Time to Fill
Talent Acquisition Outcome Elapsed calendar days from requisition open to accepted offer.
Standard: Median days, completed requisitions only. Open roles and withdrawn offers are excluded. · Source: ISO 30414 human capital reporting
Time to Hire
Talent Acquisition Driver Elapsed calendar days from application to hire or start date.
Standard: Median days for completed hires. This is an observed proxy, not Time to Fill. · Source: CIPD people analytics and workforce practice
Quality of Hire
Talent Acquisition Guardrail Weighted first-year performance, 12-month retention, and hiring-manager satisfaction.
Standard: Index 0–100 on hires with 6+ months tenure. Do not report until the cohort is large enough. · Source: ISO 30414 human capital reporting
Offer Acceptance Rate
Talent Acquisition Guardrail Accepted offers divided by extended offers.
Standard: Percent of offers extended in the period, excluding expired drafts. · Source: LinkedIn Talent and Workplace Learning practice
Candidate Satisfaction
Talent Acquisition Guardrail Average post-decision candidate survey rating.
Standard: Mean overall score for decided candidates, hired and declined. · Source: LinkedIn Talent and Workplace Learning practice
Cost per Hire
Talent Acquisition Driver Internal and external recruiting cost allocated to completed hires.
Standard: Period recruiting spend divided by completed hires. Agency fees included. · Source: CIPD people analytics and workforce practice
Source Effectiveness
Talent Acquisition Driver Hire rate and Quality of Hire by candidate source.
Standard: Report only sources with at least 25 applications in the period. · Source: CIPD people analytics and workforce practice
Requisition Aging
Talent Acquisition Driver Share of open requisitions older than the agreed SLA.
Standard: Open reqs with no accepted offer, aged from requisition open date. · Source: SHRM people-metric practice
Time to First Qualified Candidate
Talent Acquisition Driver Days from requisition open to first candidate marked qualified.
Standard: Median days. Requires a consistent qualified-slate definition. · Source: LinkedIn Talent and Workplace Learning practice
Interview Scheduling Time
Talent Acquisition Driver Days from interview request to confirmed schedule.
Standard: Median completed scheduling intervals. Canceled loops excluded. · Source: CIPD people analytics and workforce practice
Offer Approval Time
Talent Acquisition Driver Days from offer creation to final approval.
Standard: Median approved offers. Drafts never submitted are excluded. · Source: LinkedIn Talent and Workplace Learning practice
First-year Attrition
Retention Outcome Share of hires who leave within 12 months of start date.
Standard: Cohort rate for hires with 12 months of observation. Do not annualize partial cohorts. · Source: CIPD people analytics and workforce practice
Regrettable Attrition
Retention Outcome Voluntary exits among employees the organization wanted to retain.
Standard: Requires an approved regrettable definition. Do not infer from performance alone. · Source: CIPD people analytics and workforce practice
Overall Attrition
Retention Driver All separations in the period divided by average headcount.
Standard: Monthly or quarterly annualized rate, consistently defined. · Source: ISO 30414 human capital reporting
Critical-role Retention
Retention Outcome Retention rate for employees in designated critical roles or skills.
Standard: Critical-role list must be approved before reporting. · Source: Deloitte workforce planning insights
eNPS
Engagement & Culture Guardrail Employee Net Promoter Score from the latest census or pulse.
Standard: Promoters minus detractors. Report response rate beside the score. · Source: Gallup workplace research practice
Engagement Index
Engagement & Culture Outcome Composite favorable score on approved engagement items.
Standard: Use the same item set over time. Break out by manager, not protected class, for action. · Source: Gallup workplace research practice
Manager Effectiveness
Leadership Driver Team-level score for manager coaching, clarity, and support.
Standard: Suppress teams below the minimum response threshold. · Source: SHRM people-metric practice
Internal Fill Rate
Internal Mobility Outcome Share of filled requisitions awarded to internal candidates.
Standard: Filled reqs in period. External-only reqs should be flagged, not hidden. · Source: Deloitte workforce planning insights
Internal Mobility Rate
Internal Mobility Driver Employees making a role, level, or location move in the period.
Standard: Count one primary move per employee per year. · Source: Deloitte workforce planning insights
Time to Productivity
Skills & Capability Driver Days from start date to the approved productivity milestone.
