Work measurement for organizational decisions: put a cost and a value on the activities inside every job, and test a change before you announce it.
$596K a year of loaded pay, traced to the work
and 7 more activities
Strategic or judgment work: 85% of the time
$699K a year of loaded pay, traced to the work
and 5 more activities
Strategic or judgment work: 20% of the time
$621K a year of loaded pay, traced to the work
and 5 more activities
Strategic or judgment work: 50% of the time
$290K a year of loaded pay, traced to the work
and 3 more activities
Strategic or judgment work: 10% of the time
$453K a year of loaded pay, traced to the work
and 7 more activities
Strategic or judgment work: 35% of the time
Click a card to open what Orgsure holds for the role.
$596K a year of loaded pay, traced to the work
and 7 more activities
Strategic or judgment work: 85% of the time
$699K a year of loaded pay, traced to the work
and 5 more activities
Strategic or judgment work: 20% of the time
$621K a year of loaded pay, traced to the work
and 5 more activities
Strategic or judgment work: 50% of the time
$290K a year of loaded pay, traced to the work
and 3 more activities
Strategic or judgment work: 10% of the time
$453K a year of loaded pay, traced to the work
and 7 more activities
Strategic or judgment work: 35% of the time
Four findings from one activity survey, in a modeled manufacturer of about 2,900 people. Each one opens the full example.
Each Orgsure feature represents a specialized area of analysis built on a shared, activity-based foundation. Together they translate structure, work, and cost into measurable insight, providing a unified, evidence-based view of how the organization operates and where it can improve. Whether exploring structure, assessing job groups, or modeling future scenarios, these analyses create a complete and connected picture of organizational performance.
Activity-Based Analysis provides the foundation for all structural, cost, value, and governance analyses within Orgsure. It standardizes how work is defined and measured, linking every job, position, and capability to the activities that make up real work. Without this layer, organizational data remains fragmented and anecdotal, limiting comparability and insight. By creating a consistent activity framework, Orgsure enables precise analysis across roles, functions, and structures. This common denominator connects every part of the system, allowing leaders to understand what work is done, how resources are used, and where improvement or redesign will have the greatest impact.
Structural Analysis reveals how an organization is built, and where it can perform better. Orgsure measures spans and depth of control, supervisor ratios, segmentation, and reporting relationships to show how work and authority flow. Automated calculations expose imbalances such as excessive layers, uneven spans, or misplaced functions. It also quantifies centralization, formalization, and standardization to reveal where control, flexibility, or duplication may hinder performance. Leaders gain a clear view of structure efficiency and decision speed, helping them refine layers, redistribute teams, and align design with strategy for a more effective organization.
Job & Role Analysis examines how work is distributed across roles based on the activities employees actually perform. Orgsure measures job similarity, uniqueness, strain, and intensity to reveal where roles are balanced or at risk. Inconsistent or overloaded jobs weaken accountability and reduce engagement. By comparing activity mixes within and across subgroups, Orgsure identifies which roles are over-extended, redundant, or unclear. Leaders gain transparency into role quality and design, helping them adjust assignments, align expectations, and create more consistent, sustainable, and effective jobs.
Job Architecture helps define and maintain a structured catalogue of roles, job levels, and pay that ensures an efficient and equitable framework across the organization. Orgsure organizes roles within job domains, job groups, and job subgroups to create clear, data-driven classification. The system assesses architecture through analyses of consistency, progression logic, and pay alignment within and across subgroups. A strong architecture promotes transparency, fairness, and retention, while weak frameworks create confusion and inequity. Orgsure enables leaders to detect gaps early, strengthen internal coherence, and maintain a job framework employees can understand and trust.
Workforce Analysis gives leaders a complete view of organizational size, cost, and distribution across every useful structure. Orgsure connects data by hierarchy, function, unit, capability, value-stream, and job group to create a consistent and flexible baseline. It rolls up FTEs, loaded pay, tenure, and other attributes to show how the workforce is shaped and where cost is concentrated. Reports highlight imbalances, concentrations, and emerging trends, allowing leaders to explore cost, headcount, and tenure from multiple perspectives. These insights help manage workforce cost, guide strategic planning, and ensure talent and structure stay aligned.
