Daniels BudgetWorks Advisory · Sample Work
Staffing & overtime analysis
Compare additional staff with continued overtime, including benefits, productive hours, onboarding, and the assumptions needed for savings.
Illustrative sample · Fictional business data · No client information
Cost comparison
| Annual measure | Current approach | Selected scenario |
|---|---|---|
| Overtime hours | 7,200 | 4,200 |
| Overtime cost | $468,000 | $273,000 |
| New salaries + benefits | $0 | $148,480 |
| Recurring total | $468,000 | $421,480 |
| One-time onboarding | $0 | $6,000 |
| First-year total | $468,000 | $427,480 |
Model inputs
| Assumption | Illustrative value |
|---|---|
| Baseline annual overtime | 7,200 hours |
| Loaded overtime rate | $65 / hour |
| Base salary per new hire | $58,000 / year |
| Benefits & payroll burden | 28% of salary |
| Productive hours per hire | 1,600 / year |
| Onboarding per hire | $3,000 once |
When hiring breaks even
Each position costs $74,240 annually including benefits. At $65 per overtime hour, it must replace approximately 1,143 overtime hours to cover its recurring cost.
That is 71.4% of 1,600 productive hours. Adjust the slider to see how coverage efficiency changes the result.
Assumes all hires start at the beginning of the year. Salary and benefit rates remain constant; added supervisory costs, recruiting delays, and nonfinancial service impacts are not modeled. The $65 rate is an assumed fully loaded amount, not a legal pay-rate determination.
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