Standard: Milestone must be role-specific and approved. Do not use manager opinion alone. · Source: SHRM people-metric practice
Critical Skills Coverage
Skills & Capability Outcome Share of demanded critical skills with sufficient proficient supply.
Standard: Demand and proficiency scales must be approved. Self-ratings alone are Low confidence. · Source: Deloitte workforce planning insights
Critical Skill Gap
Skills & Capability Driver Count or FTE shortfall for named critical skills.
Standard: Report the approved skill list and the as-of date. · Source: Deloitte workforce planning insights
Learning Hours per Employee
Skills & Capability Driver Completed formal learning hours in the period.
Standard: Hours completed, not assigned. Separate compliance from capability programs. · Source: LinkedIn Talent and Workplace Learning practice
Critical-role Bench Strength
Leadership Outcome Share of critical roles with at least one ready-now or ready-in-1-year successor.
Standard: Ready ratings must follow an approved succession standard. · Source: CIPD people analytics and workforce practice
Succession Readiness
Leadership Driver Ready-now successors as a share of critical roles.
Standard: One named successor can cover only one primary role unless documented. · Source: CIPD people analytics and workforce practice
Promotion Rate
Internal Mobility Driver Employees promoted in the period divided by average headcount.
Standard: Use the approved promotion event. Lateral moves are reported separately. · Source: ISO 30414 human capital reporting
Span of Control
Leadership Driver Direct reports per people manager.
Standard: Median and distribution. Exclude dotted-line unless the org model counts them. · Source: Deloitte workforce planning insights
Pay Equity Gap
Compensation Guardrail Residual pay difference after approved job, level, and location controls.
Standard: Use a documented model. Do not treat raw group averages as the action metric. · Source: ISO 30414 human capital reporting
Compa-ratio
Compensation Driver Base pay divided by range midpoint.
Standard: Report median and share below 0.90 for scarce skills. · Source: CIPD people analytics and workforce practice
High-performer Retention
Retention Guardrail Retention of employees in the approved high-performance group.
Standard: Performance group must be approved and stable across years. · Source: CIPD people analytics and workforce practice
Absence Rate
Wellbeing Driver Lost work time as a share of scheduled time.
Standard: Use scheduled hours as the denominator. Separate planned leave if needed. · Source: CIPD people analytics and workforce practice
Wellbeing Index
Wellbeing Guardrail Favorable score on approved workload, recovery, and support items.
Standard: Pulse or census. Report response rate. Do not diagnose individuals. · Source: CIPD people analytics and workforce practice
Overtime Rate
Wellbeing Driver Overtime hours as a share of worked hours.
Standard: Eligible populations only. Chronic overtime is a workload signal. · Source: CIPD people analytics and workforce practice
Leadership Slate Representation
DEI Outcome Composition of interview or succession slates against the approved goal.
Standard: Process metric on slates, not a prediction about individuals. Use only approved, lawful categories. · Source: SHRM people-metric practice
Inclusion Index
DEI Guardrail Favorable score on belonging, fairness, and voice items.
Standard: Suppress small groups. Action through process and manager quality, not profiling. · Source: Gallup workplace research practice
Headcount vs Plan
Workforce Planning Outcome Actual employee snapshot headcount compared with the approved plan.
Standard: Same as-of month and workforce status definition. Contractors reported separately. · Source: ISO 30414 human capital reporting
Contractor Ratio
Workforce Planning Driver Contingent workers as a share of the blended workforce.
Standard: Use the approved worker-type mapping. Do not mix vendors and employees in one ID. · Source: Deloitte workforce planning insights
Workforce Cost vs Plan
Workforce Planning Guardrail Actual people cost compared with the approved budget.
Standard: Align Finance and People definitions of cost before reporting. · Source: Deloitte workforce planning insights
Change Adoption
Engagement & Culture Outcome Share of targeted employees using the new way of working as designed.
Standard: Requires an approved adoption definition per change program. · Source: Gartner CHRO / HR operating priorities
AI Tool Adoption
Skills & Capability Driver Active use of approved AI tools in the targeted population.
Standard: Active users in the last 30 days, not licenses purchased. · Source: Gartner CHRO / HR operating priorities
HR Process Cycle Time
People Operations Driver Median elapsed time for a named People process.
