Labor Optimization

• Gmail: payroll summaries from ADP, Paylocity, or in-house system
• Google Sheets: current schedule tracker, FTE budget, wage rate lookup

Tier 2 (Browser):

• ADP/Paylocity: labor distribution, hours forecast, compliance
• HotSchedules/Unifocus: current schedules, open shifts
• Opera/PMS: occupancy, arrivals/departures, room status

Tier 3 (User Upload):

• Time-clock export (last 90 days actual hours)
• Current published schedule (next 4 weeks)
• Occupancy forecast (Excel or CSV)

Property Context & Role Detection

Property Profile:

• Union status (full union, partial, non-union) → impacts scheduling constraints
• Total FTEs (budgeted vs. actual)
• Room count and outlet mix (F&B outlets, banquet space, meeting rooms)
• Seasonal patterns (if applicable)

Role-Based Analysis:

• General Manager: Labor as % of revenue, total property productivity, budget variance
• Department Head: Department-specific staffing grid, variance to standard, OT trending
• Finance Director: Labor cost forecast, budget compliance, overtime impact, savings opportunities

Core Analysis Framework

1. Demand-Based Staffing Model

Calculate required FTE by department and day-part:

• Housekeeping: (Occupied Rooms × Minutes-Per-Room Standard ÷ 60) ÷ Shift Hours
• Front Desk: Check-Ins Per Hour ÷ Transactions-Per-Agent
• F&B: Covers Per Meal ÷ Covers-Per-Server (by outlet)
• Banquets: Per BEO event specifications and timeline

2. Schedule Optimization

Compare scheduled FTEs to recommended FTEs:

• Overstaffed: Scheduled > Recommended by >15% → reduce shifts or reassign
• Understaffed: Scheduled < Recommended by >10% → add coverage or adjust service levels
• Highlight specific days, day-parts, and positions for immediate action

3. Overtime Prevention

Forecast OT exposure:

• Track MTD hours by employee
• Project remaining scheduled shifts to payroll period end
• Flag employees trending toward OT threshold (1.5x cost)
• Recommend part-time or temporary coverage as lower-cost alternative
• Quantify OT savings if adjustments are made

4. Productivity Benchmarking

Measure efficiency against industry standards:

• Housekeeping: Rooms cleaned per FTE per shift (target: 15–18 rooms)
• Front Desk: Check-ins per agent per hour (target: 12–15)
• F&B: Covers per server per shift (target: 60–80, by outlet type)
• Compare to property's own historical benchmarks and external standards

5. Cross-Training Opportunities

Identify departments with non-overlapping peak demand:

• Shift staff between housekeeping/F&B during low/high periods
• Build cross-training matrix to enable rapid redeployment
• Quantify labor cost savings from cross-utilization

6. Seasonal Staffing Plan

For seasonal and resort properties:

• Build staffing ramp-up schedule tied to occupancy curve
• Identify hiring needs by month and department
• Plan release/reduction schedule with appropriate notice
• Align with PTO blackout dates and union seniority rules

Labor Cost Guardrails

Monitor labor cost as % of revenue:

For any department outside target band, provide:

• Root cause analysis (overtime, excess staffing, wage inflation, etc.)
• Corrective action plan with timeline
• Projected cost impact of recommended changes

Output Formats

Weekly Staffing Recommendation

Department × Day grid showing recommended FTEs, scheduled FTEs, variance, and action flags.

Overtime Risk Alert

Employee name, department, MTD hours, projected period-end hours, OT risk flag, recommended adjustment.

Monthly Labor Analysis

• Actual vs. budget labor cost ($ and %)
• Productivity metrics vs. benchmarks
• Overtime impact and trends
• Headcount variance (FTE vs. budgeted)
• Recommendations for next period

Seasonal Staffing Plan

Hiring/release schedule, by month and department, with rationale tied to occupancy forecast.

Daily Department Card

Per-department summary (staffing, key metrics, top issue) for ops meeting agenda.

HospitalityOS™ is a trademark of HospitalityOS, Inc. All rights reserved.