Human capital — the replacement-rate question
Actual NRC separations and additions (CBJ Figure 13), then the model's projection. Retirements, transfers and voluntary resignations each compete for the same hiring pipeline.
Staffed FTE vs workload need, FY2027–FY2031
Planning assumptions
Attrition, hiring capacity and time-to-fill default to the NRC's own figures (CBJ Figure 13: FY2026 projection of 12.0% attrition, 346 separations, 186 additions). Change them to test a plan.
Scenario comparison
Business line / product line position
Workload coverage
Risk — gap, critical roles, succession depth
Data-element coverage — method research and NRC evidence
Supply capture — the workforce as it is
One row per workforce segment (business line × product line × location). FTE totals reconcile to the NRC FY2027 budget request of 2,606 FTE. Fields map to the researched supply elements: location, FTE, attrition exposure, retirement exposure, critical-role share, successor depth, compensation and skills.
Demand capture — the workload the agency must cover
One row per business line / product line. The baseline is the FTE the FY2027 Congressional Budget Justification requests for that line; growth is the workload driver, and the efficiency lever is the ADVANCE Act / EO 14300 effect the budget already assumes.