Standard: Start and end events must be approved. Same definition every month. · Source: Gartner CHRO / HR operating priorities
People Data Completeness
People Operations Driver Share of required People fields populated for the reporting grain.
Standard: Required field list is approved. PII completeness is not a vanity score. · Source: ISO 30414 human capital reporting
Hiring Manager Satisfaction
Talent Acquisition Guardrail Hiring-manager rating of slate quality and process.
Standard: Post-fill survey. Report only with a minimum response count. · Source: SHRM people-metric practice
Application Volume
Talent Acquisition Driver Count of completed applications in the period.
Standard: Count unique applications, not page views. Deduplicate by candidate × requisition. · Source: LinkedIn Talent and Workplace Learning practice
Apply-to-Screen Rate
Talent Acquisition Driver Share of applications that reach a documented screen.
Standard: Use the approved screened event. Bots and incomplete applies excluded. · Source: CIPD people analytics and workforce practice
Screen-to-Interview Rate
Talent Acquisition Driver Share of screened candidates who reach a scheduled interview.
Standard: Completed screens only. Canceled loops excluded. · Source: CIPD people analytics and workforce practice
Interview-to-Offer Rate
Talent Acquisition Driver Share of interviewed candidates who receive an offer.
Standard: Count unique candidates per requisition. · Source: LinkedIn Talent and Workplace Learning practice
Offer-to-Start Time
Talent Acquisition Driver Days from accepted offer to start date.
Standard: Completed starts only. Delayed starts stay in the sample. · Source: SHRM people-metric practice
Time to Source
Talent Acquisition Driver Days from requisition open to first sourced candidate in process.
Standard: Requires a sourced event. Inbound applies can be reported separately. · Source: LinkedIn Talent and Workplace Learning practice
Recruiter Requisition Load
Talent Acquisition Driver Open requisitions assigned per recruiter.
Standard: Count active reqs only. Contract recruiters reported separately. · Source: SHRM people-metric practice
Qualified Slate Rate
Talent Acquisition Driver Share of requisitions with a complete qualified slate inside the SLA.
Standard: Qualified definition must be approved before reporting. · Source: CIPD people analytics and workforce practice
Candidate NPS
Talent Acquisition Guardrail Net Promoter Score from post-process candidate surveys.
Standard: Include hired and declined. Report response rate. · Source: LinkedIn Talent and Workplace Learning practice
Candidate Ghosting Rate
Talent Acquisition Driver Share of candidates who stop responding after a scheduled stage.
Standard: Needs a no-response rule. Do not treat as quality of the person. · Source: SHRM people-metric practice
Requisition Cancel Rate
Talent Acquisition Driver Share of opened requisitions later cancelled without a hire.
Standard: Cancelled after open. Never-approved drafts excluded. · Source: CIPD people analytics and workforce practice
Hiring Manager Response Time
Talent Acquisition Driver Days from slate delivery to manager decision or feedback.
Standard: Requires a feedback timestamp. Missing times are a data gap, not zero. · Source: SHRM people-metric practice
Interview No-show Rate
Talent Acquisition Driver Share of scheduled interviews with a candidate or interviewer no-show.
Standard: Break out candidate vs interviewer when both flags exist. · Source: LinkedIn Talent and Workplace Learning practice
Referral Hire Rate
Talent Acquisition Driver Share of hires whose source is an employee referral.
Standard: Use the approved source taxonomy. · Source: LinkedIn Talent and Workplace Learning practice
Agency Hire Mix
Talent Acquisition Driver Share of hires from agencies or search firms.
Standard: Include retained and contingent search. · Source: CIPD people analytics and workforce practice
Pipeline Coverage Ratio
Talent Acquisition Driver Active qualified candidates per open requisition.
Standard: Qualified definition must match slate quality. · Source: LinkedIn Talent and Workplace Learning practice
Hiring Forecast Accuracy
Talent Acquisition Guardrail Actual hires versus the approved hiring forecast.
Standard: Same period and population as the plan. · Source: Deloitte workforce planning insights
Voluntary Attrition
Retention Outcome Voluntary separations divided by average headcount.
Standard: Use the approved voluntary definition. Retirements can be separated. · Source: ISO 30414 human capital reporting
Involuntary Attrition
Retention Driver Involuntary separations divided by average headcount.
Standard: Do not mix with performance-management counts unless definitions match. · Source: ISO 30414 human capital reporting
90-day Attrition
Retention Outcome Share of hires who leave within 90 days of start.
