Workforce Productivity & Pay-for-Performance Analytics
Vantara Health Technologies • 520 FTEs • $128.7M ARR • Post-Merit Cycle Analysis Q3 2024
Merit-Perf Correlation
0.54
High-Perf Compa-Ratio
0.93
Variable Pay Coverage
87.3%
142/163 quota holders
Turnover Cost (High-Perf)
$2.8M
Equity Cliff Exposure
14
Q1 performers, next 6mo
Merit Increase vs. Performance Rating
June 2024 Merit Cycle • 520 employees • Correlation: 0.54 (Target: ≥0.70)
Managers M07, M14 flagged for uniform increases (34 employees)
High-Performer Compa-Ratio Trend
Top quintile employees (104 FTEs) • Quarterly trend
Variable Pay Attainment by Quota
Sales & CS quota holders • Q3 2024 attainment distribution
Manager Pay Decision Variance Index
Merit allocation variance vs. performance rating distribution • Darker = higher variance
M01
M02
M03
M07
M09
M11
M14
M16
M18
M22
Q1 (Top)
0.12
0.08
0.15
0.78
0.11
0.09
0.82
0.13
0.16
0.10
Q2 (High)
0.18
0.14
0.22
0.55
0.19
0.17
0.61
0.21
0.15
0.20
Q3 (Mid)
0.25
0.28
0.31
0.42
0.27
0.24
0.48
0.26
0.29
0.23
Q4 (Low)
0.33
0.36
0.29
0.31
0.34
0.38
0.27
0.32
0.35
0.30
Variance index: SD of merit % within manager's team, normalized by rating spread. Values >0.50 indicate merit misalignment.
Turnover Cost by Performance
Q1 (Top)
$1,840K
7 exits • Avg replacement cost $263K
Q2 (High)
$960K
4 exits • Avg replacement cost $240K
Q3-Q4
$180K
2 exits • Avg replacement cost $90K
Pay Equity Gap (Post-Perf)
Ethnicity (URM vs majority)
-2.4%
Tenure (<2y vs >5y)
-1.1%
Regression-adjusted for role, level, perf rating, geo
Incentive Plan Participation
Variable-eligible
163
Enrolled
142
Coverage Rate
87.3%
Unenrolled: 21 new hires (mid-quarter start)
High-Performer Flight Risk Scorecard
Q1/Q2 performers below market compa-ratio + equity cliff within 6 months
| Employee |
Department |
Rating |
Compa-Ratio |
Equity Cliff |
Retention Cost |
Risk Level |
| E-0834 |
Engineering |
Q1 |
0.88 |
Jan 2025 |
$340K |
Critical |
| E-0421 |
Product |
Q1 |
0.91 |
Feb 2025 |
$285K |
Critical |
| E-1205 |
Sales |
Q2 |
0.89 |
Mar 2025 |
$310K |
High |
| E-0678 |
Engineering |
Q1 |
0.86 |
Jan 2025 |
$360K |
Critical |
| E-0912 |
Customer Success |
Q2 |
0.92 |
Apr 2025 |
$220K |
High |
| E-1134 |
Engineering |
Q1 |
0.87 |
Feb 2025 |
$335K |
Critical |
| E-0529 |
Product |
Q2 |
0.90 |
Mar 2025 |
$270K |
High |
| E-0745 |
Sales |
Q1 |
0.85 |
Jan 2025 |
$380K |
Critical |
Total projected retention investment for 8 critical cases: $2.28M (counter-offers + off-cycle equity refresh)
Revenue per FTE vs. Total Comp Investment by Department
Bubble size = headcount • Target zone: Revenue/FTE > $220K, Total Comp < $165K