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What is headcount adjusted scoring

Headcount adjusted scoring takes the average score for each statement and removes the influence of headcount from the score for that item. Some statements are more sensitive to headcount than others so the headcount adjustment that we apply differs between the statements in the survey, and is based on previous data collected using the same statement.

Because we are now able to implement our headcount adjusted scoring at statement level, we are able to apply this correction to each factor as well as the overall BCI ensuring that even small fluctuations in headcount are taken into account in all of our scoring, allowing for more meaningful comparisons between organisations of all sizes. Another benefit to headcount adjusting scores is that it improves comparability when viewing survey results over time, as any fluctuations in headcount between surveys will not influence the scores. This removes the uncertainty on whether changes in the engagement score were due to fluctuations in headcount.

Headcount adjustment within MC³

MC³ is based on the responses to nineteen statements that a manager can directly influence. To begin calculating an MC³ score, we identify the average score for each statement from the responses of the manager’s direct reports. The average score of each statement is then adjusted for headcount.

To calculate the sub-element scores, an average of the resulting headcount adjusted statements scores that relate to each sub-element is generated. For example, to calculate the sub-element Supporting, we take an average of the three headcount adjusted statement scores that relate to Supporting.

Similarly, to calculate the sub-element Recognising, we take an average of the two headcount adjusted statements that relate to Recognising. We repeat this step for each of the remaining sub-elements (Energising, Inspiring, Care, Understanding, Listening, Informing).

To generate each of the four element scores we then take an average across each of the relevant sub-element scores. Using our current example, an average across the scores for Supporting and Recognising provides the Considers element score. These steps are repeated until we have all four element scores (Motivating, Caring, Conversing and Considering). The four elements are then averaged to produce the overall MC3 score, which is converted to a score of 1-100.

HCA MC³ scoring comes with some great advantages for managers:  

• Ability to better compare performance from one survey to the next regardless of headcount fluctuations within the organisation.

• Managers receive a score that informs them how they have fared regardless of the size of their organisation.

How comparisons will be made with data from previous surveys

It is essential to understand the engagement journey over time to be able to see what impact various changes in strategy may have had. To do this, you need to be able to compare scores in a like-for-like way.

From September 2020 onward, whenever your MC³ results are compared with results from any previous survey undertaken as far back as September 2016, your previous survey’s results will also be adjusted to use this new methodology to provide you with like-for like comparisons. However, please note that all previous accreditation ratings and accolades awarded will be retained. That means that if you were a 2 Star accredited manager in September 2019 using the original methodology, you will remain a 2 Star accredited manager for that survey. The purpose of recalculating previous surveys using our revised methodology is simply to provide you with a like for like comparison, so you can accurately track your progress over time.