Standard: Cohort with 90 days of observation only. · Source: CIPD people analytics and workforce practice
Average Tenure
Retention Driver Mean completed years of service for the active population.
Standard: Active employees at period end. Report median beside the mean. · Source: ISO 30414 human capital reporting
Stay-interview Completion
Retention Driver Share of targeted employees with a completed stay interview in the period.
Standard: Target list must be approved. Notes are not the metric. · Source: CIPD people analytics and workforce practice
Boomerang Hire Rate
Retention Driver Share of hires who are former employees.
Standard: Requires a reliable prior-employee flag. · Source: LinkedIn Talent and Workplace Learning practice
Exit Survey Completion
Retention Driver Share of separations with a completed exit survey.
Standard: Voluntary exits can be reported separately. · Source: SHRM people-metric practice
Share with Tenure under 2 Years
Retention Driver Active employees with less than two years of service.
Standard: Snapshot as-of date required. · Source: ISO 30414 human capital reporting
Certification Completion Rate
Skills & Capability Driver Share of assigned certifications completed in the period.
Standard: Separate compliance from capability certifications. · Source: LinkedIn Talent and Workplace Learning practice
Learning Completion Rate
Skills & Capability Driver Share of assigned learning items completed.
Standard: Hours and completion are different metrics. · Source: LinkedIn Talent and Workplace Learning practice
Skill Assessment Coverage
Skills & Capability Driver Share of employees with a current assessed proficiency on required skills.
Standard: Self-ratings alone are Low confidence. · Source: Deloitte workforce planning insights
Adjacent Skill Coverage
Skills & Capability Driver Share of demanded adjacent skills with internal supply.
Standard: Adjacent list must be approved with the critical-skill list. · Source: Deloitte workforce planning insights
Time to Skill
Skills & Capability Outcome Days from assignment or hire to verified proficiency.
Standard: Requires an approved proficiency event. Attendance is not proficiency. · Source: LinkedIn Talent and Workplace Learning practice
Internal Skill Fill Rate
Skills & Capability Outcome Share of skill-demand seats filled internally rather than hired or contracted.
Standard: Same skill taxonomy as coverage. · Source: Deloitte workforce planning insights
Training Effectiveness
Skills & Capability Guardrail Share of learners who meet the post-training proficiency or performance check.
Standard: Do not use smile-sheets as the outcome. · Source: CIPD people analytics and workforce practice
AI Collaboration Skill Coverage
Skills & Capability Driver Share of targeted roles with verified AI-collaboration proficiency.
Standard: Active use and proficiency are different metrics. · Source: Gartner CHRO / HR operating priorities
First-time Manager Success
Leadership Outcome Share of first-time managers still in role and meeting the approved standard at 12 months.
Standard: Requires a first-time-manager flag and a success definition. · Source: SHRM people-metric practice
Leadership Pipeline Ratio
Leadership Driver Ready-now plus ready-in-1-year successors per leadership role.
Standard: One person should not inflate several benches without a rule. · Source: CIPD people analytics and workforce practice
Skip-level Coverage
Leadership Driver Share of employees with a documented skip-level manager.
Standard: Org hierarchy completeness metric. · Source: Deloitte workforce planning insights
Manager Training Completion
Leadership Driver Share of people managers completing the required manager curriculum.
Standard: Required curriculum must be approved. · Source: SHRM people-metric practice
Executive Stability
Leadership Guardrail Retention of the approved executive population.
Standard: Small-n: report counts, not just percents. · Source: Gartner CHRO / HR operating priorities
Talent-review Coverage
Leadership Driver Share of targeted employees with a current talent-review rating.
Standard: Rating scale must be approved. Compression is a separate issue. · Source: CIPD people analytics and workforce practice
Time to Internal Fill
Internal Mobility Driver Days from requisition open to accepted internal offer.
Standard: Internal fills only. Compare with Time to Fill. · Source: Deloitte workforce planning insights
Cross-function Move Rate
Internal Mobility Driver Employees moving across approved function boundaries.
Standard: Function taxonomy must be stable. · Source: Deloitte workforce planning insights
Internal Apply Rate
Internal Mobility Driver Share of employees who apply to at least one internal role.
