7.9.6 hr analytics product guide v.4
TRANSCRIPT
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
The following is intended to outline our general product direction. It is intended for information
purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any
material, code, or functionality, and should not be relied upon in making purchasing decisions.The development, release, and timing of any
features or functionality described for Oracle’s products remains at the sole discretion of Oracle.
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Human Resources Analytics 7.9.6 Product Guide
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
BI Apps are more thanDashboards and Reports!
• Do not base your decisions and judgments on capabilities of the BI Applications just on this content alone
• The following slides provide a sample of the out of the box BI Applications content – the BI Applications offer much more
• The rich subject areas of the BI Applications enable our customers to build thousands of additional reports and dashboards very quickly with little incremental effort
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
DASHBOARDS& REPORTS
• Prebuilt best practice library• “One size does NOT fit all”
SUBJECT AREAS
• Many metrics and dimensional attributes not surfaced by prebuilt dashboards and reports• Possibilities are endless• Incremental work to build more content from this foundation
More than just dashboards and reportsMuch more lies under the surface
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More than just dashboards and reportsAnswers unlocks limitless combinations
• Oracle Answers together with prebuilt Subject Areas = unlimited analytical possibilities
• Almost limitless combinations of analysis entities aligned with business objectives
• Many metrics and dimensional attributes not surfaced by prebuilt dashboards and reports but in Subject Areas – simplified views provided according to usability best practices
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
More than just dashboards and reportsOne Subject Area, Unlimited Possibilities
• HR – Workforce Profile Subject Area• Same Subject Area, Different Analyses
Report showing turnover trend by Organization & Location
Analyze turnover by job, tenure & high potential status
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Derived calculation in Oracle AnswersOne Subject Area, Unlimited Possibilities
Derived calculations can be created in Oracle Answers with
simple expression builder
99 standard ANSI SQL functions can
be leveraged
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Even more metric value under the surface
Measures from physical columns in data warehouse
Aggregations, time series calculations and derived calculated measures extend physical measures
Subset of logical measures are exposed in presentation layer
Not all measures in presentation layer used in reports & dashboards
Metrics in Logical Layer
Metrics in Physical
Warehouse
Metrics in Subject Areas
Metrics used in Reports &
Dashboards
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Typical Effort & Customization balance
Extension of DW Schema for extension columns, additional tables, external sources, aggregates, indices, etc.
Extension of ETL for extension columns, descriptive flexfields, additional tables, external sources, etc.
Additional derived metrics, custom drill paths, exposing extensions in physical, logical and presentation layer, etc.
Additional dashboards and reports, guided and conditional navigations, iBots, etc.
Level ofEffort
Degree of Customization
Easy
Moderate
Intermediate
Involved
Dashboards & Reports
OBIEE Metadata
DW Schema
ETL
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
What’s in Human Resources Analytics 7.9.6
• Retention• Overview• Retention Hotspots• Top Performers• Trends
• Absence• Overview• Absence Trends• Absence Details• Absence Calendar
• Compensation• Overview• Compensation Analysis• Trends• Pay for Performance
• US Statutory Compliance• Overview• EEO Compliance• EEO Audit• VETS 100• AAP
• No. of dashboards 9• No. of dashboard pages 47• No. of reports 238• No. of metrics 325
• Recruitment• Overview• Requisitions• Vacancy Analysis• Recruitment Pipeline• Offer Analysis• New Hires• Applicant Pool• Quality of Hire• Recruiter Effectiveness• Requisition Recruitment Acti
vities• Recruitment Event Details• Candidate Sourcing
• Learning• Overview• Manage Enrollments• Training Results• Delivered Training
• Human Resource Performance
• Corporate Contribution• Effectiveness• Trends
• Workforce Profile• Overview• Staffing• Demographics• Trends
• Workforce Development• Overview• Employee Performance by
Supervisor• Employee Performance• Supervisor Performance• Internal Mobility• Top Performers• Under Performers
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Roles Benefiting from Human Resources AnalyticsHuman
Resource Performance
Workforce Profile
Workforce
Development
Retention Compensation
Primary:• VP of HR• CEO• CFO
Primary:• VP of HR• HR Manager• HR Analyst• Line Managers
Primary:• VP of HR• HR Manager• HR Analyst• Line Managers
Primary:• VP of HR• HR Manager• HR Analyst• Line Managers
Primary:• VP of HR• HR Manager• HR Analyst• Line Managers
Secondary:• HR Manager• HR Analyst
Secondary:• CEO
Secondary:• CEO
Secondary:• CEO• Recruiting
Manager
Secondary:• CEO• CFO
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Roles Benefiting from Human Resources Analytics
Recruitment Learning Absence US Statutory Compliance
Primary:• VP of Staffing• Recruiter Manager• Recruiter
Primary:• Learning Manager• HR Analyst• Line Managers
Primary:• VP of HR• HR Manager• HR Analyst• Line Managers
Primary:• HR Manager• HR Analyst• HR Compliance Analyst
Secondary:• VP of HR• Line Managers
Secondary:• CEO• VP of HR
Secondary:• CEO• CFO
Secondary:• VP of HR
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Absence Dashboard
The Absence Dashboard helps organizations to better manage employee absenteeism. This dashboard not only proactively monitors absenteeism to help reduce productivity loss but also promotes leave as a benefit to help employees achieve better work life balance.
Overview Absence DetailsAbsence Trends
High level overview of the workforce absence rate, workdays lost and employee absence type and duration
Monitor employees absence at the organizational or location detail level
Analyzes employee absence rate and work days lost by organizational hierarchy, geography and/or by absence category or type
Absence Calendar
Monitor employees’ absence “days out” in an annual calendar format
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Compensation Dashboard
The Compensation Dashboard has been designed to display analysis of all employee's base and variable compensation throughout the organization.
Overview Trends Pay for Performance
Shows distribution of compensation across a variety of dimensions including job, geography, and organization.
Compensation Analysis
Analyzes relationship between compensation / promotions and employee performance
View compensation detail by organization, job and location
Displays analysis of compensation, promotions, and employee performance over time
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Human Resource Performance Dashboard
The Human Resource Performance Dashboard has been developed for a high level view of overall human resource organization's performance as it pertains to overall company performance. It focuses on key metrics to evaluate employee contribution, productivity, and costs.
Corporate Contribution TrendsEffectiveness
Shows key human resource metrics like productivity and return on human capital over the past year
Shows performance of key human resource cost driving metrics over the past year
Analyzes headcount, hires, terminations and key management ratios to evaluate organization's headcount distribution
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Human Resource Learning Management
The Human Resource Learning Management dashboard monitors learning program utilization, enrollment and course completion rates.
Overview Training ResultsManage Enrollments
Reports containing overall measures of leaning volume and success
Shows successful completion rates and scores for learners. Alerts on this tab will notify managers if completion rates or scores fall below target levels.
Measures how readily users were able to enroll and which courses had the most learners
Delivered Training
Reports on this tab show what kind of training was provided to learners and who participated in the training.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruitment Dashboard (1 of 2)
The Recruitment Dashboard is a comprehensive look at the recruiting programs wthin a company and their effectiveness in bringing in high quality candidates that transition into high quality employees.
OverviewVacancy Analysis
RequisitionsRecruitment
PipelineNew Hires
OfferAnalysis
Monitor the organization's vacancy rate and vacancy fill rate; provide insight into key areas with staffing shortage; and how adequately the vacancies are filled.
View offers extended and their disposition.
Analyze hiring level by organization, geography or job over time; also help better understand where new hires come from by comparing new hire sourcing trend by source category.
A summary view of pipeline activities in the recruitment process by organization hierarchy, geography or recruiter.
Analyze open requisitions distribution and aging by recruiter, organization and geography; also analyze recruitment efficiency by comparing open vs. filled requisitions.
KPI overview of vacancies and recruitment pipeline including vacancy rate, offers, hires, and average time to fill.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruitment Dashboard (2 of 2)
Applicant Pool
RecruiterEffectiveness
Quality ofHire
RequisitionRecruitment Activities
Candidate Sourcing
RecruitmentEvent Details
Evaluate recruiter efficiency by analyzing recruiter workload, vacancies fill rate, average time to fill; also help understand how many recruiters are needed to fill recruitment pipeline.
