Staff report (HR)
The HR tab on the dashboard turns the work your team already does — entering enquiries, sending quotes, recording deliveries, marking attendance — into a per-employee picture of quality, speed, and discipline. Nothing extra to fill in; it's all computed from existing data, and it respects the date range picker at the top of the dashboard.
It needs the HR Report (detailed) permission (under Dashboard in the permissions panel). This is owner / HR data.
Two views
- Team leaderboard (default) — every active employee, ranked by a productivity index, with their sub-scores and key counts side by side. Click any employee to drill in.
- Single employee — that person's full scorecard: index + pillar scores, the raw quality and timeliness numbers, attendance, expenses, and breakdown tables of their recent enquiries, deliveries, and quotes. Use ← Team to go back.
Two ways to open an employee's card: click their row in the leaderboard, or use the View employee picker at the top of the tab to jump straight to anyone on the roster. Clear the picker (✕) to return to the team view.
The productivity index
Each employee gets a soft score from 0–100 and a band — Excellent (75+), Good (55+), Fair (40+), Needs attention below. It's a deliberately soft signal, not a hard grade: read it next to the raw numbers, not on its own. It blends three pillars:
| Pillar | Weight | What it measures |
|---|---|---|
| Quality | 40% | How clean their data entry is — how often the enquiries they created needed a quick re-fix (re-edited within minutes of first save) or a senior clean-up (someone else had to correct them). |
| Delivery speed | 30% | How quickly a completed delivery is recorded — the gap between the delivery date and when it was uploaded. |
| Quote speed | 30% | How quickly an enquiry is turned into a sent quote. |
If an employee doesn't have enough data for a pillar, it shows "—" and the index is computed from the rest (the weights re-balance) — so the index never invents a number it can't back up.
How quality is judged (and why it's hard to game)
Every edit to an enquiry is saved as a versioned snapshot with who edited it and when — a record a user can't quietly undo. We use that to spot two patterns:
- Quick-fix — the enquiry was re-edited within minutes of being first saved. That's the "typed it wrong, corrected it twice" churn. A genuine price revision days later is not counted — only the rapid churn near first entry.
- Senior-fix — a different person had to come back and correct it. That's a stronger signal that the first entry was sloppy.
Why times use a soft curve, not a hard cutoff
For delivery recording and quote turnaround, a normal day or two costs nothing — the score only starts dropping past a short grace window. These are clerical speeds (recording something you already did, turning an enquiry into a quote), so unlike supplier delivery times they aren't normalised per item. Quote turnaround can still legitimately be longer for complex enquiries; that refinement is noted for a future version.
What's shown but not graded
- Attendance % — present-day rate (half-days count as 0.5; approved leave is never counted against it). Shown as context.
- Throughput — enquiries created, deliveries uploaded, quotes sent. Volume isn't quality, so counts inform but don't score.
- Expenses & advances — approved expense total and outstanding advances, for the HR money-out view.
Printing
Print report generates a one-click PDF of the current view — the team leaderboard, or the single-employee scorecard with its breakdown tables. It carries your firm branding and a footer noting who printed it.