Talent Network ROI Report

Separate predictable staffing from surge staffing — so recurring needs are covered through a stable coverage layer with measurable savings while using agencies for true surge needs.

Add the facility name to personalize the report and one-page summary for the client conversation.
Coverage change

Current benchmark external dependency

Total external staffing spend $0

Includes recurring predictable external dependency and surge external staffing combined into one current benchmark view.

After XenMedCare Talent Network

Core Talent Network cost $0
Backup planning fee $0
Residual surge external cost $0
Direct savings unlocked $0
Recurring predictable gapsMove into Talent Network
Backup planningReduces surge dependence
Finance viewBackup planning is modeled as an extra fee layer, not free value
Top-Level ROI Snapshot Collapse or expand the five key benchmark tiles
Current External Benchmark
$0
Estimated annual external agency, travel, and coverage benchmark.
Current state
Core Talent Network Cost
$0
Structural Talent Network cost plus backup-used Talent Network labor, before backup planning fee.
Predictable layer
Residual Surge External Cost
$0
Remaining agency surge cost after the backup-used portion is removed.
Residual surge
Total Spend After Layering
$0
Talent Network cost, backup planning fee, and remaining surge external cost.
Modeled state
Savings %
0%
Estimated reduction versus the current external benchmark.
ROI shorthand
Expanded Cost Layering View For deeper review of benchmark, predictable, and post-network components
Current External Benchmark
$0
Baseline annual external benchmark before XenMedCare layering.
Benchmark
Predictable External Cost
$0
Recurring predictable portion of external dependency.
70% structural
Surge External Cost
$0
True surge portion before backup reduction.
30% surge
Resource Cost
$0
Talent Network labor cost for structural hours plus backup-used hours.
After Talent Network
Network Access Cost
$0
Talent Network fee layer for structural hours plus backup planning fees.
After Talent Network
Residual Surge External Cost
$0
Remaining surge cost after reducing reliance through backup planning.
After reducing 50%
Total Spend After Layering
$0
Combined Talent Network labor, fees, and remaining surge external cost.
After Talent Network
Total Savings
$0
Reduction versus the agency benchmark after including backup planning cost.
Value created
Savings %
0%
Percent reduction versus the agency benchmark after backup planning cost.
Value rate
Layered Workforce Summary Expand for key modeled outputs

Facility Snapshot

Facility profile
Annual clinical labor hours
Structural external hours (70%)
Surge external hours (30%)
Talent Network labor cost
Talent Network fee
Backup-planned surge hours
Remaining true surge agency hours
Direct savings
Backup planning fee

Key Modeled Ratios

External dependency
0%
Structural share moved predictable
0 hrs
Backup-used surge
0 hrs
Remaining agency surge
0 hrs
Talent Network cost stack
$0
Direct savings
$0
Charts Expand for spend and role mix visuals

Benchmark vs Layered Workforce Spend

Role Mix of External Hours

Role-Level Cost Detail Expand for role-by-role view
Role External Hours Agency Spend Layered Cost Savings
Source Footnotes Expand for model references

Sources used in the model

1
Clinical labor hours per bed use facility-type workforce benchmarks.American Hospital Association workforce benchmarks; Advisory Board hospital staffing research.
2
Role category distributions by facility type allocate clinical hours across Nursing, Allied, APP, and CRNA.American Hospital Association hospital workforce benchmarks; Bureau of Labor Statistics occupational workforce composition; American Organization for Nursing Leadership staffing models; Kaufman Hall hospital workforce studies.
3
Structural external dependency ranges reflect the share of hours commonly filled by agency, contract, travel, or locums labor.Kaufman Hall National Hospital Flash Reports; American Hospital Association workforce shortage analysis; Staffing Industry Analysts healthcare staffing utilization reports; National Academy of Medicine clinician workforce shortages.
4
Base labor cost assumptions use national wage benchmarks.Bureau of Labor Statistics Occupational Employment Statistics.
5
Employer burden factor reflects payroll taxes, health insurance, retirement, paid leave, and compliance costs.Mercer compensation studies; Society for Human Resource Management benefits surveys.
6
Agency rate benchmarks and emergency premium assumptions are modeled using healthcare staffing markup ranges and emergency replacement pricing.Staffing Industry Analysts healthcare staffing reports.
7
Structural vs surge layering is a modeled assumption: 70% of external dependency is treated as recurring/predictable and 30% as surge exposure, with a portion of surge shifts placed into planned backup coverage.This is an operational modeling assumption grounded in workforce utilization patterns, not a direct published benchmark.
9
Backup case-study logic mirrors the RN backup example: the facility pays a backup planning fee to lock coverage, and only the portion actually used converts from surge agency cost into Talent Network labor.Modeled with 25% backup utilization based on the internal case study.
8
Backup planning logic reflects planned coverage reducing emergency staffing dependency for part of surge demand. A modeling assumption treats 25% of backup-planned shifts as used and converts only that portion from surge agency cost into Talent Network labor, while the backup planning fee remains an insurance-like cost on all planned backup shifts.Press Ganey workforce stability research; National Academy of Medicine clinician burnout research.