View recruitment events by Recruitment Stage and Event; This page allows you to search specific recruitment events independent of a requisition, i.e. view all terminations before the first service milestone in the past year for a specific recruiter or source.
Search for the best recruitment source for a particular job based on historical recruitment records. Vacancy time-to-fill, number of applicants from source and source applicant-to-hire ratio are evaluated.
A summary view of open requisitions and recruitment activities that have occurred in the selected time period; recruitment activities include active application events as well as new hire milestones that assess new hire performance i.e. reaching the first service milestone, 1st performance review
Analyze new hire source quality by comparing new hire retention and performance by source.
Analyzing applicant sourcing by correlating applicant volume, applicant hire, & employee performance metrics by source type, organization, geography or job.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Retention Dashboard
The Retention Dashboard has been developed for analysis of retention and turnover trends and their relation to other factors like compensation and performance for entire organization. also proactively alerts top performers retention risk.
Overview TrendsTop Performers
Shows distribution of terminations across various dimension like geography, department, job, and pay grade, and position.
Shows turnover issues of top performers and alerts managers to top performers at risk of voluntary termination
Displays trends of key retention metrics like turnover, headcount, hires across recent year
Retention Hot Spots
Analyze retention hot spots by organization, region, job and demographics.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
US Statutory Compliance Dashboard
The US Statutory Compliance Dashboard has been developed for complete in-depth view of organizations profile including demographic, regional, job and positional breakdown. The reports in the Audit, VETS-100 and AAP tabs should NOT be used for formal compliance reporting but for in-process internal reporting.
Overview EEO Compliance VETS 100EEO Audit AAP
Displays compliance reports not necessarily required by the government, but useful in auditing organizational diversity.
This page contains the standard VETS 100 report used for government reporting in United States
Includes standard AAP audit reports
Displays standard EEO-1 report used in US government reporting.
A sample listing of EEO, VETS100 reports.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Workforce Development Dashboard
The Workforce Development Dashboard focuses on the key talent management initiative - employee performance; It analyzes employee and leadership performance; who are the high or under performers; and how employees who under performed improved in their performance.
OverviewEmployee
PerformanceEmployee Performance
By Supervisor Supervisor
PerformanceTop
PerformersInternalMobility
Under Performers
View employee performance distribution by organization hierarchy and job attributes.
Monitors internal transfers and workforce stability (time in job or in org) by organization and geography.
Focuses on top performers - who they are; are we losing top performers; are we compensating top performers?
Focus on the under performers - who are the chronic under performers; who are the under performing supervisors; how under performers' performance have improved; are we losing under performers?
View supervisors' performance trend; who are the under-performing supervisors; and how supervisor turnover compares to that of employee and high performers.
View Employee Performance by manager hierarchy.
An overview of employees and supervisors performance distribution.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Workforce Profile Dashboard
The Workforce Profile Dashboard provides complete in-depth view of organizations profile including demographic, regional, job and positional breakdown.
Overview TrendsDemographicsStaffing
Displays trends of headcount distribution among demographics, geographies, and jobs
View headcount and FTE staffing levels
Shows distribution of headcount and termination by employee demographic categories like ethnic code, gender, etc... Use this page to analyze changes in diversity in the workplace.
Displays reports showing headcount distribution by job, region, and organization dimensions. Use this page to spot possible issues with headcount distribution across specific categories.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Human Resource Analytics Subject AreasHuman Resources - Performance This subject area correlates key workforce metrics with financial metrics
and analyzes the overall HR effectiveness using industry standard metrics such as revenue per employee, return on human capital.
Human Resources - Workforce Profile The Workforce Profile functional area is the information foundation for workforce analysis. It provides the comprehensive core workforce information to support analysis on headcount, retention, workforce diversity, employee performance, and contingent labor utilization.
Human Resources - Compensation This subject area provides detailed analysis content for understanding compensation practices and trends pertaining to the workforce, including base, bonus, overtime and other types of compensation.
Human Resources – Recruitment Recruitment functional area provides a complete set of metrics to assess the efficiency and effectiveness of the entire recruitment process including candidate sourcing, recruitment stage selectivity, cycle time and new hire quality.
Human Resources - Learning Enrollment and Completion
Learning is a key component of Talent Manage. The Learning functional area focuses analysis on course offerings, delivery methods, course utilization, and learner enrollment and completion.
Human Resources - Absence Leave & Absence functional area captures employee historical, current and planned absence events, working days lost, and help identify absenteeism hotspots.
Human Resources - US Statutory Compliance
This subject area provides detailed metrics for monitoring US diversity compliance reporting. This subject area should NOT be used for building formal compliance reporting but rather for building in-process internal reports.
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Compensation
• Average Base Compensation• Overtime Compensation• Average Bonus• Average Variable Compensation• Average Gross Compensation• Net Pay• Deductions• Compa Ratio• Total Annual Base Compensation• Fixed Annual Base Salary• Previous Fixed Annual Base
Salary
HR Performance
• Revenue Per Employee• Contribution Per Employee• Overtime Amount• Contracting Expenses• Employee Benefit Cost• Average Cost Per Employee• Direct Employee Cost• Indirect Employee Cost• Average Cost Per Direct Employee• Average Cost Per Indirect Employee• Employee Overtime Expenses• Employee Benefit Expenses• Employee Support Expenses
Operations
• Dissatisfied Termination Ratio• Involuntary Count• Voluntary Count• Turnover Rate %• Mean Performance Rating• Special Disabled Veteran
Headcount• Total Annual Monetary
Compensation of Non-Minority Females
• Employee-Supervisor Ratio• Average Tenure of Minority Male
Employees
HR Analytics Metrics
Sample Prebuilt Dashboards
VP HR• Retention Overview• Pay for Performance• Corporate Contribution• Compliance
Compensation Mgr• Compensation
Overview• Pay for Performance• Compensation Trends
HR Analyst• Staffing• Demographics• Compliance Audit
Business Unit Mgr• Retention hotspots• Top Performers• Employee Performance• Internal Mobility
Oracle HR Analytics
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruiting Management
• Vacancy Rate• Vacancy Aging• Vacancy Fill Rate• Internal hire ratio• External hire ratio• New hire performance• New hire separation• Time to fill• Time to hire• Requisition open to Application
start• Application Start to Offer
Extended
Learning Management
• Enrollment count• Successful completion rate• Enrollment Wait Time• Internal Learner count• Learning Score• Delivered training hours• Top enrollments• Longest Enrollment Wait Time
Absence Management
• Absence Duration Days• Notified absence days• Unnotified Absence days• Absence Occurrences• Employee Absence Rate• Absence Duration Days
HR Analytics Metrics
Sample Prebuilt Dashboards
VP HR• Vacancy Analysis• Recruiter Effectiveness• Absence Trends• Delivered Trainings
Recruiting Manager• Vacancy Analysis• Recruitment Pipeline• Quality of Hire• Candidate Sourcing
Business Unit Mgr• Vacancy Analysis• Offer Analysis• Absence Calendar• Delivered Training
Oracle HR Analytics
Learning Manager• Manage Enrollment• Training Results• Delivered Training
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Absence Reports
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Absence Reports - Overview
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• Purpose: • View absence key metrics, absence rate,
total # days absent, average absence duration, average absent days per total employees.
