HPI workforce accountability · 04

Performance and retention reporting

HPI measures the pathway from workforce request to sustained placement using agreed definitions, controlled records and evidence that can be explained.

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How HPI approaches this

Defined, controlled and evidence-led.

Agreed measures

Measures are selected to suit the engagement and defined before performance claims are made.

Time to acknowledgement, initial response and shortlist
Credential and readiness completion
Candidate presentation, selection and deployment conversion
30-, 60- and 90-day retention where applicable

Placement experience

Reporting considers both employer and healthcare-professional experience, not only whether a role was filled.

Employer feedback and service satisfaction
Healthcare-professional experience and support themes
Performance, probation and follow-up outcomes
Issues, complaints, incidents and improvement actions

Improvement and governance

HPI uses controlled information to identify trends and strengthen future workforce pathways.

Exception, delay and attrition analysis
Corrective and continuous-improvement actions
Reporting frequency and authorised recipients
Privacy-conscious, evidence-based reporting from HPI CRM v2.14

Intended outcome

Clear reporting that helps employers understand delivery performance, candidate experience, retention risk and opportunities for workforce improvement.

Submit a workforce request View the partnership