Standard: Count unique employees, not applications. · Source: LinkedIn Talent and Workplace Learning practice
Mobility after Learning
Internal Mobility Driver Share of academy completers who make an internal move within 12 months.
Standard: Requires a join between learning and job-change events. · Source: LinkedIn Talent and Workplace Learning practice
Manager Release Time
Internal Mobility Driver Days from internal offer accept to home-manager release.
Standard: Missing release dates are a process gap. · Source: SHRM people-metric practice
Survey Participation Rate
Engagement & Culture Driver Share of invited employees who complete the census or pulse.
Standard: Always report beside the score. · Source: Gallup workplace research practice
Survey Action-plan Close Rate
Engagement & Culture Outcome Share of committed survey actions marked complete before the next cycle.
Standard: Committed actions only. Themes without owners are excluded. · Source: Gallup workplace research practice
Recognition Rate
Engagement & Culture Driver Share of employees receiving a documented recognition in the period.
Standard: Program events only. Informal thanks are out of scope unless captured. · Source: Gartner CHRO / HR operating priorities
Hybrid Engagement Gap
Engagement & Culture Driver Difference in engagement between hybrid and on-site groups.
Standard: Work-location field must be approved. Suppress small groups. · Source: Gallup workplace research practice
Onboarding Experience Score
Engagement & Culture Guardrail New-hire favorable score on onboarding items in the first 90 days.
Standard: Cohort reporting. Do not diagnose individuals. · Source: SHRM people-metric practice
Goal Clarity
Engagement & Culture Driver Favorable score on knowing what is expected at work.
Standard: Gallup-style item or approved equivalent. · Source: Gallup workplace research practice
Trust in Leadership
Engagement & Culture Guardrail Favorable score on senior-leadership trust items.
Standard: Report response rate and unit-level suppression. · Source: SHRM people-metric practice
Interview Slate Composition
DEI Outcome Composition of interview slates against the approved process standard.
Standard: Process metric on slates. Not a prediction about individuals. · Source: SHRM people-metric practice
Stage Pass-through Review
DEI Driver Stage conversion reviewed against the approved fairness process standard.
Standard: Investigate process design. Do not build protected-class prediction models. · Source: CIPD people analytics and workforce practice
Promotion Slate Mix
DEI Driver Composition of promotion slates against the approved standard.
Standard: Slates, not individual scoring models. · Source: SHRM people-metric practice
Sponsorship Coverage
DEI Driver Share of targeted employees with a documented sponsor.
Standard: Sponsor is not the same as mentor. Definition must be approved. · Source: CIPD people analytics and workforce practice
Self-ID Completeness
DEI Driver Share of employees with complete, consented self-ID fields used for process reporting.
Standard: Completeness is not a vanity score. Suppression rules still apply. · Source: ISO 30414 human capital reporting
Vacancy Rate
Workforce Planning Outcome Open requisitions as a share of planned seats.
Standard: Same as-of date as headcount. Frozen reqs excluded if policy says so. · Source: Deloitte workforce planning insights
Joiners
Workforce Planning Driver Employees starting in the period.
Standard: Use hire/start date. Transfers in can be reported separately. · Source: ISO 30414 human capital reporting
Leavers
Workforce Planning Driver Employees separating in the period.
Standard: All separations unless a filter is approved. · Source: ISO 30414 human capital reporting
Net Headcount Change
Workforce Planning Outcome Joiners minus leavers in the period.
Standard: Reconcile to snapshot headcount. · Source: ISO 30414 human capital reporting
Organization Layers
Workforce Planning Driver Count of management layers from front line to CEO.
Standard: Use the approved hierarchy. Dotted lines excluded unless documented. · Source: Deloitte workforce planning insights
FTE vs Headcount
Workforce Planning Driver Full-time equivalent compared with unique employee headcount.
Standard: Part-time fractions must follow the approved FTE rule. · Source: ISO 30414 human capital reporting
Hiring Plan Accuracy
Workforce Planning Guardrail Actual hires versus planned hires by unit.
Standard: Same grain as the workforce plan. · Source: Deloitte workforce planning insights
Turnover Cost Estimate
Workforce Planning Driver Estimated replacement cost of separations.
Standard: Use an approved cost model. Label as estimate. · Source: CIPD people analytics and workforce practice
Range Penetration
Compensation Driver Position of base pay inside the salary range.
