## Your Workforce Signals

Enter your current workforce data to calculate your retention risk score

### Workforce Stress Signals

- **Current staffing level (%):** 100 = fully staffed. Under 100 = open roles.
- **Daily call-out rate (%):** % of scheduled employees who don't show up
- **Weekly overtime hours per employee:** Average OT hours — a burnout and flight-risk signal

### Pay & Retention Health

- **Starting wage above minimum ($):** $5+ above minimum = maximum risk reduction
- **Annual turnover rate (%):** % of workforce that left in the past 12 months
- **90-day new hire retention rate (%):** % of new hires still with you after 90 days

## Your Risk Breakdown

### Workforce Pressure

- **Staffing gap:** 10% understaffed +5 pts
- **Call-out rate:** 8% daily no-shows +12 pts
- **Overtime load:** 6 hrs/week +12 pts
- **Subtotal** +29 pts

### Wage Competitiveness

- **Above minimum wage:** $2.00/hr
  - Your wage premium  Risk reduction -6 pts
  - $3.00 more for full -15 pts

### Workforce Instability

- **Annual turnover:** 45% turnover rate +13.5 pts
- **New hire drop-off:** 35% leave within 90 days +10.5 pts
- **Subtotal** +24 pts

### Retention Risk Score

47 / 100

**Moderate Risk**  
Retention pressure is building. Targeted action now prevents bigger problems.

#### Retention Problems Show Up in the Data Before They Show Up in Departures

> "High call-out rates, consistent overtime, and poor 90-day retention are the early warning signs. Most operators don't connect the dots until they're already in a staffing crisis."

#### See Fountain in Action

Fountain helps hourly employers improve show rates, reduce early attrition, and build a more stable workforce — starting from the first application.

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