This is a planning estimate, not a promise. Every default is an industry benchmark you can replace with your own actuals — the model simply does the arithmetic on whatever you enter.
The math, in plain terms:
- Keeping your people = staff × (current turnover − improved turnover) × cost to replace one person. FQOS defaults assume turnover falls by about a third, so the higher your current turnover, the larger the saving. Replacement cost defaults to a blended 75% of salary; SHRM and Gallup place it at 50–200% depending on the role.
- High-cost clinical roles, when broken out, use a flat replacement cost you set per role — the 2026 NSI national figure is ≈ $60,090 for one staff RN, while a departing provider commonly runs $250,000+ once agency coverage, recruitment, ramp-up, and lost visit revenue are counted. A simple salary multiple understates this, so it is modeled separately.
- Revenue recapture and new revenue are modeled as a percentage of your operating budget — deliberately conservative, and fully editable.
- Margin shift takes the total annual value and expresses it against your budget, added to the margin you start from. It assumes the value reaches your bottom line.
Benchmarks drawn from: 2026 NSI National Health Care Retention & RN Staffing Report; SHRM and Gallup turnover-cost research; Capital Link / HRSA Uniform Data System financial trend reports; Commonwealth Fund FQHC financial analysis.
For executive planning and discussion only. Figures are directional estimates based on national benchmarks and the inputs you provide; they are not financial, accounting, or legal advice and do not guarantee any outcome. Adjust every input to reflect your own health center.