Performance Analysis measures how effectively work is executed across the organization. Orgsure captures normalized performance ratings at the resource level and calculates averages across units, levels, job groups, functions, locations, capabilities, and value-streams. This creates a consistent, comparable view of performance across every structure. Linking performance to cost reveals where investments deliver results and where improvement is needed. Leaders can see where excellence is concentrated, where performance lags, and how to align workforce strength with strategic priorities to improve outcomes across the enterprise.
Governance & Control examines how authority and decision-making are distributed across the organization. Orgsure measures budget, decision, and execution authority at the position level, along with three types of control at the activity level. Clear governance supports accountability and speed, while fragmented or misplaced authority creates confusion and risk. Orgsure maps where authority resides and compares it with assigned responsibilities, revealing bottlenecks, overlaps, and gaps. Leaders gain the visibility needed to realign control, clarify decision rights, and strengthen governance structures that support an effective operating model.
Cost & Pay Analysis links compensation directly to work by calculating loaded pay for activities, jobs, and structures. Orgsure highlights how pay is distributed across functions, groups, and levels, testing equity and exposing misalignments. Pay is both the largest expense and a signal of fairness. Misaligned practices weaken engagement and retention. Orgsure provides quartile analysis, Compa ratios for midpoint and control point, range percentage, percent of maximum pay, and cost roll-ups that create a clear view of pay dynamics. With this insight, leaders can correct inequities, manage cost, and ensure compensation remains transparent and defensible.
Work Value Analysis measures how effectively time and cost translate into impact. Orgsure quantifies value at the activity, position, and aggregate levels, providing both raw measures of value and adjusted values that factor in relative pay, resource performance, or both. This creates a more complete picture of contribution across roles and structures. High-value work advances strategic goals, while low-value tasks consume resources without impact. By rolling these measures across jobs, functions, capabilities, and value streams, Orgsure reveals where effort delivers the greatest return and where reallocation can improve efficiency and organizational effectiveness.
Capabilities & Strategy connects organizational resources directly to the capabilities they support and to the strategy types that define intent. Orgsure uses thirteen strategy types such as Growth, Efficiency, and Workforce to link system data to strategic objectives. Activities and jobs are mapped to capabilities, tracking FTE, cost, value, and performance to show how resources align with declared priorities. This visibility helps leaders identify capability gaps, test whether investments match intent, and ensure strategic goals are achievable. The result is stronger alignment between workforce design, capability development, and the organization’s overall strategy.
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, providing visibility into how effort and expense translate into outcomes. It tracks FTE, loaded pay, position level value, and performance across each stream to reveal where resources are concentrated and where gaps or inefficiencies exist. Leaders can see whether value creation aligns with strategic priorities, customer impact, and process ownership. These insights help identify redundancies, rebalance resources, and improve the efficiency and effectiveness of how value is delivered.
Organizational Stability shows how steady the workforce is by tracking incumbents, new hires, transfers in and out, and terminations across all jobs in the system. Orgsure provides visibility into these movements at both the unit and organizational levels, allowing leaders to see where change is concentrated and where continuity may be at risk. With this insight, leaders can align succession planning, hiring, and retention strategies to focus where they will have the greatest impact, coordinate transfers to maintain stability, and reduce the likelihood of costly disruptions.
Modeling transforms analysis into action by allowing leaders to test structural, workforce, and cost scenarios before implementation. Orgsure provides flexible tools to adjust roles, activities, resources, and investments, showing how each change affects value, efficiency, and stability. Users can build jobs, create models at any scale, and explore multiple design options with immediate feedback. Whether refining a single function or reshaping an entire organization, Orgsure turns complex modeling into a transparent, data-driven process that links decisions directly to measurable outcomes.
Change Management Planning links resources directly to initiatives and measures such as position redesign eligibility, engagement, readiness, and strain. Together, these factors show whether the workforce has the capacity to absorb planned change. Resource readiness is one of the strongest predictors of successful adoption, yet it is rarely measured. Orgsure captures these attributes at the resource level and aggregates them across structures, giving leaders clear insight into where change will be easiest or hardest to achieve. With this data, leaders can pace initiatives, tailor interventions, and reduce the risk of costly implementation failures.