• Guided navigation to Workforce Profile Overview
• Guided navigation to the Absence Days report• User Focus:
• VP of HR • HR Managers
• Location:• Dashboard – Absence• Page – Overview
• Source:• Human Resources – Workforce Absence
Subject Area
Absence Overview
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Annual Employee Absence
calendar including past and planned absence events; The calendar provides embedded navigation to view monthly calendar or absence event details
• User Focus: • HR Managers• Cost Center Owner• Budget Owner
• Location:• Dashboard – Absence• Page – Overview
• Source:• Human Resources –
Workforce Absence Subject Area
Absence Calendar
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A breakdown of absence by organization and
by country.• User Focus:
• HR Managers• Location:
• Dashboard – Absence• Page – Overview
• Source:• Human Resources – Workforce Absence
Subject Area
Absence Organization Overview
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A breakdown of absence by absence category
and type.• User Focus:
• HR Managers• Location:
• Dashboard – Absence• Page – Overview
• Source:• Human Resources – Workforce Absence
Subject Area
Absence Type Overview
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Top 5 absence days by organization, location,
job and absence type.• User Focus:
• HR Managers• Location:
• Dashboard – Absence• Page – Overview
• Source:• Human Resources – Workforce Absence
Subject Area
Absence - Top 5 Absence Groups
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Absence - Absence Trends
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View employees absence days by
organization; metrics included employee headcount, absence days, and days lost per employee
• User Focus: • HR Managers• Line executive/managers
• Location:• Dashboard – Absence• Page – Absence Trends
• Source:• Human Resources – Workforce
Absence Subject Area
Working Days Lost
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View absence days by absence type in an
organization• User Focus:
• HR Managers• Line executive/managers
• Location:• Dashboard – Absence• Page – Absence Trends
• Source:• Human Resources – Workforce
Absence Subject Area
Absence by Absence Type
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Drill-to report from the Absence Type report
to show the employee detail for the top 5 five (if applicable).
• User Focus: • HR Managers
• Location:• Dashboard – Absence• Page – Absence Trends
• Source:• Human Resources – Workforce
Absence Subject Area
Absence Days Ranking by Absence Type
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View employee absence trend over time by
organization or country• User Focus:
• HR Managers• Line executive/managers
• Location:• Dashboard – Absence• Page – Absence Trends
• Source:• Human Resources – Workforce
Absence Subject Area
Absence Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View employee absence trend over time by
absence category or type• User Focus:
• HR Managers• Location:
• Dashboard – Absence• Page – Absence Trends
• Source:• Human Resources – Workforce
Absence Subject Area
Absence Trend by Category
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Absence - Absence Details
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View employee absence trend over time by
absence category or type• User Focus:
• HR Managers• Line executive/managers
Absence Total Days• Location:
• Dashboard – Absence• Page – Absence Details
• Click Absence Days for drill to Employee Absence Detail
• Source:• Human Resources – Workforce
Absence Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Absence - Absence Calendar
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• Purpose: • View employee absence history
• User Focus: • HR Managers• General manager• Line executive/managers
Absence Calendar Employee Monthly View
• Location:• Dashboard – Absence• Page – Absence Calendar
• Source:• Human Resources – Workforce
Absence Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A drill-to detail report showing an employees
absence events• User Focus:
• HR Managers
Employee Absence Occurrence Detail
• Location:• Dashboard – Absence• Page – Absence Calendar
• Source:• Human Resources – Workforce
Absence Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A drill-to detail report to view an employees
absence history. This report is prompted on Employee Name and Employee Number
• User Focus: • HR Managers• Line managers
• Location:• Dashboard – Absence• Page – Absence Calendar
• Source:• Human Resources – Workforce
Absence Subject Area
Employee Absence History
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View employee absence history
• User Focus: • HR Managers
Employee Absence Details
• Location:• Dashboard – Absence• Page – Absence Calendar
• Source:• Human Resources – Workforce
Absence Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Compensation Reports
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Compensation Reports Overview
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• Purpose: • Compare current year’s monthly
compensation trend with those of prior 2 years; view by different compensation metrics.
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Overview
• Source:• Human Resources – Compensation
Subject Area
Monthly Compensation Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View the 3-year trend of total
base, overtime and bonus compensation.
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Overview
• Source:• Human Resources –
Compensation Subject Area
Base Pay, Overtime, and Bonus Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Compare average base and variable
compensation by organization hierarchy• User Focus:
Compensation by Organization•Location:
•Dashboard – Compensation•Page – Overview
•Source:•Human Resources – Compensation Subject Area
•HR Managers •VP of HR
•Line Managers •Compensation Manager
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Compensation ReportsCompensation Analysis
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• Purpose: • Show detail earning components
that comprise total base, total overtime and total bonus compensation.
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Compensation Analysis
• Source:• Human Resources –
Compensation Subject Area
Compensation Components
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Compares average base and
variable compensation by job family (drillable from Job Family to Jobs)
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Compensation Analysis
• Source:• Human Resources –
Compensation Subject Area
Average Annual Compensation by Job Attributes
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Displays average base and variable
compensation components by Employee Location geography
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Compensation Analysis
• Source:• Human Resources – Compensation
Subject Area
Average Annual Compensation by Geography
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows distribution of Overtime
Expense by Department, Region, Pay Grade, and Job Family
• User Focus: • HR Managers
• Location:• Dashboard – Compensation• Page – Overview
• Source:• Human Resources – Compensation
Subject Area
Overtime Expense Analysis
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Compensation ReportsTrends
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• Purpose: • A trend of average performance rating
over past quarters compared across by job level
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Trend
• Source:• Human Resources – Compensation
Subject Area
Performance Rating Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend of # promotions and average
bonus over past year• User Focus:
• HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Trends
• Source:• Human Resources – Compensation
Subject Area
Bonus and Promotion Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Displays the trending of average base
compensation and average variable compensation
• User Focus:
Total Compensation Trend•Location:
•Dashboard – Compensation•Page – Trends
•Source:•Human Resources – Compensation Subject Area•HR Managers •VP of HR
•Line Managers •Compensation Manager
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Compensation ReportsPay for Performance
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Compare employees’ average comp
ratio, mean performance and tenure by organization; This helps better align departmental performance with pay.
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Pay for Performance
• Source:• Human Resources – Compensation
Subject Area
Departmental Compensation and Performance Analysis
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Analyze how employees' pay (salary and bonus) correlate
with their performance by organization; View employees by performance band; employees with out-of-bound compa ratio are highlighted.
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Pay for Performance
• Source:• Human Resources – Compensation Subject Area
Pay and Performance by Organization (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Pay and Performance by Organization (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows Headcount, Promotions, and
Performance Rating by Department. • User Focus:
• HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Trend
• Source:• Human Resources – Compensation
Subject Area
Performance and Promotion
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A trend of average performance rating
over past quarters compared across by job level
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Trend
• Source:• Human Resources – Compensation
Subject Area
Performance Rating Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Human Resource PerformanceReports
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Human Resource PerformanceCorporate Contribution
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• Purpose: • Displays trend of Revenue per employee
and cost per employee over past year • User Focus:
• VP of HR• CEO• CFO
• Location:• Dashboard – Human Resource
Performance• Page – Corporate Contribution
• Source:• Human Resources – Performance Subject
Area
Employee Productivity
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Displays trend of Revenue per
employee and cost per employee over past year .
• User Focus: • VP of HR• Line Executive
• Location:• Dashboard – Human Resource
Performance• Page – Corporate Contribution
• Source:• Human Resources – Performance
Subject Area
Return on Human Capital
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows current employee
headcount and employee headcount growth % over past year by organization by month
• User Focus: • VP of HR• Line Executive
Organizational Growth Rate• Location:
• Dashboard – Human Resource Performance
• Page – Corporate Contribution• Source:
• Human Resources – Workforce Profile Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Human Resource PerformanceEffectiveness
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows # Hires, # Terminations,
Headcount by Organization and by location. Use show control to analyze metrics by other attributes like pay grade, job, or position.
• User Focus: • VP of HR• Line Executive• Line Managers
• Location:• Dashboard – Human Resource
Performance• Page – Effectiveness
• Source:• Human Resources - Workforce Profile
Subject Area
Headcount Analysis
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows Supervisor and Employee
Headcount by organization or by Location and the supervisors Span of Control. Offers analysis by other dimensions like region and job through show control.
• User Focus: • VP of HR• Line Executive
• Location:• Dashboard – Human Resource
Performance• Page – Effectiveness
• Source:• Human Resources - Workforce Profile
Subject Area
Supervisor Span of Control
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows Supervisor and Contactor ratio
and Headcount by organization. Offers analysis by other dimensions like region and job through show control.
• User Focus: • VP of HR
• Location:• Dashboard – Human Resource
Performance• Page – Effectiveness
• Source:• Human Resources - Workforce Profile
Subject Area
Management Ratio Analysis
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Supervisor and Employee List
• Purpose: • Shows Supervisor and Employee details
• User Focus: • VP of HR
• Location:• Dashboard – Human Resource Performance• Page – Effectiveness
• Drill down from Management Ratio Analysis
• Source:• Human Resources - Workforce Profile Subject
Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Human Resource PerformanceTrends
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Bar chart showing total employee
expenses (overtime, compensation, benefits, and support) over past year.
