Mission instructions for the Analyst Agent

Explain OPEX Variance by General Ledger Account and Department

This generates a structured framework for analyzing operational expenses. It helps you:

• Compare OPEX actuals vs. budget at a global level and spot top cost centers driving variances

• Flag significant deviations by GL Account × Department where variances exceed ±5k

• Drill down further by country and highlight both absolute (€/$) and percentage (%) differences

• Present results consistently from run to run, using bullets for short lists or tables for longer ones

• Add concise explanations to contextualize each variance for clarity

It’s designed to ensure insightful and well-formatted financial analysis output.

Analysis
Start by analyzing the @OPEX metric, compare @Version Actuals vs Budget at global level for the @Current_Month. 
Identify the top 3 @Cost_centers contributing to the total variance.
Breakdown by @GL Account x @Department and flag only combinations where the absolute variance between @Versions Actuals – Budget exceeds ±5000
For each flagged combination:
- Drill down further by @Country
- Show variance in both Absolute terms (€) and Percentage (%)
Formatting
- Use bullet points to list key GLs and their associated variances. Add short explanations where possible.
- If there are more than 5 items, use a table instead.
Output Format Example
- GL 60000 - Salaries: +€15.2k vs Budget (+18%) - Higher training expenses in Marketing (+€8.7k)
- GL 62100 - Travel: –€11.3k vs Budget (–9%) - Fewer offsites held this quarter

Detect and Explain Attrition Trends

Uncover key attrition risks and workforce trends with this analysis framework. It allows you to:

• Identify the top 3 roles with the highest attrition over the past year

• Correlate attrition with performance, tenure, and location to surface deeper insights

• Start with a concise executive summary on global attrition patterns

• Present results in a structured table (Role | Attrition % | HC Lost | Trend 📈/📉)

• Add focused bullet points under each role to explain the drivers behind attrition

It’s designed to provide a clear, insight-rich view of attrition dynamics without relying on charts.

Analysis
For the whole analysis filter on @CurrentYear
1. Identify the Top 3 @Employee_Role with the highest attrition using @Attrition metric
2. For each of these flagged roles, provide additional insights by correlating @Attrition to:
@Attrition_Performance → check if high performers or low performers are leaving.
@Attrition_Tenure → check if attrition is concentrated among junior or senior staff.
@Attrition_Location → see if attrition is localized in specific geographies.
Formatting
Begin with an executive summary (1–2 sentences) on global attrition trend.
Present the Top 3 Roles with attrition in a table: Role | Attrition % | HC Lost | Trend (📈/📉).
Add bullet points under each role summarizing key insights
Don't display charts

Generate a Customized Multi-Report for Each Function to Explain Budget Variance

Get a structured view of functional performance versus budget. This analysis helps you:

• Compare actuals vs. budget at a function level and surface the largest positive and negative variances

• Drill down into key cost drivers within each function (GL, vendor, or initiative)

• Flag only material deviations based on a defined threshold

• Add short contextual explanations from prior commentary metrics

• Produce a consistent variance summary formatted for monthly reviews

It’s designed to deliver clear variance diagnostics function-by-function.

Analysis
For @Function = @Current Item:
Compare @Account actuals vs budget for @Current_Month.
Rank @Account by absolute variance and flag the top 5 deviations.
For each flagged @Account:
- Break down variance by @Initiative (if available; otherwise by @GL_Account).
- Show absolute and percentage variance.
Include only rows where |Actual – Budget| > ±@Threshold.

Analyze staffing gaps

Gain clear visibility into organizational staffing gaps with this analysis approach. It guides you to:

• Compare total headcount demand versus supply at a global level, highlighting absolute and percentage gaps

• Identify the entity with the largest shortfalls and zoom into the top 3 cost centers driving them

• Break down gaps further by job profile within each flagged cost center

• Surface any additional critical shortages across the model where gaps exceed 30%

• Present results in structured tables and pair findings with actionable recommendations (open positions, transfers, or scope adjustments)

It’s built to deliver a precise and actionable view of workforce capacity gaps for the current month.

Analysis 
Compare @Headcount_Demand and @Headcount_Supply to identify the most critical staffing gaps across the organization for the month of @Current_Month.
Global overview to compare total demand vs. supply (absolute and % gap).
- Identify the main @Entity with the largest negative gaps (Demand > Supply).
- Then for each @Entity, zoom into the top 3 @Cost_Center with the largest shortfalls.
- Then, within each flagged @Cost_Center, list all the @Job_Profile with a negative gap.
- Finally, scan the full model to flag additional critical gaps (Gap > 30%) not covered before.
Output format
Use structured tables with the following columns: Entity | Cost Center | Job Profile | Demand | Supply | Gap | Gap % 
Recommendations
For largest gaps, suggest potential actions: open positions, internal transfers, or scope adjustments.