All from a modeled manufacturer of about 2,900 people: one activity survey, costed with loaded pay. Your own figures come from your HR export and one survey.
A year of the same work, done twice after two acquisitions
See howA year from one plant running at 1:10 where the other runs at 1:15
See howA year of work that scores as automatable: 150 of 420 FTE in six role families
See howA year back by moving one VP's accounting work to an accountant
See howActivities measured by one survey, tracing $236.7M of loaded pay to the work
Positions paid $175K or more spend 70% or more of their time on procedural and transactional work
A year of those 61 positions’ pay goes to procedural and transactional work
Managers with only one or two direct reports, of 290
Modeled organization. Figures calculated from its data in Orgsure.
Teams across the organization can use Orgsure to see how work is structured, where value is created, and how design affects performance. Each uses the same data foundation to improve clarity, efficiency, and governance in their own way.
HR leaders shape job designs, structures, and workforce composition that align with organizational needs. Yet decisions are often made with incomplete data on what roles actually do, how work is distributed, and where inefficiencies exist. Orgsure connects every position to its activities, costs, value, and strategic mix, giving HR precise insight into job structure, pay equity, and workload balance. With visibility into role design and contribution, HR can identify misaligned work, strengthen governance and fairness, and ensure structures support both performance and employee well-being.
Finance leaders need clear links between cost, value, and structure to support efficient growth. Traditional financial data rarely shows how spending aligns with actual work or strategic contribution. Orgsure connects loaded pay, FTE, and activity data to structural units, enabling finance to analyze cost and value at the job and activity level. This clarity helps detect redundant roles, hidden overhead, and underused capacity. With Orgsure, finance can guide smarter budgeting and investment decisions grounded in how work is truly performed, not just how it’s funded.
Executives need visibility into how structure, roles, and costs align with strategic intent. Org charts alone rarely reveal where complexity, duplication, or bottlenecks exist. Orgsure translates organizational data into actionable insight, connecting every position to its activities, costs, value, capability, and strategic mix. Leaders can see where high-value work occurs, where governance breaks down, and where resources can be realigned for greater impact. Orgsure helps executive teams manage performance at the system level by linking structure, capability, and strategy to measurable organizational outcomes.
Organizational Effectiveness teams focus on alignment between structure, talent, and strategy. Yet they often rely on static charts and incomplete role data. Orgsure provides the granular activity and job-level insight needed to evaluate efficiency, capability mix, and role clarity, including position-level measures of value and strategic mix. By quantifying workload balance, governance, and redundancy, teams can diagnose organizational friction and design more coherent systems. With Orgsure, organizational effectiveness professionals can move beyond observation to evidence, translating structural analysis into measurable, sustainable improvement.
Transformation leaders drive change across functions but often lack visibility into how structure, work, and capability align. Orgsure maps every position to its activities, costs, value, and strategic mix, allowing teams to see where effort supports strategic priorities and where inefficiencies persist. These insights reveal structural bottlenecks, dependency issues, and governance gaps that slow transformation. With Orgsure, transformation programs start with fact-based baselines and track progress using measurable improvements in design efficiency, capability alignment, and value contribution.
Operations leaders depend on clarity about how resources are deployed and where inefficiencies occur. Traditional reporting focuses on volumes and headcount but overlooks the structure of work. Orgsure connects roles, activities, costs, and capacity to reveal where duplication, imbalance, or excessive span exists. Leaders can identify strain points, improve workload distribution, and rebalance supervisory structures for performance and resilience. With Orgsure, operations management becomes data-driven, aligning structure and staffing to operational priorities and service quality.
Strategy teams need to understand how structure and capabilities support strategic objectives. Through activity attributes, Orgsure links every position with capability, strategy type, and value stream, revealing where strategic work is performed and whether resources align with enterprise goals. This visibility allows teams to test assumptions about focus, capability strength, and investment balance across units. By quantifying how much of the organization’s work directly supports its chosen strategies, and where critical capabilities sit, Orgsure helps strategy teams translate intent into design, ensuring the organization’s structure truly enables its strategic direction.