• User Focus: • VP of HR• Line Executive• Line Level Managers
• Location:• Dashboard – Human Resource
Performance• Page – Trends
• Source:• Human Resources – Performance
Subject Area
Employee Expense Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows trend of HR Ratio, Contractor
Ratio, Supervisor Ratio and Headcount by Month
• User Focus: • VP of HR• Line Executive
• Location:• Dashboard – Human Resource
Performance• Page – Trends
• Source:• Human Resources - Workforce Profile
Subject Area
Key Ratios Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows trend of headcount and turnover
across the organization• User Focus:
• VP of HR• Line Executive
• Location:• Dashboard – Human Resource
Performance• Page – Trends
• Source:• Human Resources - Workforce Profile
Subject Area
Headcount Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Employee List
• Purpose: • List of employees
• User Focus: • VP of HR• Line Executive• Line Managers
• Location:• Dashboard – Human Resource Performance• Page – Trends
• Drill down from Headcount Trend• Source:
• Human Resources - Workforce Profile Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend chart of contracting, support, and
overtime expense • User Focus:
• VP of HR• Line Executive
• Location:• Dashboard – Human Resource Performance• Page – Trends
• Source:• Human Resources – Performance Subject
Area
Key Variable Cost Drivers
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Learning Reports
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Learning ReportsOverview
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend in total enrollment volumes for
learning activities over time with options to view by job family, employee organization, and learning category
• User Focus: • Learning Managers• Line Manager
• Location:• Dashboard – Learning Management• Page – Overview
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Total Enrollments
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend in total enrollment volumes for
learning activities over time with options to view by job family, employee organization, and learning category
• User Focus: • Learning Managers• Line Manager
Total Enrollments – Employee Organization
• Location:• Dashboard – Learning Management• Page – Overview
• Drill on Total Enrollments month• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend in total enrollment volumes for
learning activities over time with options to view by job family, employee organization, and learning category
• User Focus: • Learning Managers• Line Manager
Total Enrollments – Job Family (1of 2)
• Location:• Dashboard – Learning Management• Page – Overview
• Drill on Total Enrollments by Job Family
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend in total enrollment volumes for
learning activities over time with options to view by job family, employee organization, and learning category
• User Focus: • Learning Managers• Line Manager
Total Enrollments – Job Family (2 of 2)• Location:
• Dashboard – Learning Management• Page – Overview
• Drill on Total Enrollments by Job Family
• Drill on that column for detail by Job Descriptions
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend in total enrollment volumes for
learning activities over time with options to view by learning category
• User Focus: • Learning Managers• Line Manager
Total Enrollments – Learning Category• Location:
• Dashboard – Learning Management• Page – Overview
• Drill on Total Enrollments by Learning Category
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend over time of percent of learners who
successfully complete activities in which they have enrolled. Options to view by Year or Quarter and then by job family, employee organization, and learning category
• User Focus: • Learning Managers• Line Manager
• Location:• Dashboard – Learning Management• Page – Overview
• Source:• Human Resources - Workforce Profile
Subject Area
Successful Completion Rate
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend over time of percent of learners who
successfully complete activities in which they have enrolled by job family
• User Focus: • Learning Managers• Line Manager
Successful Completion Rate by Job Family (1 of 2)
• Location:• Dashboard – Learning Management• Page – Overview – Successful Completion
Rate
• Drill to Job Family• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend over time of percent of learners who
successfully complete activities in which they have enrolled by job family
• User Focus: • Learning Managers• Line Manager
Successful Completion Rate by Job Family (2 of 2)
• Location:• Dashboard – Learning Management• Page – Overview – Successful Completion
Rate
• Drill to Job Description• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend over time of percent of learners who
successfully complete activities in which they have enrolled. Options to view by Year or Quarter and then by employee organization
• User Focus: • Learning Managers• Line Manager
Successful Completion Rate by Employee Organization
• Location:• Dashboard – Learning Management• Page – Overview – Successful Completion
Rate
• Drill to Employee Organization• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Trend over time of percent of learners who
successfully complete activities in which they have enrolled. Options to view by Year or Quarter and then by learning category
• User Focus: • Learning Managers• Line Manager
Successful Completion Rate by Learning Category
• Location:• Dashboard – Learning Management• Page – Overview – Successful Completion
Rate
• Drill to Learning Category• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Learning ReportsManage Enrollments
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows the trend for percentage of
successful enrollments. Options to view by year or quarter and then by job family, employee organization, and learning category
• User Focus: • Learning Managers• Line Manager
• Location:• Dashboard – Learning Management• Page – Manage Enrollments
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Successful Enrollment Rate
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Successful Enrollment Rate by Job Family
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Successful Enrollment Rate by Organization
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Successful Enrollment Rate by Learning Category
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows trend in number of days from initial
enrollment in an activity until the start date of the activity for which a learner successfully enrolls. If a learner is waitlisted for an activity, but later is successful in an attempt to enroll, the wait time begins with the first attempted enrollment. Options to view by job family, employee organization, and learning category
• User Focus: • Learning Managers
• Location:• Dashboard – Learning Management• Page – Manage Enrollments
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Average Enrollment Wait time
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Average Enrollment Wait Time by Employee
Organization provides drill down within the employee organization
• User Focus: • Learning Managers
Average Enrollment Wait Time by Employee Organization
• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Average
Enrollments
• Drill on Employee Organization• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Average Enrollment Wait Time by Job
Family provides drill down from job family to job codes
• User Focus: • Learning Managers
Average Enrollment Wait Time by Job Family (1 of 2)
• Location:• Dashboard – Learning Management• Page – Manage Enrollments
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Average Enrollment Wait Time by Job
Family provides drill down from job family to job codes
• User Focus: • Learning Managers
Average Enrollment Wait Time by Job Family (2 of 2)
• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Average
Enrollment Wait Time
• Drill to Job Family - Job Description• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Average Enrollment Wait Time by Learning
Category provides drill down by Learning Category to course to classes and sessions
• User Focus: • Learning Managers
Average Enrollment Wait Time by Learning Category (1 of 3)
• Location:• Dashboard – Learning Management• Page – Manage Enrollments – by Learning
Category• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Average Enrollment Wait Time by Learning
Category provides drill down by Learning Category to course to classes and sessions
• User Focus: • Learning Managers
Average Enrollment Wait Time by Learning Category (2 of 3)
• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Learning
Category
• Drill to Learning Course• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Average Enrollment Wait Time by Learning
Category provides drill down by Learning Category to course to classes and sessions
• User Focus: • Learning Managers
Average Enrollment Wait Time by Learning Category (3 of 3)
• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Learning
Category
• Drill to Learning Course• Drill to Course Session
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • List of courses with the highest number of
participants. Top enrollments can be viewed by Delivery Method, Employee Organization, Course, Learning Category and Job Family.
• User Focus: • Learning Managers
• Location:• Dashboard – Learning Management• Page – Manage Enrollments
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Top 10 Enrollments by Delivery Method
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose:
• List of courses with the highest number of participants. Top enrollments can be viewed
by Employee Organization. • User Focus:
• Learning Managers• Location:
• Dashboard – Learning Management• Page – Manage Enrollments
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Top 10 Enrollments by Employee Organization
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • List of courses with the highest number of
participants. Top enrollments can be viewed by Learning Category.
• User Focus: • Learning Managers
• Location:• Dashboard – Learning Management• Page – Manage Enrollments
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Top 10 Enrollments by Learning Category
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • List of courses with the highest number of
participants. Top enrollments can be viewed by Course.
• User Focus: • Learning Managers
• Location:• Dashboard – Learning Management• Page – Manage Enrollments
• Drill on Learning Category (or select from the drop down)
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Top 10 Enrollments by Course
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • List of courses with the highest number of
participants. Top enrollments can be viewed by Learning Category and by Course Activity within that category.
