Workforce Capacity Modelling syllabus

Who this is for

People leads, COOs, and finance partners in Australian operations who already have a roster tool and still cannot answer “how many people do we actually need on a wet Tuesday in July?”. If you have never owned a shift pattern, start with Demand Signal Reading instead.

What you will be able to do

Convert a demand clock into required paid hours, including relief.
Show leave debt as a capacity problem rather than a morale story.
Defend a hiring pause or a hiring push with the same table.
Write the decision the spreadsheet is not allowed to make.

Modules

Inventory of lies the current file tells

We open your existing headcount workbook and mark every figure that is a wish, a lag, or a copy-paste from last award.

Demand clocks

Bookings, tonnes, tickets, call volumes, bed occupancy — whichever clock your operation actually runs on.

Paid hours versus presence

The gap between someone being on site and someone being able to close a task.

Relief ratios without folklore

Leave, training, workers compensation, and the unofficial “we cover each other” tax.

Leave debt as a load

Accrued leave that will land in the same fortnight as peak demand.

Scenario spines

Three futures only: hold, stretch, and cut. No twelve-tab fantasy.

Board sentence

One paragraph a director can repeat. If they cannot, the model is not finished.

Handover and stewardship

Named owners, refresh dates, and what happens when payroll changes the export.

Questions we actually get

Do I need Excel, or will a roster product do?

Bring whatever you use. The limitation is not the tool. The limitation is whether you can export paid hours by day and role. If you cannot, week one will be painful and we will say so.

Is this consulting or a course?

It is a taught programme. We will not run your industrial relations for you. If you need a retained advisor, that is a different fee on the pricing page.

What will this not fix?

It will not repair a workplace where supervisors refuse to publish honest availability. Several alumni finished with a clean model and an unchanged roster because the politics never moved. We treat that as a real limit, not a footnote.

Voices from this syllabus

Week five on leave debt was the first time our CFO stopped treating annual leave as a balance-sheet curiosity. The Thursday critiques were blunt. I wanted more one-to-one time than two written notes allowed.

Daniel P. · Perth · utilities planning

★★★★★★★★☆☆ 8/10

Used the scenario spines from week six in a board pack. Directors asked fewer circular questions. Still fiddly if your award has split shifts.

Verified seat · Capacity Modelling intake 09