Orgsure Features
Activity-Based Analysis
Activity-Based Analysis provides the foundation for every Orgsure measure by defining and quantifying the work performed across the organization. It standardizes activities as the common layer that links structure, cost, value, performance, and governance, ensuring that every analysis is consistent, comparable, and grounded in real work.
Activity definition and classification create a structured catalogue of work across units, functions, job groups, locations, processes, capabilities, and value streams. Each activity includes attributes such as time allocation, importance, type, efficiency gap, failure impact, expertise, uniqueness, and intensity. These fields describe how work is performed, where it is complex or fragile, and how it contributes to organizational results.
By establishing a consistent and detailed description of work, Orgsure replaces anecdotal job data with measurable evidence. This activity foundation makes organizational analysis objective, comparable, and actionable across every feature in the system.
Structural Analysis
Structural Analysis examines the overall shape of the organization and how that shape affects performance, cost, and accountability. Orgsure calculates a set of structural measures that describe how work, authority, and oversight flow through the enterprise. These analyses help leaders determine whether design choices support agility and clarity or create inefficiency, delay, and duplication.
Spread reflects the width of the structure by measuring how many people report through each organizational level. It includes metrics such as span of control and supervisor percentage to show whether managerial load is balanced and where the structure may be top-heavy or overly compressed. Wide spreads often improve speed and reduce cost, while narrow spreads can indicate excess layering or micromanagement.
Depth captures the vertical dimension of the structure, including the number of organizational levels, the average number of direct reports per supervisory role, depth of control, and total chain of command. Orgsure’s measures reveal how hierarchy influences communication flow, cost, and decision speed, helping leaders identify where layers can be streamlined or oversight strengthened.
Segmentation, centralization, formalization, and standardization describe how work, authority, and control are distributed across the organization. These dimensions are difficult to measure in other systems because underlying data is often incomplete. Orgsure quantifies each by analyzing key activity attributes related to authority, control, and uniqueness. Together, these measures show whether operations are overly concentrated, too diffuse, or deviating from industry standards, helping leaders balance efficiency, control, and flexibility.
Job & Role Analysis
Job & Role Analysis examines how work is distributed across roles and whether those roles are designed effectively. Orgsure evaluates each job based on the activities it performs, giving a detailed view of how effort, cost, value, and performance combine to shape contribution. This activity-based approach replaces assumptions about what jobs do with measurable evidence of how they operate and how consistently they are designed across the organization.
Activity attributes such as intensity, strain, uniqueness, and failure impact describe the nature and demands of work. They reveal where jobs are complex, fragile, or overly dependent on unique positions, and where work is stable, repeatable, or easily shared. Similarity metrics compare how activity sets vary across subgroups to show whether roles are uniform or inconsistently defined.
Effort and cost analyses show how time and expense are divided among activities. When roles devote excessive time to low-value or low-skill work, cost rises and performance declines. Orgsure quantifies these patterns to highlight where redesign, automation, or redistribution can improve efficiency and balance.
Value and strategic mix measures connect what people do to the outcomes they create. By linking activity-level value to pay and performance, Orgsure reveals where investment drives impact and where effort produces limited return. The system also tracks the strategic mix of each job, showing how much work supports strategic, judgment-based, procedural, or transactional activities, helping leaders align talent with organizational priorities..
Job Architecture
Job Architecture defines the structured framework of roles, levels, and pay that shapes how an organization manages work, growth, and equity. Orgsure maintains this framework through a data-driven catalogue that organizes every job into a defined domain, group, and subgroup, creating a clear hierarchy that supports comparison and analysis across the enterprise.
Job levels and rank enable the assessment of responsibility and contribution within each pay group. Orgsure assesses progression and role cohesion to confirm that advancement paths are consistent, achievable, and aligned with the organization’s structure.
Competencies and capabilities link activities, positions, and job levels to the skills and behaviors required for performance and organizational success. This connection helps leaders understand how capability strength changes across levels and whether development priorities match strategic needs.
Pay and compensation measures provide assessment of fairness and alignment. Orgsure tracks range percentage, midpoint and control-point Compa ratios, quartile distribution, and percentage of maximum pay to detect outliers or drift. Combined with subgroup analysis, these metrics help maintain a transparent, defensible, and sustainable job framework that supports both internal equity and external competitiveness.
Workforce Analysis
Workforce Analysis provides a complete and consistent view of organizational size, cost, and contribution across every useful structure in the system. Orgsure connects workforce data by hierarchy, function, unit, capability, value stream, job group, and level, creating a multidimensional view of how people, cost, performance, and value are distributed.
