Orgplanly

Call center workforce optimization starts with shrinkage: Orgplanly works it free

Every workforce plan is one number somebody has to defend: how many people. Get it wrong upward and the budget conversation is painful; wrong downward and the queue is. Orgplanly's free worksheets work that number from your own figures, the agents a forecast really needs once shrinkage and occupancy are counted, and the hires a headcount target really needs once attrition is, and Orgplanly Pro keeps them: every role, plan version, forecast and actual against the record, branded and exportable.

Built for the plan, not the platform

Orgplanly works out how many people are needed and keeps the plan that says so, and leaves the telephony, the CRM and the payroll where they already are.

Orgplanly works out how many people are needed and keeps the plan that says so

The agents a forecast needs, once shrinkage is counted. Raw workload is contacts times handle time, and it is always the smaller number. What a roster actually needs is that divided by target occupancy and again by one minus shrinkage. The free worksheet shows both and, in between, exactly how many agents shrinkage alone accounts for, which is the figure that ends the argument.
The hires a headcount target needs, once attrition is. Net growth is the number people put in the plan and it is never the number they have to hire. Add expected leavers at your own attrition rate and the requisition count often doubles. The worksheet returns it, and the latest week a requisition can be approved and still start inside the year.
Every version, so the plan can be defended six months later. Plans are argued in meetings and remembered differently afterwards. Pro keeps each version with its inputs against the team it belongs to, so what was assumed about attrition, shrinkage or handle time is a record rather than a recollection.

The free tools

Two free worksheets, no account: a workforce scheduling worksheet that turns a forecast, average handle time, shrinkage and target occupancy into the agents a roster actually needs and shows how many of them shrinkage alone accounts for; and a strategic workforce plan worksheet that turns today's headcount, a year-end target, attrition, time to hire and ramp into the hires the plan really requires. Each computes on the page and prints.

Workforce scheduling: Turn a forecast into a roster requirement: workload, agents at occupancy, agents once shrinkage is added, and how many of those shrinkage alone accounts for.
Strategic workforce plan: Work the year's hiring from your own numbers: leavers, the hires the plan really needs, the approval deadline, and what ramp costs.
Customer onboarding checklist: Work your onboarding from its own shape: the checklist rows it needs, the onboardings in flight at any moment, and the hours a month they cost.
New client intake form: Cost your intake form in the client's minutes: total time, fields per section, and exactly what the optional half is costing you.
Customer self service software: the deflection savings: Work the self-service business case: tickets a month, the share the portal answers, the cost of an agent-handled ticket and the portal's cost into tickets deflected, savings a month and a year, the set-up cost and the payback in days.
Self service portals: the content plan: Size a self-service portal's content: ticket categories, articles per category, minutes per article and the tickets an article answers into the articles to write, the hours, the tickets covered and the share of tickets covered.
Training checklist: Size the training checklist to the role: the items a new starter must close, the hours it takes and what the quarter's starters cost in trainer time.
Safety training matrix builder: Size the training matrix to headcount and courses: the cells, the gaps, what is expiring, the sessions to book and compliance today and in ninety days.
30 60 90 training plan: The 30 60 90 training plan worked from the courses and sign-offs due at each milestone, the shadowing hours, and the share of the first month that is training.
Training dashboard: The training dashboard from the record's own counts: compliance today, the gap, compliance in thirty days if nothing is booked, and what is overdue with no session booked.
Employee engagement plan template: Size an engagement round from your own headcount, teams, cadence and response rate, and see what it costs in people's time.
Free recruiting software: Work the true cost of a hire: advertising, agency fees and your own hours, split into external and internal, per hire.
Recruitment management system: Work time to hire from the days in each stage, and see how much of the wait happens before an offer exists.
Assessment tools for recruitment and selection: Work a weighted assessment score per candidate, the ranking it gives, and how far it is from the unweighted one.
Best ATS for staffing agencies: Work an agency fee against filling the role yourself, and the hires a year that would justify a recruiter instead.
Contingency recruiting agreement: Work the fee on a placement, the share at risk through the rebate window, and the cash waiting on payment terms.
Recruiting pipeline: Work the conversion at each pipeline step and the applicants a hire actually needs at your own rates.
Productivity calculator: Output per labour hour from your own units and paid hours, then the hours and the people the plan's volume needs at exactly that rate.
How much are benefits worth: Benefits cost per employee from your own six numbers, as a share of salary, with the health and administration shares and the price of one more contribution point.

Orgplanly Pro

The worksheet answered today's question. Pro keeps the answer: the plan you just worked saved against the team it belongs to, re-opened at the next review instead of rebuilt, branded and exported for the budget meeting. Orgplanly Pro is $90 per month for your whole team, billed monthly.