Baseline dashboard — where Brightline starts

Simulated data constructed for portfolio purposes. Brightline Health Services is fictional. These are the baseline values the measurement plan tracks against; the survey-derived figures come from the generated CSV documented in the survey data README. Post-launch quarters would appear here — none exist because there was no real deployment.

Baseline vs. targets at a glance

Chart with three pairs of bars. Fortnightly-or-better one-on-one cadence: 31 percent of managers now against a target of 80. Pulse item "useful feedback in the last two weeks": 2.4 out of 5 now against a target of 3.5. Ninety-day new-hire turnover: 22 percent now against a target of 15. The takeaway: every headline indicator is far from target.

Indicator	Baseline (simulated)	Target	When
Fortnightly+ 1:1 cadence (% of managers)	31% (22 of 70)	80%	6 months
Pulse: useful feedback (/5, staff n=130)	2.4	3.5	2 quarters
90-day new-hire turnover	22% (17 of 78)	15%	12 months

Manager cadence detail

Bar chart of the 70 managers' self-reported one-on-one cadence: weekly or more, 6; every two weeks, 16; monthly, 26; rarely, 16; never, 6. The takeaway: only 31 percent meet the fortnightly standard, and 22 managers rarely or never meet their reports one-on-one.

Cadence	Managers	%
Weekly or more	6	9%
Every two weeks	16	23%
Monthly	26	37%
Rarely	16	23%
Never	6	9%
Fortnightly or better	22	31%

Managers also self-report that only about 1 in 5 of their one-on-ones (~20%) contain structured feedback — so “more meetings” without structure would miss the point (the Cedar Point finding).

90-day turnover — trailing four quarters (HRIS, simulated)

Quarter	New hires	Left within 90 days	Rate
Q4 2025	21	4	19.0%
Q1 2026	19	4	21.1%
Q2 2026	20	5	25.0%
Q3 2026	18	4	22.2%
Trailing 12 months	78	17	21.8% → 22%

Exit-interview coding for the 17 exits: “no feedback / didn’t feel supported” appears as a stated factor in 9 of 17 (HR, simulated coding). At an estimated $9,400 per new-hire exit, the trailing-year cost is ≈ $160k; reaching 15% avoids ≈ $47–56k/year (7 points × 78 new hires ≈ 5–6 exits).

What happens to this page

After each quarterly pulse, the new numbers go on this dashboard next to the baseline, with the comparison-group split (wave 1 vs. wave 2 clinics) from the measurement plan. If the numbers stop matching the targets, the plan’s stop/adjust rule applies — not a quieter chart.