• User Focus: • Learning Managers
• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Top 10
Enrollments – Learning Category
• Drill to Course Enrollments• Drill to Course Activity (Session)
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Top 10 Enrollments – Learning Category
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • List of courses with the highest number of
participants. Top enrollments can be viewed by Job Family.
• User Focus: • Learning Managers
• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Top 10
Enrollments
• Drill to Job Family Description• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
Top 10 Enrollments – Job Family
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • List of courses with the highest number of
participants. Top enrollments can be viewed by Job Family – Job Description.
• User Focus: • Learning Managers
• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Top 10
Enrollments
• Drill to Job Family Description• Drill to Job Description
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Top 10 Enrollments – Job Description
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • List of courses with the longest wait times
and their wait time in days. Wait time can be viewed by Learning Category, Delivery Method, Job function, Employee Organization and Learning Course.
• User Focus: • Learning Managers
• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Longest
Average Enrollment Wait time
• Drill from Learning Category to activities (sessions) in that category
• Drill from Job Function to Job Description
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Longest Average Enrollment Wait time
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Learning ReportsTraining Results
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows trend of HR Ratio, Contractor Ratio,
Supervisor Ratio and Headcount by Month• User Focus:
• Learning Managers• Line Manager
• Location:• Dashboard – Learning Management• Page – Training Results
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Training Results
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • For user-specified courses, this report
shows individual activities for the course and individual learner completion status, passing status, and scores.
• Guided navigation to reports for Learning activities with low scores and for low completion rates where indicated.
• User Focus: • Learning Managers• Line Manager
• Location:• Dashboard – Learning Management• Page – Training Results
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Training Scores by Learning Course
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • There is guided navigation to reports for
Learning activities with low scores and for low completion rates where indicated.
• User Focus: • Learning Managers• Line Manager
• Location:• Dashboard – Learning Management• Page – Training Results
• Guided navigation link to the report• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
Training Scores by Learning Course
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Learning ReportsDelivered Training
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Users may view training delivered in a
specified time period, by course, delivery method, or learner organization
• User Focus: • Learning Managers• Line Manager
• Location:• Dashboard – Learning Management• Page – Delivered Training
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Delivered Training Hours
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • This report shows number of participants in
training by employee organization hierarchy, course hierarchy, learner job family, or delivery method
• User Focus: • Learning Managers• Line Manager
• Location:• Dashboard – Learning Management• Page – Delivered Training
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Unique Employee Count
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • This report shows number of participants in
training by employee organization hierarchy, course hierarchy, learner job family, or delivery method
• User Focus: • Learning Managers• Line Manager
Unique Employee Count
• Location:• Dashboard – Learning Management• Page – Delivered Training – Unique
Employee Count – Learning Category
• Drill to Learning Course • Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • This report shows number of participants in
training by employee organization hierarchy, course hierarchy, learner job family, or delivery method
• User Focus: • Learning Managers• Line Manager
Unique Employee Count• Location:
• Dashboard – Learning Management• Page – Delivered Training – Unique
Employee Count – Job Family
• Drill to Job Description • Source:
• Human Resources – Learning Enrollment and Completion Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Recruitment Reports Overview
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Show new hires by organization, location,
hiring manager, recruiter and job.• Guided navigation will appear to show more
information about the alert. In this case it is a link to the Workforce Profile dashboard
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources - Recruitment Subject Area
Requisition Events
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Show overview of applications started,
interviews, offers, hires, and pending starts.• Guided navigation takes the user to the
Pending Start Detail page. • User Focus:
• Recruiting Manager• VP of HR
Recruitment Events
• Location:• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Compare 3-year new hire trend
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources –
Recruitment Subject Area
New Hire Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View Open Requisitions distribution and
aging by organization, geography and recruiter.
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources –
Recruitment Subject Area
Open Requisition Overview (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Open Requisition Overview (2 of 2)
• Purpose: • View Open Requisitions distribution and
aging by organization, geography and recruiter.
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Top 5 Vacancies
• Purpose: • Top 5 vacancies by organization,
country, location recruiter, job family. • User Focus:
• Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruitment Stage Time Trend (1 of 2)• Purpose:
• Trend analysis of time lapse from vacancy open to various recruitment stages and average time of each recruitment stage.
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruitment Stage Time Trend (2 of 2)• Purpose:
• Trend analysis of time lapse from vacancy open to various recruitment stages and average time of each recruitment stage.
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
<Insert Picture Here>
Recruitment Reports Requisitions
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Opened and Filled
• Purpose: • Show requisitions opened & filled by
recruiter, organization, and location. • User Focus:
• Recruiting Manager• VP of HR
• Line Manager• Location:
• Dashboard – Recruitment• Page – Requisitions
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Opened and Filled
• Purpose: • Show requisitions opened & filled by
recruiter, organization, and location . • User Focus:
• Recruiting Manager• VP of HR
• Line Manager• Location:
• Dashboard – Recruitment• Page – Requisitions
• Select Requisition Location• Source:
• Human Resources – Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Opened and Filled
• Purpose: • Show requisitions opened & filled by
recruiter, organization, and location . • User Focus:
• Recruiting Manager• VP of HR
• Line Manager• Location:
• Dashboard – Recruitment• Page – Requisitions
• Drill on Requisition Location to Requisition Location City
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Opened and Filled
• Purpose: • Show requisitions opened & filled by
recruiter, organization, and location . • User Focus:
• Recruiting Manager• VP of HR
• Line Manager• Location:
• Dashboard – Recruitment• Page – Requisitions
• By Recruiter Name• Source:
• Human Resources – Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Opened and Filled
• Purpose: • Show requisitions opened & filled by
recruiter, organization, and location . • User Focus:
• Recruiting Manager• VP of HR
• Line Manager• Location:
• Dashboard – Recruitment• Page – Requisitions
• Drill on Job Family to Job Descriptions
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Open Requisition Overview
• Purpose: • Show requisitions opened & filled by
recruiter, organization, and location . • User Focus:
• Recruiting Manager• VP of HR
• Line Manager• Location:
• Dashboard – Recruitment• Page – Requisitions
• Drill on Organization Top Hierarchy
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Opened and Filled
• Purpose: • Show requisitions opened & filled by
recruiter, organization, and location . • User Focus:
• Recruiting Manager• VP of HR
• Line Manager• Location:
• Dashboard – Recruitment• Page – Requisitions
• Drill on Organization Top Hierarchy to next hierarchy
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
<Insert Picture Here>
Recruitment Reports Vacancy Analysis
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Vacancy Rate• Purpose:
• Show vacancy rate by organization or supervisor hierarchy (direct reports), geography or job family .
• User Focus: • Recruiting Manager• VP of HR
• Line Manager
• Location:• Dashboard – Recruitment• Page – Vacancy Analysis
• Drill down on the Organization hierarchy
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Vacancy Rate By Job Family• Purpose:
• Show vacancy rate by organization or supervisor hierarchy (direct reports), geography or job family .
• User Focus: • Recruiting Manager• VP of HR
• Line Manager
• Location:• Dashboard – Recruitment• Page – Vacancy Analysis
• Drill down on the Requisition job Family
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Vacancy Rate by Location• Purpose:
• Measures the percentage of vacancies that have been filled during the period.
• User Focus: • Recruiting Manager• VP of HR
• Line Manager
• Location:• Dashboard – Recruitment• Page – Vacancy Analysis
• Drill down on Requisition Location Country to Location City
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Vacancy Fill Rate (1 of 2)• Purpose:
• Measures the percentage of vacancies that have been filled during the period. View by recruiter, organization, location country.
• User Focus: • Recruiting Manager• VP of HR
• Line Manager
• Location:• Dashboard – Recruitment• Page – Vacancy Analysis
• Drill down the Organization hierarchy
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Vacancy Fill Rate (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Recruitment Reports Recruitment Pipeline
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruitment Pipeline (1of 4)• Purpose:
• A summary view of recruitment events in the recruitment pipeline including requisition events, assessment, offer, hire events and post employment events. View by organization, recruiter or location.
• User Focus: • Recruiting Manager• VP of HR• Line Manager
Location:• Dashboard – Recruitment• Page – Recruitment Pipeline
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruitment Pipeline (2of 4)• Purpose:
• A summary view of recruitment events in the recruitment pipeline including requisition events, assessment, offer, hire events and post employment events. View by organization, recruiter or location.