Business unit leaders must balance financial performance, structure, and capability. Yet local decisions often lack data on job design, workload, and governance alignment. Orgsure delivers clear visibility into how each role contributes to value, stability, and performance within the unit. Leaders can pinpoint duplication, assess role effectiveness, and strengthen spans and layers. With this insight, business unit leadership can align resources with operational strategy, improving both efficiency and accountability.
Enterprise Architects (EA) focus on aligning structure, processes, and technology to strategic intent. Unfortunately, many architectures lack a clear connection between work, capability, and value delivery. Orgsure provides that link, mapping every position and activity to capabilities, strategy types, and value streams. With this data, EAs can see where structure supports or hinders flow, where governance is fragmented, and where critical capabilities are under- or over-invested. Orgsure helps architecture teams connect operating models to enterprise blueprints, enabling value stream visibility and ensuring that structure, systems, and strategy move in concert rather than in parallel.
Risk and assurance teams depend on clarity around accountability and control design. Orgsure maps three types of authority: budget, decision, and execution at the position level, and tracks three categories of control: approvals, formal controls, and policies at the activity level. This dual view reveals where accountability overlaps, gaps, or conflicts exist across the organization. By integrating governance data with structural and role information, Orgsure enables precise evaluation of control coverage and segregation of duties. Risk, compliance, and audit professionals gain a clear, data-based line of sight from policy to execution, strengthening oversight and reducing systemic exposure.
Workforce planners need to translate strategy and structure into actionable staffing plans. Traditional forecasts focus on headcount rather than the composition and value of work. Orgsure provides position-level measures of value and strategic mix, along with FTE, activity, and pay data for every role. Planners can model future workforce scenarios by job, function, or capability and test how design changes affect value contribution. With precise visibility into where work occurs and what it is worth, workforce planning becomes a strategic discipline that balances efficiency, capability, and alignment with organizational goals.
Change practitioners need more than perception to plan effective transitions. Orgsure enables detailed impact analysis by allowing practitioners to assign change impacts directly to each resource in the change population. The platform incorporates unique position-level fields including strain, intensity, exit risk, readiness, engagement, work mode, and likely change role (champion or risk). These data points help identify where disruption will be felt most, which groups are ready or resistant, and where to focus communication and support. With Orgsure, change planning becomes evidence-based, enabling targeted actions that reduce risk and strengthen adoption across the organization.
Most organizations view pay purely as a cost, but Orgsure treats it as a signal of value. By analyzing where each position sits within its pay range, Orgsure adjusts value calculations to reflect real return on compensation.
Traditional capacity measures like utilization and productivity overlook how work is actually experienced. Orgsure introduces strain—a capacity-response measure that captures the tension between workload and the ability to absorb it.
Many organizations map capabilities but stop short of linking them to the work that expresses them. As a result, capability models remain theoretical, disconnected from structure, cost, and value.
Pricing is simple. It’s based on organization size (number of employees) and includes all licenses, maintenance, and periodic upgrades. There are no hidden fees, no limits on users, and no extra charges for future enhancements. We offer it as SaaS, or deployed in your own environment. Contact our team for pricing details.
Your HR export loads in the first two weeks, and the activity survey runs as one wave. A pilot takes 60 days. First findings come in 30 days, from your HR export; the activity findings follow once your survey closes.
Orgsure ships with a ready-made catalog of work activities organized in four levels, plus functions, job groups and capabilities, so you use a taxonomy instead of building one. If you have your own framework, it maps onto ours as a lens.
Yes. Orgsure works with consulting firms who want to support their clients with a powerful analytics tool or integrate its capabilities into specific engagements. If you’re interested, contact our team to discuss partnership opportunities.
Orgsure uses enterprise-grade cloud infrastructure with distributed database architecture, providing security with encryption in transit and at rest and role-based access controls. Built-in safeguards protect against unauthorized access and data loss. Orgsure enforces strict internal controls to ensure your data remains private and fully owned by your organization. Access is always limited, auditable, and permission-based.
