We have gone through various scenarios on how forecast for attrition in our ITP planning. Negative headcount, a payroll credit? Looking for some ideas. Strategies, methodologies on how you are planning for attrition? ....And keeping your headcount accurate? 

@Kaitlin Smith-Brendehl

Heather Leifer

It is a mix between trending past performance, using the best practice (3%) and balancing the budget (we only use it for the budget, not the forecast).

The finance department owns the decision of what number to use. We then plug it in the tool as a negative GL labor entry. We do not touch headcount.

Very similar process here.  Will add that it was attempted as an update to the Labor Allocation Rules reference data table, and that worked to spread it across the departments equitably, but to maintain a different representation in budget than forecast, in the end it was added as a line item in the Other tab to avoid having to swap reference data tables back and forth between creation of budget vs. forecast plans.

Hi @Kelli King,

I've been asking around regarding this question as well as the other one you had posted (ITP Actuals Headcount ). Headcount gets tricky in ITP, whereas it's more conducive in CT. I'm hoping to have some updates for you in the next few days!