Headcount and FTE measures establish a reliable baseline that makes comparisons across structures precise and meaningful. These data show how resources are deployed, where concentration or gaps exist, and how staffing levels evolve over time.
Loaded pay and cost distribution reveal where the organization’s largest investments reside. Orgsure aggregates pay and cost data at multiple levels to highlight imbalances or inefficiencies that may not be visible in financial systems.
Performance and value measures combine normalized resource ratings with activity-based value calculations to show how effectively the workforce converts cost into impact. By comparing value per FTE, performance patterns, and pay relationships, Orgsure identifies where high performance is concentrated and where underinvestment or misalignment limits results. Together, these analyses help leaders manage cost, target improvement, and align workforce contribution with strategic priorities.
Performance Analysis
Performance Analysis measures how effectively work is executed and where capability and potential are strongest. Orgsure calculates normalized performance ratings at the resource level and aggregates them across jobs, units, and structures to create a consistent, comparable view of performance throughout the organization.
Custom scales and weighting allow each organization to define how performance is measured. Clients can use any numerical scale and assign separate weights to performance and potential to reflect their preferred evaluation model. This flexibility ensures that the analysis aligns with existing talent processes while maintaining analytical consistency.
Normalized measures make performance results comparable across every major structure, including functions, units, organizational levels, capabilities, value streams, and job groups. This enables precise comparison and helps identify where excellence is concentrated or where additional support may be needed.
By linking normalized performance data to cost, job level, and value, Orgsure shows how effectively investment translates into outcomes. These insights help leaders recognize high-performing areas, target development efforts, and align workforce capability with strategic objectives..
Governance & Control
Governance & Control examines how authority and decision-making are distributed and whether they align with accountability and risk. Orgsure measures three forms of authority (budget, decision, and execution) at the position level and three forms of control (approvals, formal controls, and policies) at the activity level. This dual structure gives organizations a clear view of how power and oversight operate in practice.
Governance analysis shows where authority sits, how it cascades, and whether it matches assigned responsibilities. Misalignment between authority and responsibility can slow decisions, create risk, or weaken accountability. Orgsure identifies these gaps and quantifies their impact across units, functions, and levels.
Centralization and formalization describe how tightly control is held and how consistently processes are applied. Together, these measures expose bottlenecks, redundancies, and governance drift that are often invisible in traditional reporting.
With this analysis, leaders can rebalance control, clarify decision rights, and strengthen governance structures so that authority, responsibility, and execution remain aligned with the organization’s operating model.
Cost & Pay Analysis
Cost & Pay Analysis links compensation directly to work, showing how pay is distributed and whether it aligns with performance, equity, and role design. Orgsure calculates loaded pay for every activity, job, and structure, creating a transparent view of how labor cost is allocated across the organization.
Pay structure measures include midpoint and control-point Compa ratios, range percentage, quartile distribution, and percent of maximum pay. These indicators reveal whether pay practices are equitable within subgroups and whether ranges are applied consistently across levels and functions.
Equity and alignment analyses test whether pay is proportionate to contribution, responsibility, and performance. By linking compensation to activity value and resource results, Orgsure identifies where pay is well targeted and where adjustments may be warranted.
Cost aggregations summarize total and relative pay across functions, levels, and units, exposing imbalances that influence efficiency and retention. With these insights, leaders can correct inequities, manage cost with precision, and maintain a pay framework that is transparent, defensible, and aligned with organizational priorities.
Work Value Analysis
Work Value Analysis measures how effectively time, cost, and performance are converted into organizational impact. Orgsure quantifies relative value at the activity, position, and aggregate levels, creating a consistent framework for assessing how work contributes to strategy and results.
Raw and adjusted measures provide a complete view of contribution. Orgsure calculates raw value based on activity importance, type, and FTE, then produces adjusted values that factor in relative pay, resource performance, or both. This approach links what people do to what those efforts are worth in context.
Value distribution analyses show how work value is concentrated across jobs, functions, capabilities, value streams, and units. Leaders can identify where high-value work is performed, where time is spent on low-value activity, and how cost-to-value ratios vary across structures.
By combining performance, pay, and activity data, Orgsure reveals where resources are best invested and where redesign or automation could create greater return. These insights help organizations shift effort toward the work that drives the most strategic and financial impact.