• User Focus: • Recruiting Manager• VP of HR• Line Manager
Location:• Dashboard – Recruitment• Page – Recruitment Pipeline
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruitment Pipeline (3 of 4)• Purpose:
• A summary view of recruitment events in the recruitment pipeline including requisition events, assessment, offer, hire events and post employment events. View by location.
• User Focus: • Recruiting Manager• VP of HR• Line Manager
Location:• Dashboard – Recruitment• Page – Recruitment Pipeline
• Drill to Location and then to City• Source:
• Human Resources – Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruitment Pipeline (4 of 4)• Purpose:
• View by Organization • User Focus:
• Recruiting Manager• VP of HR• Line Manager
Location:• Dashboard – Recruitment• Page – Recruitment Pipeline
• Drill down the Organization Hierarchy• Source:
• Human Resources – Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Recruitment Reports Offer Analysis
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Offers Extended
• Purpose: • Show requisitions opened & filled by
recruiter, organization, and location . • User Focus:
• Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – Offer Analysis
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Offers Accepted
• Purpose: • An offer detail report showing when
an offer is extended, accepted or rejected. .
• User Focus: • Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – Offer Analysis
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruitment Reports New Hires
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
New Hire View
• Purpose: • View New Hires by Organization,
Direct Reports, Geography, and Hiring Manager.
• User Focus: • Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – New Hires
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
New Hire Monthly Trend
• Purpose: • View new hire monthly trend over 3
years. View by direct report, job family, requisition location, recruiter, organization hierarchy
• User Focus: • Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – New Hires
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
New Hire Monthly Trend
• Purpose: • View new hire monthly trend over 3
years. View by direct report, job family, requisition location, recruiter, organization hierarchy
• User Focus: • Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – New Hires
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
New Hire by Source
• Purpose: • Trend analysis of internal and
external hires by source and source type
• User Focus: • Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – New Hires
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Top 5 Hire Sources
• Purpose: • Show the top 5 hire sources.
• User Focus: • Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – New Hires
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Recruitment Reports Applicant Pool
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Applicants by Source• Purpose:
• Show the top 5 hire sources. • User Focus:
• Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – Applicant Pool
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Applicants by Organization
• Purpose: • Show the top 5 hire sources.
• User Focus: • Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – Applicant Pool
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
New Hire Performance by Source (1 of 2)
• Purpose: • View new hire performance by
source . • User Focus:
• Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment• Page – Applicant Pool
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
New Hire Performance by Source (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Recruitment Reports Quality of Hire
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
New Hire Retention by Source• Purpose:
• Analyze source effectiveness by evaluate how many new hires have reached service milestone or separated .
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Quality of Hire
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
New Hire Performance by Source (1 of 2)
• Purpose: • View new hire performance by
source • Repeat of
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Quality of Hire
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
New Hire Performance by Source (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Recruitment Reports Recruiter Effectiveness
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruiter Effectiveness (1 of 4)• Purpose:
• Analyze recruiter performance by evaluating recruiters' recruitment volume, vacancy fill rate and time to fill.
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Recruiter Effectiveness
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruiter Effectiveness (2 of 4)• Purpose:
• Analyze recruiter performance by evaluating recruiters' recruitment volume, vacancy fill rate and time to fill.
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Recruiter Effectiveness
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruiter Effectiveness (3 of 4)
• Purpose: • Analyze recruiter performance by
evaluating recruiters' recruitment volume, vacancy fill rate and time to fill.
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Recruiter Effectiveness
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Recruiter Effectiveness (4 of 4)
• Purpose: • Analyze recruiter performance by
evaluating recruiters' recruitment volume, vacancy fill rate and time to fill.
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Recruiter Effectiveness
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Recruitment Reports Requisition Recruitment Activities
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Status View• Purpose:
• View Open Requisition Status • Guided navigation to Open Reqs
with no recruitment activity• User Focus:
• Recruiting Manager• Recruiter
• Location:• Dashboard – Recruitment• Page – Requisition Recruitment
Activities• Source:
• Human Resources – Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Recruitment Activities Detail (1 of 2)
• Purpose: • View new hire performance by
source • User Focus:
• Recruiting Manager• Recruiter
• Location:• Dashboard – Recruitment• Page – Requisition Recruitment
Activities• Source:
• Human Resources – Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Recruitment Activities Detail (2 of 2)
• Purpose: • View new hire performance by
source • User Focus:
• Recruiting Manager• Recruiter
• Location:• Dashboard – Recruitment• Page – Requisition Recruitment
Activities• Source:
• Human Resources – Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Recruitment Reports Recruitment Event Details
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Requisition Events Detail
• Purpose: • A detail view of recruitment events
filtered by the recruitment stage and event
• User Focus: • Recruiting Manager• Recruiter
• Location:• Dashboard – Recruitment• Page – Recruitment Event Details
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Recruitment Reports Candidate Sourcing
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Job Sourcing - Requisitions
• Purpose: • View current and historical job
requisitions for a job and the average time to fill
• User Focus: • Recruiting Manager• Recruiter
• Location:• Dashboard – Recruitment• Page – Candidate Sourcing
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Job Sourcing - Sources
• Purpose: • View candidate sourcing for a job
including the number of applicants, applicant interviewed and hired for each source.
• User Focus: • Recruiting Manager• Recruiter
Location:• Dashboard – Recruitment• Page – Candidate Sourcing
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Retention Reports
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Retention ReportsOverview
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Monitors voluntary & involuntary
turnover ratio and how they compare to the last period.
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject
Area
Turnover KPI
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Monitors Top performer Voluntary
Turnover and how it compares to the last period.
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject
Area
Top Performer Voluntary Turnover KPI
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View the top 3 Voluntary Turnover by
job, geography, performance band (Voluntary Turnover % in Top 3)
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject
Area
Top Voluntary Turnover
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • This report compares management
and high performer turnover with that of the employees.
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject
Area
Turnover Trend (Employee, Supervisor, High Performers)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Retention ReportsRetention Hotspots
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A radar diagram highlights the primary
reason why employee leave the organization and affected organizations and location.
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Retention Hot Spots
• Source:• Human Resources – Retention Subject
Area
Voluntary Turnover Reason
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • The top 5 jobs with the highest
employee turnover.• User Focus:
• HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Retention Hot Spots
• Source:• Human Resources – Retention Subject
Area
Turnover Distribution by Job
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Monitor employee retention ratio by
supervisor; proactively identify supervisors with potentially low employee engagement
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject
Area
Turnover Distribution by Org and Location (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Turnover Distribution by Org and Location
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Retention ReportsTop Performers
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Monitor top performer turnover rate in
the organization (by supervisor, organization, geography and job); alert entities whose top performer loss exceeds a threshold.
