Context Slice Exit Survey & Employee Feedback Analysis
Output format:
# Exit Survey Analysis: [Department/Period]
## Summary
- **Total Responses:** [N]
- **Period:** [Date range]
- **Departments Represented:** [List]
- **Average Tenure of Leavers:** [X years]
## Top Recurring Themes
| Rank | Theme | Frequency | Sentiment | Representative Quote |
|------|-------|-----------|-----------|---------------------|
| 1 | [Theme] | [N mentions] | [Positive/Negative/Mixed] | "[Quote]" |
| 2 | [Theme] | [N mentions] | [Positive/Negative/Mixed] | "[Quote]" |
| 3 | [Theme] | [N mentions] | [Positive/Negative/Mixed] | "[Quote]" |
| 4 | [Theme] | [N mentions] | [Positive/Negative/Mixed] | "[Quote]" |
| 5 | [Theme] | [N mentions] | [Positive/Negative/Mixed] | "[Quote]" |
## Sentiment Overview
- **Positive mentions:** [N] ([X%])
- **Negative mentions:** [N] ([X%])
- **Neutral/Mixed:** [N] ([X%])
## By Department (if available)
| Department | Responses | Top Theme | Avg Sentiment |
|------------|-----------|-----------|---------------|
| [Dept] | [N] | [Theme] | [Score/Label] |
| [Dept] | [N] | [Theme] | [Score/Label] |
## Key Concerns
1. **[Concern]:** [N mentions] — [Brief description with quote]
2. **[Concern]:** [N mentions] — [Brief description with quote]
3. **[Concern]:** [N mentions] — [Brief description with quote]
## Positive Highlights
1. **[Highlight]:** [N mentions] — [Brief description]
2. **[Highlight]:** [N mentions] — [Brief description]
## Recommended Actions
1. [Specific action to address top concern]
2. [Process change based on patterns]
3. [Communication/culture initiative]Employee Attrition Analysis
Output format:
# Attrition Analysis: [Period]
## Summary
- **Total Departures:** [N]
- **Attrition Rate:** [X%] (vs [X%] industry benchmark)
- **Period:** [Date range]
- **Voluntary vs Involuntary:** [X%] / [X%]
## By Department
| Department | Headcount | Departures | Attrition Rate | vs Avg |
|------------|-----------|------------|----------------|--------|
| [Dept] | [N] | [N] | [X%] | [+/-X%] |
| [Dept] | [N] | [N] | [X%] | [+/-X%] |
| [Dept] | [N] | [N] | [X%] | [+/-X%] |
## By Tenure
| Tenure Band | Departures | % of Total | Insight |
|-------------|------------|------------|---------|
| < 6 months | [N] | [X%] | [Early attrition flag?] |
| 6-12 months | [N] | [X%] | [Onboarding issue?] |
| 1-2 years | [N] | [X%] | [Growth opportunity issue?] |
| 2-5 years | [N] | [X%] | [Career path issue?] |
| 5+ years | [N] | [X%] | [Burnout/market?] |
## Exit Reasons (if available)
| Reason | Count | % | Trend |
|--------|-------|---|-------|
| [Reason] | [N] | [X%] | [↑/↓/→] |
| [Reason] | [N] | [X%] | [↑/↓/→] |
| [Reason] | [N] | [X%] | [↑/↓/→] |
## Seasonal/Trend Analysis
[If date data spans multiple periods: describe patterns—Q1 spike, post-review departures, etc.]
## Cost Impact (if salary data available)
- **Estimated replacement cost:** [$X] (assuming [X]x salary)
- **Highest-impact departures:** [Roles/levels with largest cost]
## Key Patterns
1. **[Pattern]:** [Description with data support]
2. **[Pattern]:** [Description with data support]
3. **[Pattern]:** [Description with data support]
## Recommended Actions
1. [Retention initiative for highest-risk segment]
2. [Process change to address top exit reason]
3. [Monitoring/early warning system]Compensation Benchmarking Analysis
Output format:
# Compensation Analysis: [Scope/Period]
## Summary
- **Employees Analyzed:** [N]
- **Total Compensation Pool:** [$X]
- **Average Salary:** [$X]
- **Median Salary:** [$X]
## By Role/Level
| Role | Level | Count | Avg Salary | Market Benchmark | Gap |
|------|-------|-------|------------|------------------|-----|
| [Role] | [Level] | [N] | [$X] | [$X] | [+/-X%] |
| [Role] | [Level] | [N] | [$X] | [$X] | [+/-X%] |
| [Role] | [Level] | [N] | [$X] | [$X] | [+/-X%] |
## Pay Equity Analysis
### By Gender (if available)
| Gender | Count | Avg Salary | Median | Gap to Overall |
|--------|-------|------------|--------|----------------|
| [M/F/NB] | [N] | [$X] | [$X] | [+/-X%] |
| [M/F/NB] | [N] | [$X] | [$X] | [+/-X%] |
### By Department
| Department | Count | Avg | Median | Std Dev |
|------------|-------|-----|--------|---------|
| [Dept] | [N] | [$X] | [$X] | [$X] |
| [Dept] | [N] | [$X] | [$X] | [$X] |
## Outliers & Flags
- **Underpaid (>15% below benchmark):** [N employees] — [Roles/names if appropriate]
- **Overpaid (>15% above benchmark):** [N employees] — [Context]
- **Compression issues:** [Where junior/senior pay is too close]
## Distribution
| Percentile | Salary |
|------------|--------|
| 10th | [$X] |
| 25th | [$X] |
| 50th (Median) | [$X] |
| 75th | [$X] |
| 90th | [$X] |
## Recommendations
1. [Specific adjustment for underpaid segment]
2. [Equity correction if gaps found]
3. [Process improvement for future benchmarking]
## Data Limitations
- [Any missing data or assumptions made]
- [Benchmark source and caveats]Employee Survey Design
Output format:
# Employee Survey: [Focus Area]
## Instructions for Respondents
[1-2 sentences explaining purpose and confidentiality]
## Questions
### [Category 1]
1. [Question text]
- Scale: [1-5: Strongly Disagree to Strongly Agree]
2. [Question text]
- Scale: [1-5: Never to Always]
### [Category 2]
3. [Question text]
- Scale: [1-5]
### Open-Ended
N. [Open question for qualitative feedback]
- Text response
## Recommended Analysis Approach
- [What to look for in results]
- [Suggested benchmarks or comparisons]Rating Scales:
- Agreement: 1 (Strongly Disagree) to 5 (Strongly Agree)
- Frequency: 1 (Never) to 5 (Always)
- Satisfaction: 1 (Very Dissatisfied) to 5 (Very Satisfied)
- Likelihood: 1 (Very Unlikely) to 5 (Very Likely)
Question Design Rules:
- Use neutral language—avoid leading questions
- One concept per question (no "and" questions)
- Avoid double negatives
- Be specific enough to be actionable
Analysis Guidelines
See Data Analytics Guidelines for complete analysis principles. Key points for HR data:
- Privacy protection: Aggregate small groups; don't expose individual identities inappropriately
- Benchmark context: Always compare to industry norms when available
- Cost quantification: Translate turnover to replacement costs (typically 1-2x salary)