CateAI Insight™ — Dashboard

🎯

This Month's Single Most Important Action

Operations resourcing is driving absence, overtime and exits — this requires a CEO-level conversation this week.

Three consecutive months of above-target absence. Two exits citing workload. Overtime covering the gaps. A declining wellbeing score. All roads lead to one place: Operations is understaffed or overworked. A leadership conversation this week costs nothing. Inaction will cost significantly more.

💸 Estimated cost of current Operations people risk: €22,400 this quarter (est.)

📊

Sector Benchmark Context

✅ ACME Group (5.8%) is performing BETTER than the Non-profit/Charity sector average (8.4%). This is a positive story to tell your board.

Change the sector selector in the toolbar above to compare against a different industry benchmark.

🟡

Overall Health

Amber

2 red · 4 amber · 5 green

🔴

Absence Rate

5.8%

↑ Month 3 above 4.5% target

🟡

Culture Temperature

6.6/10

↑ Improving since March 6.1

🟡

Turnover YTD

5.1%

2 exits · Both cited workload

🟡

Training Compliance

74%

↑ +8% on April · Target 85%

🤖 CateAI Insight™ — May 2026

ACME Group's overall people health is Amber this month. The dominant theme is a sustained people pressure in Operations — three consecutive months of above-target absence, overtime covering the gaps, two exits citing workload, and a declining wellbeing score. These are not separate issues. They are one issue presenting in four different metrics. The estimated cost of this combined pressure to the organisation this quarter is €22,400 in lost productivity, overtime cost and replacement recruitment. This is a leadership conversation — not an HR one.

🔮 CateAI Predictive Signal

At current trajectory, if the Operations workload issue is not addressed at leadership level by end of June, CateAI projects a 70% probability of at least one further exit from the Operations team in Q3 2026. The cost of a third replacement hire would bring the total people cost of this issue to approximately €34,000 for the year.

All signals — May 2026

🔴 Operations absence — 3rd consecutive month above target. €5,200/month
5 employees with repeat patterns. Directly linked to 2 exits and overtime spend. Top priority this month.Industry avg: 4.2% · ACME: 10.4% in Operations

🔴 Sales & Marketing training — 12% complete, 9 modules outstanding. Compliance risk
Deadline 30 June 2026. Manager escalation required immediately.Sector training compliance avg: 82%

🟡 Turnover — 2 exits YTD, both citing workload. €8,000 YTD (est.)
Retention risk in Operations is elevated. Further exits projected if unaddressed.Sector avg turnover: 8.2% · ACME: 5.1% — performing well overall

🟡 Finance & Admin overtime — 6.2% above contracted hours. €1,800/month
Second consecutive month. 4 staff consistently above contract.Acceptable threshold: 3% · ACME Finance: 6.2%

🟡 3 probation reviews due in June. Dates to confirm with line managers this week.

🟡 Finance Assistant vacancy — 33 days open, above 30-day target. Interview stage. Decision required by 15 June.

🟢 Performance reviews — 94% complete. Sector avg: 78% · ACME significantly above average

🟢 Headcount stable at 78. One planned August retirement — succession identified.

🟢 Annual leave — well distributed, no bottlenecks. Summer planning on track.

3-month trend — absence vs culture score

Department health score — May 2026

Total Headcount

78

Full-time: 61 · Part-time: 17

Absence Rate

5.8%

Target 4.5%

Avg Weekly Hours

38.4h

Contracted avg 37.1h

Turnover YTD

5.1%

2 exits · Target below 8%

Open Vacancies

3

Operations x2 · Finance x1

Absence by department — April vs May 2026

Sick leave rate % by department

Department	Staff	May %	vs April	RAG
Operations	24	10.4%	↑ +2.1%	Red
Client Services	18	4.8%	↑ +0.6%	Amber
Finance & Admin	12	2.1%	↓ -0.4%	Green
Sales & Marketing	10	1.8%	→ 0%	Green
Corporate Services	8	0.6%	↓ -0.2%	Green
Senior Leadership	6	0%	→ 0%	Green
All staff	78	5.8%	↑ +0.9%	€5,076	Red

Repeat absence — employees with 3+ events in 12 months ▼ Show detail

Employee ID	Department	Events (12m)	Days lost	Pattern	Action
EMP-041	Operations	5	18	Mon/Fri pattern	Manager conversation
EMP-023	Operations	4	12	No pattern	Wellbeing check-in
EMP-067	Operations	4	9	Post-weekend	Manager conversation
EMP-012	Client Services	3	7	No pattern	€1,260	Monitor
EMP-055	Operations	3	6	No pattern	€1,080	Monitor

Hours & overtime — May 2026

% above contracted hours by department

Finance & Admin — 6.2% above contracted hours. €1,800/monthSecond consecutive month. 4 staff consistently over contract. Workload distribution review recommended.

Operations — 4.8% above contracted hours. €2,100/monthAbsence-driven overtime. Directly linked to the absence spike. Fix the absence, fix the overtime.

All other departments within contracted hours.Client Services, Sales & Marketing, Corporate Services and Senior Leadership all within 1% of contracted average.