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Top Performers
• Source:• Human Resources – Retention
Subject Area
Top Performer Voluntary Turnover
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Monitor top performer attrition trend and
departing reason (including both voluntary and involuntary turnover)
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Top Performers
• Source:• Human Resources – Retention Subject
Area
Top Performer Turnover
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
At Risk Top Performers• Purpose:
• Proactively identify top performing employees who may be at risk of turnover due to lack of promotion or lower pay
• User Focus: • HR Managers• Line Manager
• Location:• Dashboard – Retention• Page – Top Performers
• Source:• Human Resources - Workforce Profile Subject
Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Retention ReportsTrends
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Monitor how current year’s voluntary
turnover compares to the previous 2 years by comparing both annual YTD turnover and seasonal monthly/quarterly turnover ratio
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention• Page – Trend
• Source:• Human Resources – Retention Subject
Area
Voluntary Turnover 3-Year Trend (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Voluntary Turnover 3-Year Trend (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Turnover seasonal analysis by comparing
monthly and quarterly turnover with those of 2 years ago and the 3-year average
• User Focus: • HR Managers• VP of HR• Line Manager
Turnover 3-Year Trend Average• Location:
• Dashboard – Retention• Page – Trend
• Source:• Human Resources - Workforce Profile Subject
Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Workforce Profile Reports
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The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce Profile ReportsOverview
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • KPI indicator report to monitor employee &
contingent headcount growth rate and FTE.• User Focus:
• VP of HR• HR Manager
• Line Manager• CFO
• Location:• Dashboard – Workforce Profile• Page – Overview
• Source:• Human Resources - Workforce Profile Subject
Area
Headcount KPI
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • KPI indicator report to monitor voluntary and
involuntary turnover ratio and new hire level• User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Profile• Page – Overview
• Source:• Human Resources - Workforce Profile Subject
Area
Turnover KPI
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View manager, supervisor ratio and supervisor
span of control.• User Focus:
• VP of HR• HR Manager
• Line Manager• Location:
• Dashboard – Workforce Profile• Page – Overview
• Source:• Human Resources - Workforce Profile Subject
Area
Span of Control KPI
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce Profile ReportsStaffing
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View headcount and FTE distribution by
geography, and organization.• User Focus:
• VP of HR• HR Manager
• Line Manager
Staffing Level•Location:
•Dashboard – Workforce Profile
•Page – Staffing
•Source:
•Human Resources - Workforce Profile Subject Area
Guided Navigation is embedded in the report to allow for drill to other reports while navigate down the organization hierarchy
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View headcount movement (hires, transfers,
promotions and terminations) by line of business
• User Focus: • VP of HR• HR Manager
• Line Manager
• Location:
• Dashboard – Workforce Profile
• Page – Staffing
• Source:
• Human Resources - Workforce Profile Subject Area
Organizational Headcount Movement (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Organizational Headcount Movement (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View quarterly trend of headcount movement
in an organization (hires, transfers, promotions and terminations).
• User Focus: • VP of HR• HR Manager
• Line Manager
Headcount Movement
•Location:
•Drill from “Employee Headcount”->Select “View Headcount Movement”
•Source:
•Human Resources - Workforce Profile Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce Profile ReportsTrend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Monitors employee headcount by line of
business and the quarterly headcount growth rate.
• User Focus: • VP of HR• HR Manager
• Line Manager
Organizational Growth Rate
•Location:
•Dashboard – Workforce Profile
•Page - Trend
•Source:
•Human Resources - Workforce Profile Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows quarterly trend of staffing key
metrics by organization, geography and job.
• User Focus: • VP of HR• HR Managers• Line Manager
• Location:• Dashboard – Workforce Profile• Page – Trends
• Source:• Human Resources - Workforce Profile
Subject Area
• Metric Options:• Employee Headcount• Active Headcount• Contingent Headcount• FTE• Supervisor Headcount• Manager Headcount
Positional Demographic Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows quarterly trend by
demographics by ethnicity, age band, education level Disability, Veteran Status, Gender, Citizenship.
• User Focus: • VP of HR• HR Managers• Line Manager
• Location:• Dashboard – Workforce Profile• Page – Trends
• Source:• Human Resources - Workforce Profile
Subject Area
• Metric Options:• Employee Headcount• Employee Turnover Ratio• # of Promotions• Promotion Ratio
Headcount Demographic Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce Profile ReportsDemographics
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View employee headcount distribution
by ethnicity, age band, education level Disability, Veteran Status, Gender, Citizenship, Marital Status.
• User Focus: • VP of HR• HR Managers• Line Manager
• Location:• Dashboard – Workforce Profile• Page – Demographics
• Source:• Human Resources - Workforce Profile
Subject Area
Headcount Demographics
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View headcount distribution by length
of service, high potential & performance band.
• User Focus: • VP of HR• HR Managers• Line Manager
• Location:• Dashboard – Workforce Profile• Page – Demographics
• Source:• Human Resources - Workforce Profile
Subject Area
Job Demographics
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce Development Reports
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce DevelopmentOverview
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • An overview of employee & supervisor
performance distribution • User Focus:
• VP of HR• HR Manager• Line Manager
Employee Performance Review• Location:
• Dashboard – Workforce Development• Page – Overview
• Source:• Human Resources - Workforce Profile Subject
Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • An overview of employee & supervisor
performance distribution • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Overview
• Source:• Human Resources - Workforce Profile
Subject Area
Employee Performance 3-Year Trend (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • An overview of employee & supervisor
performance distribution • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Overview
• Source:• Human Resources - Workforce Profile
Subject Area
Employee Performance 3-Year Trend (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce DevelopmentEmployee Performance by Supervisor
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • An overview of employee & supervisor
performance distribution • User Focus:
• VP of HR• HR Manager• Line Manager
Employee Performance by Supervisor• Location:
• Dashboard – Workforce Development• Page – Employee Performance by
Supervisor• Source:
• Human Resources - Workforce Profile Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • An overview of employee & supervisor
performance distribution • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Employee Performance by
Supervisor
• Drill Down the Organization Hierarchy (Manager Top Level)
• Source:• Human Resources - Workforce Profile
Subject Area
Employee Performance by Supervisor
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce DevelopmentEmployee Performance
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View employee performance
distribution by job, location, length of service in an organization
• User Focus: • VP of HR• HR Manager• Line Manager
Employee Performance by Organization• Location:
• Dashboard – Workforce Development• Page – Employee Performance by
Organization• Source:
• Human Resources - Workforce Profile Subject Area
…
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce DevelopmentSupervisor Performance
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Show Supervisor Performance Trend
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Supervisor Performance
• Source:• Human Resources - Workforce Profile
Subject Area
Supervisor Performance Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Under-performing supervisors
(performance band <50%) • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Supervisor Performance
• Source:• Human Resources - Workforce Profile
Subject Area
Under-Performing Supervisors
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View employee performance
distribution by job, location, length of service in an organization
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Supervisor Performance
• Source:• Human Resources - Workforce Profile
Subject Area
Turnover Trend (Employee, Supervisor & High Performers)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • View employee performance
distribution by job, location, length of service in an organization
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Supervisor Performance
• Source:• Human Resources - Workforce Profile
Subject Area
Supervisor Headcount Trend
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce DevelopmentInternal Mobility
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • This report shows the top 3 transfer-Ins
by organization, location, supervisor. • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Internal Mobility
• Source:• Human Resources - Workforce Profile
Subject Area
Top 3 Transfer-Ins
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • This report shows the top 3 transfer-
outs by organization, location, supervisor.
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Internal Mobility
• Source:• Human Resources - Workforce Profile
Subject Area
Top 3 Transfer-Outs
Transfer-from Organization
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • This report shows an organization
summary of employee transfers including where they transfer from and transfer to.
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Internal Mobility
• Source:• Human Resources - Workforce Profile
Subject Area
Employee Transfer Summary
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • This report shows employees' average
length of time in a job, grade and organization
• User Focus: • VP of HR• HR Manager• Line Manager
Employee Time in Service• Location:
• Dashboard – Workforce Development• Page – Internal Mobility
• Source:• Human Resources - Workforce Profile
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce DevelopmentTop Performers
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Compare percentage of high
performers by organization . • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Top Performers
• Source:• Human Resources - Workforce Profile
Subject Area
Top Performers by Organization (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Compare percentage of high
performers by organization . • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Top Performers
• Source:• Human Resources - Workforce Profile
Subject Area
Top Performers by Organization (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Monthly top performer attrition for the
year. • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Top Performers
• Source:• Human Resources - Workforce Profile
Subject Area
Top Performers Turnover
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A report analyzing the correlation of
employee performance and their Compa Ratio (mean and median) .
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Top Performers
• Source:• Human Resources - Workforce Profile
Subject Area
Employee Performance and Compa Ratio
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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Workforce DevelopmentUnder Performers
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A report analyzing the correlation of
employee performance and their Compa Ratio (mean and median) .
• Guided Navigation to Chronic Under-Performer Detail
• User Focus: • VP of HR• HR Manager• Line Manager
Chronic Under-Performers (1 of 2)• Location:
• Dashboard – Workforce Development• Page – Under Performers
• Drill to Hierarchy level required• Source:
• Human Resources - Workforce Profile Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Chronic Under-Performers (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A report analyzing the correlation of
employee performance and their Compa Ratio (mean and median) .