Capabilities & Strategy
Capabilities & Strategy connects organizational resources to the capabilities and strategic priorities they support. Orgsure links every activity and job to defined capabilities, each associated with one of thirteen strategy types such as Growth, Efficiency, or Workforce. This mapping translates organizational strategy into measurable, operational terms.
Capability analysis identifies the activities and positions that enable each capability and quantifies the FTE, cost, and performance associated with it. Leaders can see where strategic capabilities are well supported and where critical areas are under-resourced or concentrated in a small number of roles.
Strategy type analysis shows how much of the workforce supports each strategic intent, revealing whether investment patterns align with declared priorities. When resource and capability patterns diverge from strategy, Orgsure highlights those gaps and quantifies their impact.
By connecting activities, jobs, and capabilities directly to strategic objectives, Orgsure helps organizations assess whether they are structured to deliver on their goals. This insight enables leaders to redirect investment, strengthen critical capabilities, and ensure workforce design supports strategy in practice.
Value Stream Analysis
Value Stream Analysis shows how work and resources flow through the organization to create value. Orgsure connects activities, jobs, positions, and costs to defined value streams and stream stages, making it possible to measure performance, efficiency, and contribution across the entire delivery chain.
Value stream analysis identifies the activities and roles that support each stream and stage, tracking FTE, loaded pay, position-level value, and performance at every step. These measures reveal where resources are concentrated, where redundancies or handoff gaps exist, and how cost and value progress through the organization.
Comparative analysis allows leaders to evaluate performance across multiple streams or across similar processes within different business units. Orgsure quantifies how effectively each stream converts resources into value and highlights where constraints or inefficiencies reduce throughput.
By aligning activity-level work with value creation, Orgsure provides a clear picture of how the organization delivers results. Leaders can rebalance resources, address inefficiencies, and strengthen the connection between operations, cost, and strategic outcomes.
Organizational Stability
Organizational Stability measures how steady or volatile the workforce is and where continuity may be at risk. Orgsure tracks incumbents, new hires, transfers in and out, and terminations across every job in the system, providing a unified view of workforce movement at both the unit and organizational levels.
Continuity and movement analysis reveal which areas experience high turnover, heavy inbound or outbound transfers, or declining headcount. These insights help leaders identify where institutional knowledge may be eroding and where teams remain stable or are growing.
Position similarity measures the degree to which each job has comparable roles within the organization. Low similarity indicates unique or specialized positions that may create operational exposure if vacated, while higher similarity suggests redundancy and resilience. Orgsure combines these stability and similarity measures to highlight where succession planning, hiring, or retention efforts should be prioritized.
By quantifying workforce stability and role coverage, Orgsure helps leaders protect continuity, strengthen workforce resilience, and reduce the likelihood of costly disruptions..
Modeling
Modeling transforms organizational analysis into design and planning. Orgsure’s modeling tools allow leaders to test scenarios, explore alternatives, and visualize how structural or workforce changes affect cost, value, and performance before implementation.
Job Builder enables users to define or refine individual roles by selecting activities, allocating time, and adjusting key attributes such as supervisory type and job level. This creates data driven job designs that can be analyzed independently or integrated into larger models.
Quick Models provide guided frameworks for targeted scenarios such as workforce adjustments, cost targeting, forecasting, or resource assignments. Each Quick Model uses live organizational data to calculate outcomes instantly, allowing leaders to see the effect of proposed changes in real time.
Model Builder supports complex transformation and enterprise design initiatives, from restructuring a single function to developing a full target operating model. Users can compare current and future states and evaluate alignment across more than forty measures, including strategic mix, total loaded pay, centralization by level, and capability load.
Together, these tools make organizational modeling dynamic, data-driven, and repeatable— turning analysis into actionable design.
Change Management Planning
Change Management Planning connects organizational initiatives directly to the resources they affect. Orgsure quantifies how ready the workforce is to absorb change by linking each resource to measures such as position redesign eligibility, engagement, readiness, strain, intensity, and exit risk. Together, these factors reveal whether the organization has the capacity to execute planned changes without overloading critical teams or individuals.
Readiness and engagement indicators help leaders understand where employees are receptive or resistant to change. Orgsure aggregates these measures across structures to show how preparedness varies by function, unit, or level.
Strain and intensity reflect the cumulative demands placed on positions, combining workload, role complexity, and change exposure. High strain scores identify areas that may need pacing adjustments or additional support.
By consolidating these data into a unified framework, Orgsure allows change practitioners to plan transitions with precision, aligning timing, communication, and resource interventions to real organizational capacity. This data-driven approach to change management reduces risk, accelerates adoption, and strengthens long-term readiness.