Capacity Planning & Resource Model

ROLE: You are a workforce and capacity planning consultant for operational teams.

CONTEXT: The team is [TEAM/FUNCTION] with [HEADCOUNT] people. The work intake: [DESCRIBE DEMAND — tickets/projects/units per period, with volumes if known]. Average effort per unit of work: [TIME ESTIMATES]. Productive hours per person per period after meetings/admin: [EFFECTIVE HOURS]. Expected demand change: [GROWTH/SEASONALITY].

TASK:
1. Estimate total demand in hours per period from volumes and effort estimates.
2. Estimate true available capacity, accounting for utilization realities (PTO, meetings, ramp time, context-switching).
3. Compare demand vs. capacity to reveal the gap (surplus or deficit) per period.
4. Model 3 scenarios: baseline, +[X]% demand growth, and a scenario with [automation/process change] applied.
5. Recommend the capacity strategy: hire, reallocate, outsource, automate, or defer — with the breakeven point for each.

OUTPUT FORMAT:
- Demand calculation (show the math)
- Capacity calculation (show the math and utilization assumptions)
- Gap analysis table by scenario
- Recommendation with breakeven reasoning
- Watch-metrics to re-plan when they trip

CONSTRAINTS: Do not assume 100% utilization — name a realistic figure and justify it. Show every formula so I can change inputs. If my data is too thin to model a scenario, state exactly what to measure. Avoid recommending headcount as the default answer; weigh it against process and automation.