# Plant HR and Labor KPI Definitions: Formulas for Absenteeism, Turnover, TRIR and More > Source: https://netray.co/tools/hr-and-labor-kpi-definitions-reference > Publisher: Netray (netray.co), AI and integration engineering for ERP and manufacturing systems. > Section: Free Tools ## Short answer A lookup table of the workforce KPIs plants report, with the formula, unit and a note on how to read each one. ## Category ehs-workforce ## Industry Manufacturing ## Audience - Plant HR - Plant manager - Production supervisor - EHS manager ## Tool **Kind:** worksheet **Mode:** reference **Columns:** #### KPI **Key:** kpi **Type:** text #### Formula **Key:** formula **Type:** text #### Unit **Key:** unit **Type:** text #### How to read it **Key:** reading **Type:** text **Rows:** **Kpi:** Absenteeism rate **Formula:** Unplanned absence days / scheduled work days x 100 **Unit:** Percent **Reading:** Define whether approved leave counts. Track by shift and department. **Kpi:** Bradford factor **Formula:** S x S x D, where S is number of absence spells and D is total days absent **Unit:** Points **Reading:** Penalizes frequent short absences more than one long absence. **Kpi:** Employee turnover rate **Formula:** Separations in period / average headcount x 100 **Unit:** Percent **Reading:** Annualize if the period is shorter than a year. **Kpi:** Voluntary turnover rate **Formula:** Resignations in period / average headcount x 100 **Unit:** Percent **Reading:** Excludes layoffs, retirements and dismissals. **Kpi:** 90 day attrition **Formula:** New hires who left within 90 days / new hires in cohort x 100 **Unit:** Percent **Reading:** A signal of onboarding or role fit problems. **Kpi:** Time to fill **Formula:** Offer acceptance date minus requisition approval date **Unit:** Days **Reading:** Report the median as well as the mean. **Kpi:** Cost per hire **Formula:** (Internal recruiting cost + external recruiting cost) / number of hires **Unit:** Currency **Reading:** State which costs are included. **Kpi:** Vacancy rate **Formula:** Open positions / total authorized positions x 100 **Unit:** Percent **Reading:** Pair with time to fill. **Kpi:** Overtime percentage **Formula:** Overtime hours / total hours worked x 100 **Unit:** Percent **Reading:** Persistent high values suggest understaffing or poor scheduling. **Kpi:** Labor utilization **Formula:** Productive hours / available paid hours x 100 **Unit:** Percent **Reading:** Productive hours are those booked to jobs or operations. **Kpi:** Labor efficiency **Formula:** Earned (standard) hours / actual hours x 100 **Unit:** Percent **Reading:** Above 100 means faster than standard. **Kpi:** Labor productivity **Formula:** Output units / labor hours **Unit:** Units per hour **Reading:** Compare like products and routings. **Kpi:** Direct labor cost per unit **Formula:** Direct labor cost / units produced **Unit:** Currency per unit **Reading:** Include burden separately if you track it. **Kpi:** Revenue per employee **Formula:** Revenue / average headcount **Unit:** Currency **Reading:** High level measure, sensitive to outsourcing. **Kpi:** Span of control **Formula:** Number of employees / number of supervisors **Unit:** Ratio **Reading:** Typical production spans differ by process complexity. **Kpi:** Training hours per employee **Formula:** Total training hours / average headcount **Unit:** Hours **Reading:** Split mandatory safety from skills training. **Kpi:** Training completion rate **Formula:** Employees with completed required training / employees requiring it x 100 **Unit:** Percent **Reading:** Report by course and expiry date. **Kpi:** Skills coverage **Formula:** Stations with at least 2 qualified operators / total stations x 100 **Unit:** Percent **Reading:** Shows single points of failure. **Kpi:** TRIR (total recordable incident rate) **Formula:** Recordable cases x 200,000 / employee hours worked **Unit:** Per 100 full time workers **Reading:** 200,000 equals 100 workers at 2,000 hours a year (OSHA basis). **Kpi:** DART rate **Formula:** Cases with days away, restricted or transferred x 200,000 / hours worked **Unit:** Per 100 full time workers **Reading:** Shows injury severity beyond recordable cases. **Kpi:** Lost time injury frequency rate **Formula:** Lost time injuries x 1,000,000 / hours worked **Unit:** Per