 5.0847%, displayed as 5.1%. It includes all departures, not just voluntary resignations. Using the average of the opening and closing counts is a simplifying choice here; other organizations may use daily averages.
One missing value changes the report’s status
Before correction, 119 employees had known hours totaling 4,480. The 120th employee was included in headcount, but their weekly hours were blank. The report therefore showed headcount 120 and full-time equivalent “Incomplete: hours missing”; it did not publish 112 as the full total. HR then confirmed 20 hours, bringing the known total to 4,500 and FTE to 112.5. Preserve both versions and the reason for correction. This corrects the information; it does not create extra working hours.
Metric notes and ownership
Population: employees whose contracts are current on the reporting date, including employees on leave. Contractors, agency workers and vacant posts are outside both headcount and FTE. Opening and closing headcount use the same rule. Count each employee once.
Hours: agreed regular weekly contracted hours, excluding overtime. The 40-hour reference is an example assumption, not a country’s legal working week. HR owns the contract data; finance and HR agree the reporting basis. Missing or negative hours and duplicate or conflicting employee records must be resolved before publishing a complete total.
Absence: not calculated in this example. If added, agree which absence types and scheduled hours belong to the period. Do not infer attendance, productivity, performance or the reason someone left from these measures.
Reading the groups: these are broad groups, with each person counted in only one, not an invitation to compare small teams. Explain any change to who is counted or how hours and turnover are defined. Earlier figures may need recalculation using the same rules before they can be compared.
Method context: Oracle explains FTE as working hours divided by standard hours. Microsoft explains risks from small and overlapping groups. These describe their products; they do not validate this example, set a universal threshold or establish legal compliance.