• Guided Navigation to Poor Performers Performance Development Detail
• User Focus: • VP of HR• HR Manager• Line Manager
Poor Performers Performance (1 of 2)• Location:
• Dashboard – Workforce Development• Page – Under Performers
• Source:• Human Resources - Workforce Profile
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Guided Navigation to Poor Performers Performance Development Detail
Poor Performers Performance (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A report analyzing the correlation of
employee performance and their Compa Ratio (mean and median).
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce
Development• Page – Under Performers
• Drill to Hierarchy level required
• Source:• Human Resources - Workforce
Profile Subject Area
Under-Performing Supervisors
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • A report analyzing the correlation of
employee performance and their Compa Ratio (mean and median) .
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development• Page – Under Performers
• Drill on Year/Month Detail or• Drill on Event Count for
employee detail• Source:
• Human Resources - Workforce Profile Subject Area
Poor Performers Terminated (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Location:• Dashboard – Workforce Development• Page – Under Performers
• Drill to Year/Month• Drill on Event Count to
Employee Event Detail • Source:
• Human Resources - Workforce Profile Subject Area
Poor Performers Terminated (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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US Statutory Compliance Reports Overview
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Overview• Purpose:
• A summary of delivered US diversity compliance reports
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page(s) – Overview
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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US Statutory Compliance Reports EEO Compliance
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows a representation of the metrics in a typical EEO1 report with demographics of Headcount by
EEO Job Categories• The EEO-1 survey is conducted annually. Based on the number of employees and federal contract
activities, certain large employers are required to file an EEO-1 report on an annual basis• This report should NOT be used for formal compliance reporting but rather for in-process internal
reporting.• User Focus:
• HR Compliance Analyst• Location:
• Dashboard – US Statutory Compliance• Page(s) – Compliance and EEO Audit
• Source:• Human Resources - US Statutory Compliance Subject Area
EEO1 A - Employer Information Report – Headcount (1 of 4)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
EEO1 A - Employer Information Report –Headcount (2 of 4)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
EEO1 A - Employer Information Report – Headcount (3 of 4)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
EEO1 A - Employer Information Report – Headcount (4 of 4)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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US Statutory Compliance Reports EEO Audit
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows a representation of the metrics in a typical EEO1 report with demographics of
Headcount by EEO Job Categories• This report should NOT be used for formal compliance reporting but rather for in-process
internal reporting.• User Focus:
• HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – EEO Audit
• Source:• Human Resources - US Statutory Compliance Subject Area
EEO1 A - Employer Information Report – Hires (1 of 3)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
EEO1 A - Employer Information Report – Hires (2 of 3 )
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
EEO1 A - Employer Information Report – Hires (3 of 3 )
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
EEO1 A - Employer Information Report - Promotions
• Purpose: • Shows Standard EEO1 Report with
demographics of Promotions by EEO Job Categories
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – Workforce Profile• Page – Audit
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
EEO1 A - Employer Information Report - Terminations
• Purpose: • Shows Standard EEO1 Report with
demographics of Terminations by EEO Job Categories
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – Workforce Profile• Page – Audit
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows a representation of the metrics in a
typical EEO1 report with # of Terminations, # of Hires, and Total Headcount at End of year by EEO1 Job Categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
EEO1 B - Personnel Activity by Job Category
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – EEO Audit
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows a representation of the metrics in a typical EEO1 report with Tenure and
Compensation by EEO1 Job Category and Gender• This report should NOT be used for formal compliance reporting but rather for in-process
internal reporting.• User Focus:
• HR Compliance Analyst• Location:
• Dashboard – US Statutory Compliance• Page – EEO Audit
• Source:• Human Resources - US Statutory Compliance Subject Area
EEO1 C - Compensation by Job Category (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
EEO1 C - Compensation by Job Category(2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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US Statutory Compliance Reports VET 100
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows a representation of the metrics in a typical VETS-100 report with the headcount and new
hire veterans employed for a specific time period• The VETS-100 report is a US government-mandated report require to be submitted by all federal
contractors. HR departments charged with preparing these reports will find it useful not only from the compliance angle but also to know how well the company is doing with regard to hiring veterans.
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – VETS 100
• Source:• Human Resources - US Statutory Compliance Subject Area
Federal Veterans Employee Report - VETS 100 (1 of 3)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Federal Veterans Employee Report - VETS 100 (2 of 3)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Federal Veterans Employee Report - VETS 100 (3 of 3)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows a representation of the metrics in a
typical VETS-100 report with the Maximum and Minimum headcount for overall veterans.
• It shows the maximum and minimum number of permanent employees on board for the 12 month reporting period.
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – VETS 100
• Source:• Human Resources - US Statutory Compliance
Subject Area
Max and Min - VETS 100
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows a representation of the metrics in a typical VETS-100 report with the headcount and
new hire veterans employed in a specific state for a specific time period for locations with less than 50 employees
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – VETS 100
• Source:• Human Resources - US Statutory Compliance Subject Area
Federal Veterans Employee Report - VETS 100 - State Consolidated (1 of 3)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Federal Veterans Employee Report - VETS 100 - State Consolidated (2 of 3)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Federal Veterans Employee Report - VETS 100 - State Consolidated (3 of 3)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows a representation of the metrics in a
typical VETS-100 report with the Maximum and Minimum headcount for State Consolidated veterans
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – VETS 100
• Source:• Human Resources - US Statutory Compliance
Subject Area
Max and Min - VETS 100 - State
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
Location for VETS - 100 - State
• Purpose: • Shows a representation of the metrics in
a typical VETS-100 report with the headcount and new hire veterans employed as of a payroll ending date between July 1 and August 31 of the year
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Managers
• Location:• Dashboard – US Statutory Compliance• Page – VETS 100
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
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US Statutory Compliance Reports AAP
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Job Group Summary Analysis (1 of 2)
• Purpose: • Shows a representation of metrics in a typical AAP report with ethnicity and gender by job
category for headcount• This is one of the "core" reports when an employer develops and Affirmative Action Plan
(AAP). Useful for HR departments and AAP specialists within or outside the organization.• This report should NOT be used for formal compliance reporting but rather for in-process
internal reporting.• User Focus:
• HR Compliance Analyst• Location:
• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Job Group Summary Analysis (2 of 2)
…
…
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Hire Summary Listing(1 of 3)• Purpose:
• Shows a representation of metrics in a typical AAP detailed list report with ethnicity and minority hires for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Hire Summary Listing(2 of 3)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Hire Summary Listing (2 of 3)
…
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Promotion Summary Listing• Purpose:
• Shows a representation of metrics in a typical AAP detailed list report with ethnicity and minority promotion for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Termination Summary Listing – Voluntary (1 of 2)
• Purpose: • Shows a representation of metrics in a typical AAP detailed
list report with ethnicity and minority voluntary terminations for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Termination Summary Listing – Voluntary (2 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Termination Summary Listing – Involuntary (1 of 2)
• Purpose: • Shows a representation of metrics in a typical AAP
detailed list report with ethnicity and minority involuntary terminations for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Termination Summary Listing – Involuntary (1 of 2)
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Termination Summary Listing - Layoffs
• Purpose: • Shows a representation of metrics in a
typical AAP detailed list report with ethnicity and minority layoffs for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Hire Detail Listing
• Purpose: • Shows a representation of metrics in a
typical AAP detailed list report with ethnicity and minority hires for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
• Purpose: • Shows a representation of metrics
in a typical AAP detailed list report with ethnicity and minority promotions for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
AAP - Promotion Detail Listing• User Focus:
• HR Compliance Analyst• Location:
• Dashboard – US Statutory Compliance
• Page – AAP• Source:
• Human Resources - US Statutory Compliance Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Termination Detail Listing - Voluntary
• Purpose: • Shows a representation of metrics in a
typical AAP detailed list report with ethnicity and minority voluntary terminations for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Termination Detail Listing - Involuntary
• Purpose: • Shows a representation of metrics in a
typical AAP detailed list report with ethnicity and minority involuntary terminations for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.
AAP - Termination Detail Listing - Layoffs
• Purpose: • Shows a representation of metrics in a
typical AAP detailed list report with ethnicity and minority layoffs for specific job categories
• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance
Subject Area
The information contained in this document is subject to change without notice. This document is not warranted to be error free.