million hours **Reading:** Used in many countries. Basis differs from TRIR. **Kpi:** Severity rate **Formula:** Days lost x 200,000 / hours worked **Unit:** Days per 100 workers **Reading:** Check your own definition of days lost. **Kpi:** Schedule adherence **Formula:** Hours worked as scheduled / hours scheduled x 100 **Unit:** Percent **Reading:** Useful for shift based lines. **Kpi:** Internal fill rate **Formula:** Positions filled internally / total positions filled x 100 **Unit:** Percent **Reading:** Shows career path strength. **Notes:** Definitions vary between companies and countries. Write down your own convention for each KPI, including what counts in the numerator and denominator, and keep it constant over time so trends are valid. ## Content **Intro:** Plant HR, EHS and operations teams often argue about KPI formulas before they argue about results. This table lists the workforce measures used in manufacturing with the standard formula, unit and a note on how to interpret each. **Sections:** #### How to use the table **Body:** Search for the KPI you must report, such as turnover or TRIR, and copy the formula into your dashboard specification. Export the list to Excel to build a KPI dictionary for your plant. Add the data source and owner beside each row, because a KPI without an owner usually stops being updated within a year. #### Formulas worth getting exactly right **Body:** The incident rates are standardized. TRIR multiplies recordable cases by 200,000 and divides by hours worked, which expresses cases per 100 full time workers. The Bradford factor squares the number of absence spells before multiplying by total days, so ten single-day absences score 1,000 while one ten-day absence scores 10. Labor efficiency compares earned standard hours to actual hours, so it needs reliable routing standards. **Bullets:** - Annualize turnover for periods shorter than one year - Use average headcount, not end of period headcount - Keep contractors and agency staff in a separate view #### Where the data comes from **Body:** Absence and overtime come from time and attendance, headcount from HR, and earned hours from ERP production reporting. Incident data comes from your EHS log. Mismatches between systems are the main cause of disputed numbers, so reconcile employee IDs and calendar definitions before building reports. #### Common mistakes **Body:** Frequent errors are mixing hours bases across rates, using different absence definitions between plants, counting temporary workers in only one of numerator or denominator, and reporting efficiency when standards are outdated. Always show the denominator beside a rate so a small sample does not mislead. **Cta:** If these KPIs sit across HR, time and ERP systems, we can help build one read-only view with documented definitions. **Faq:** #### What is a good absenteeism rate in manufacturing? **Answer:** It varies by country, shift pattern and how absence is defined, so compare against your own history and similar plants. A rate that rises on particular shifts or days of the week is more useful to investigate than a single plant wide number. #### Why is TRIR multiplied by 200,000? **Answer:** The OSHA convention assumes 100 full time workers working 40 hours a week for 50 weeks, which is 200,000 hours. Multiplying by this base lets plants of different sizes be compared as incidents per 100 full time workers. #### How do I calculate Bradford factor for a team? **Answer:** Calculate it per employee over a rolling 52 weeks using S squared times D, then report distribution across the team rather than an average. The score is a trigger for conversation, and policies should account for disability and protected absences. #### Should turnover include retirements? **Answer:** Total turnover includes every separation, including retirements, dismissals and end of contract. For retention analysis, also report voluntary turnover, which excludes them. State which one you show on every chart. ## Search terms absenteeism rate formula, bradford factor formula, employee turnover rate formula, trir formula osha 200000, labor efficiency formula manufacturing, overtime percentage formula, hr kpis for manufacturing, cost per hire formula --- Talk to an engineer: https://netray.co/contact?intent=erp_ai | Machine catalog: https://netray.co/agent/catalog.json