Exit interviews — YTD 2026

Reasons for leaving — exit interview themes

Theme	Count	Department	Actionable
Workload / work-life balance	2	Operations, Finance & Admin	Yes — urgent
Career progression	1	Client Services	Review pathways
Salary / compensation	1	Operations	Next pay review
Personal / relocation	1	Corporate Services	Not actionable

🤖 CateAI Insight™ — Exit Pattern

Both actionable exits cite workload — directly consistent with the absence spike, overtime data and pulse survey workload score (5.4/10, down 0.8 points). This is a pattern, not coincidence.

🔮 Predictive Signal

70% probability of a further Operations exit in Q3 if the workload issue is not addressed at leadership level before end of June 2026.

Turnover cost — YTD 2026

2

Exits YTD

€4,800

Recruitment cost est.

€3,200

Onboarding cost est.

€8,000

Total YTD est.

Indicative estimate based on industry standard of 30–50% of annual salary per exit. Provide actual recruitment spend for precise figures. A third Operations exit would bring total 2026 turnover cost to approximately €20,000.

Recruitment pipeline — active vacancies

Role	Department	Advertised	Stage	Days open	Target fill	RAG
Operations Coordinator	Operations	2 May 2026	Shortlisting	29	30 Jun 2026	Amber
Operations Support	Operations	14 May 2026	Advertising	17	30 Jun 2026	Green
Finance Assistant	Finance & Admin	28 Apr 2026	Interview stage	33	15 Jun 2026	Red — overdue

Culture Score

6.6/10

Amber range 5.0–7.0 · Improving trend

Pulse Response Rate

61%

Target 70% · Low in Client Services

eNPS

+18

Positive · Improving

Wellbeing Index

6.2/10

↓ -0.3 from April

Culture temperature — 3-month trend

Culture score — March to May 2026

Culture score by department — May 2026

Pulse survey results — May 2026 (61% response rate)

Question	Score /10	vs April	Sector avg	RAG
I feel valued by my manager	7.4	↑ +0.3	7.1	Green
I understand how my work contributes to our goals	7.1	→ 0	6.8	Green
I have the resources I need to do my job	6.2	↓ -0.4	6.9	Amber
I feel my workload is manageable	5.4	↓ -0.8	6.4	Amber
I would recommend this organisation as a place to work	6.8	↑ +0.2	6.5	Green

🤖 CateAI Insight™ — Culture Signals

The workload manageability score (5.4/10) has dropped 0.8 points — the largest single-question decline this month. This is directly consistent with the Operations absence and overtime data. The organisation's manager relationship scores remain strong at 7.4/10 — this is a protective retention factor that should be actively maintained. The eNPS of +18 is above sector average, suggesting that despite the current pressure, staff broadly remain engaged with the organisation.

🔮 Predictive Signal

If workload scores continue to decline at the current rate (-0.8/month), the overall culture score will fall into the Red zone (below 5.0) by August 2026 without intervention. The window to act is now.

Wellbeing signals

Workload manageability — 5.4/10, down 0.8 points. Largest decline this month.High riskSector avg: 6.4 · ACME: 1.0 point below sector average · Directly linked to Operations absence and exits

"I have the resources I need" — 6.2/10, down 0.4.Sector avg: 6.9 · May indicate staffing gaps, equipment or process blockers. Brief targeted staff question recommended.

Manager relationship scores strong at 7.4/10.Sector avg: 7.1 · Above sector average — this is a key retention protection factor.

Recommendation score 6.8/10 — above sector average of 6.5.Staff are broadly willing to recommend ACME Group as an employer. This should be actively protected.

Training Compliance

74%

↑ +8% on April · Target 85%

Performance Reviews

94%

2 outstanding · On track

Probations Due June

3

Dates to confirm with managers

Policy Sign-offs

96%

3 outstanding · Reminder issued

Training completion — May 2026

Mandatory training completion % by department

Department	Complete	Outstanding	Deadline	RAG
Senior Leadership	100%	0	—	Green
Corporate Services	96%	1	30 Jun	Green
Client Services	83%	4	30 Jun	Green
Finance & Admin	75%	3	30 Jun	Amber
Operations	68%	9	30 Jun	Amber
Sales & Marketing	12%	9	30 Jun	Red
All staff	74%	26	30 Jun	Amber

Compliance calendar — June 2026

30 JuneMandatory training deadline — 26 modules outstanding. Compliance riskSales & Marketing at 12% — 9 modules in 4 weeks. Urgent manager escalation required.

June3 probation reviews due. EMP-089 (6-month), EMP-091 (6-month), EMP-077 (3-month). Confirm dates with line managers this week.

14 June3 policy sign-offs outstanding. Remote Working Policy (×2), Dignity at Work Policy (×1). Escalate to manager if not received by 14 June.

CompletePerformance review cycle — 94% complete. Significantly above sector average of 78%. Strong completion rate this cycle.

📎

Your space — add your own notes and document links

Add monthly notes, context or commentary here. Link to your own documents in Google Drive, SharePoint or anywhere else. Notes and links are saved in this browser and are not visible to CateAI.

Monthly notes — May 2026

Document links — your resources

Links to your policies, board reports, HR system, training calendar or any resource. Saved in this browser only.

Client Access

CateAI Insight™ People Analytics Dashboard