Standard: 0 at minimum, 1 at maximum. Report distribution. · Source: CIPD people analytics and workforce practice
Bonus Target Achievement
Compensation Driver Actual bonus as a share of target bonus.
Standard: Eligible population only. · Source: SHRM people-metric practice
Benefits Participation
Compensation Driver Share of eligible employees enrolled in a named benefit.
Standard: Eligibility file required. · Source: SHRM people-metric practice
Living-wage Gap
Compensation Guardrail Share of employees below an approved living-wage reference.
Standard: Reference must be documented by location. · Source: CIPD people analytics and workforce practice
Variable Pay Mix
Compensation Driver Variable pay as a share of total cash.
Standard: Use the approved total-cash definition. · Source: CIPD people analytics and workforce practice
Pay-decision Cycle Time
Compensation Driver Days from pay-change request to employee-visible outcome.
Standard: Off-cycle and cycle events can be split. · Source: SHRM people-metric practice
Market Positioning
Compensation Driver Base or total cash versus the approved market benchmark.
Standard: Benchmark vintage and peer set must be stated. · Source: CIPD people analytics and workforce practice
Goal Completion Rate
Performance Driver Share of approved goals marked complete in the period.
Standard: Goals must be in the system of record. · Source: CIPD people analytics and workforce practice
Calibration Rating Spread
Performance Driver Dispersion of ratings after calibration.
Standard: Extreme compression is a warning, not a target by itself. · Source: CIPD people analytics and workforce practice
Performance Review Completion
Performance Driver Share of required reviews completed by the deadline.
Standard: Required population only. · Source: SHRM people-metric practice
Feedback Frequency
Performance Driver Average documented feedback events per employee in the period.
Standard: System events only. · Source: Gartner CHRO / HR operating priorities
Goal-to-strategy Alignment
Performance Guardrail Share of team goals mapped to an approved strategy metric.
Standard: Mapping must be explicit, not inferred by a model. · Source: Gartner CHRO / HR operating priorities
Performance-plan Close Rate
Performance Driver Share of performance-improvement plans closed with an approved outcome.
Standard: Process metric. Do not use as an individual score. · Source: SHRM people-metric practice
PTO Usage Rate
Wellbeing Driver Used paid time off as a share of entitled time.
Standard: Entitlement file required. Report unused balances separately. · Source: CIPD people analytics and workforce practice
After-hours Activity Index
Wellbeing Driver Share of collaboration events outside approved working hours.
Standard: Tool logs are a signal, not a performance score. · Source: Gartner CHRO / HR operating priorities
Meeting Load
Wellbeing Driver Average meeting hours per employee per week.
Standard: Calendar data. Focus time can be reported beside it. · Source: Gartner CHRO / HR operating priorities
EAP Utilization
Wellbeing Driver Share of eligible employees using the EAP in the period.
Standard: Aggregate only. Never drill to individuals in this product. · Source: CIPD people analytics and workforce practice
Burnout Pulse (team)
Wellbeing Guardrail Team-level unfavorable score on workload and recovery items.
Standard: Suppress small teams. Not an individual diagnosis. · Source: Gartner CHRO / HR operating priorities
HR Case Volume
People Operations Driver Opened People cases in the period.
Standard: Use the case system taxonomy. · Source: Gartner CHRO / HR operating priorities
First-contact Resolution
People Operations Outcome Share of cases resolved on first contact.
Standard: Resolution definition must be approved. · Source: SHRM people-metric practice
Onboarding Task Completion
People Operations Driver Share of required onboarding tasks complete by day 30.
Standard: Required task list must be approved. · Source: SHRM people-metric practice
Policy Acknowledgement Rate
People Operations Driver Share of required policy acknowledgements completed.
Standard: Required policies only. · Source: ISO 30414 human capital reporting
HR SLA Met Rate
People Operations Outcome Share of People cases or requests closed inside the published SLA.
Standard: SLA clock rules must be documented. · Source: Gartner CHRO / HR operating priorities
Identity Match Rate
People Operations Driver Share of People records that join across core systems on the approved key.
Standard: Unmatched IDs are an evidence gap for every downstream metric. · Source: ISO 30414 human capital reporting
Offer-letter Cycle Time
People Operations Driver Days from offer approval to signed letter.
Standard: Signed letters only. · Source: SHRM people-metric practice