human resources(obiee) 7.9.6.3 product guide
DESCRIPTION
xxxTRANSCRIPT
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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.
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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 7.9.6.3 Product Guide
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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
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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
DASHBOARDS& REPORTS
• Prebuilt best practice library
• “One size does NOT fit all”
More than just dashboards and reportsMuch more lies under the surface
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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 reportsAnswers unlocks limitless combinations
• Oracle Answers together with prebuilt Subject Areas = unlimited analytical possibilities
• Almost limitless combinations of analysis entities aligned with business objectives
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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
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 & Loc ation
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Analyze turnover by job, tenure & high potential st atus
Derived calculation in Oracle AnswersOne Subject Area, Unlimited Possibilities
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Derived calculations can be created in Oracle Answers with
simple expression builder
99 standard ANSI SQL functions can
be leveraged
Even more metric value under the surface
Subset of logical measures are exposed in presentation layer
Not all measures in presentation layer used in reports & dashboards
Metrics in Subject Areas
Metrics used in Reports &
Dashboards
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Measures from physical columns in data warehouse
Aggregations, time series calculations and derived calculated measures extend physical measures
Metrics in Logical Layer
Metrics in Physical Warehouse
Typical Effort & Customization balance
Extension of DW Schema for
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.Easy
Moderate
Dashboards & Reports
OBIEE Metadata
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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.
Level ofEffort
Degree of Customization
Intermediate
Involved
DW Schema
ETL
What’s in Human Resources Analytics 7.9.6
• Retention• Overview• Retention Hotspots• Top Performers• Trends
• Absence• Overview• Absence Trends
• 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
• Human Resource Performance
• Corporate Contribution• Effectiveness• Trends
• Workforce Profile• Overview• Staffing
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• Absence Details• Absence Calendar
• Compensation• Overview• Compensation Analysis• Trends• Pay for Performance
• US Statutory Compliance• Overview• EEO Compliance• EEO Audit• VETS 100• AAP
• Quality of Hire• Recruiter Effectiveness• Requisition Recruitment
Activities• Recruitment Event Details• Candidate Sourcing
• Learning• Overview• Manage Enrollments• Training Results• Delivered Training
• Staffing• Demographics• Trends
• Workforce Development• Overview• Employee Performance
by Supervisor• Employee Performance• Supervisor Performance• Internal Mobility• Top Performers• Under Performers
Roles Benefiting from Human Resources AnalyticsHuman
Resource Performance
Workforce Profile
WorkforceDevelopment
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
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Secondary:• HR Manager• HR Analyst
Secondary:• CEO
Secondary:• CEO
Secondary:• CEO• Recruiting
Manager
Secondary:• CEO• CFO
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
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Secondary:• VP of HR• Line Managers
Secondary:• CEO• VP of HR
Secondary:• CEO• CFO
Secondary:• VP of HR
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
Analyzes employee absence rate and work
Absence Calendar
Monitor employees’ absence “days out” in an
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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
absence rate and work days lost by organizational hierarchy, geography and/or by absence category or type
absence “days out” in an annual calendar format
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 PerformanceCompensation Analysis
Analyzes relationship between compensation /
View compensation detail by organization, job and
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Shows distribution of compensation across a variety of dimensions including job, geography, and organization.
promotions and employee performance
by organization, job and location
Displays analysis of compensation, promotions, and employee performance over time
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
Analyzes headcount, hires, terminations and key
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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
terminations and key management ratios to evaluate organization's headcount distribution
Human Resource Learning Management
The Human Resource Learning Management dashboard monitors learning program utilization, enrollment and course completion rates.
Overview Training ResultsManage Enrollments
Measures how readily users were able to enroll and which courses had the most
Delivered Training
Reports on this tab show what kind of training was
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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.
which courses had the most learners
what kind of training was provided to learners and who participated in the training.
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
Analyze hiring level by organization, geography or job over time; also help better understand where new hires
A summary view of pipeline activities in the recruitment process by organization hierarchy, geography or
Analyze open requisitions distribution and aging by recruiter, organization and geography; also analyze recruitment efficiency by comparing
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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.
understand where new hires come from by comparing new hire sourcing trend by source category.
hierarchy, geography or recruiter.
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.
Recruitment Dashboard (2 of 2)
Applicant Pool
RecruiterEffectiveness
Quality ofHire
RequisitionRecruitment Activities
Candidate Sourcing
RecruitmentEvent Details
Search for the best recruitment source for a particular job based on historical recruitment records. Vacancy time-to-fill, number of applicants
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.
Analyze new hire source quality by comparing new hire retention and performance by source.
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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.
fill, number of applicants from source and source applicant-to-hire ratio are evaluated.
that assess new hire performance i.e. reaching the first service milestone, 1st performance review
Analyzing applicant sourcing by correlating applicant volume, applicant hire, & employee performance metrics by source type, organization, geography or job.
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
Displays trends of key retention metrics like turnover, headcount, hires
Retention Hot Spots
Analyze retention hot spots by organization,
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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
turnover, headcount, hires across recent year
spots by organization, region, job and demographics.
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
This page contains the standard VETS 100 report used for
Displays standard EEO-1 report used in
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Displays compliance reports not necessarily required by the government, but useful in auditing organizational diversity.
report used for government reporting in United States
Includes standard AAP audit reports
US government reporting.
A sample listing of EEO, VETS100 reports.
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
Focuses on top performers - who they are; are we losing top
View supervisors' performance trend; who are the under-performing
View Employee Performance by manager hierarchy.
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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.
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?
the under-performing supervisors; and how supervisor turnover compares to that of employee and high performers.
manager hierarchy.
An overview of employees and supervisors performance distribution.
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
View headcount and FTE staffing levels
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headcount distribution among demographics, geographies, and jobs
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.
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
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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.
Compensation
• Average Base Compensation• Overtime Compensation• Average Bonus• Average Variable Compensation• Average Gross Compensation• Net Pay• Deductions• Compa Ratio
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
Operations
• Dissatisfied Termination Ratio• Involuntary Count• Voluntary Count• Turnover Rate %• Mean Performance Rating• Special Disabled Veteran
Headcount• Total Annual Monetary
HR Analytics Metrics
Oracle HR Analytics
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• Compa Ratio• Total Annual Base Compensation• Fixed Annual Base Salary• Previous Fixed Annual Base
Salary
• Indirect Employee Cost• Average Cost Per Direct Employee• Average Cost Per Indirect Employee• Employee Overtime Expenses• Employee Benefit Expenses• Employee Support Expenses
• Total Annual Monetary Compensation of Non-Minority Females
• Employee-Supervisor Ratio• Average Tenure of Minority Male
Employees
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
Recruiting Management
• Vacancy Rate• Vacancy Aging• Vacancy Fill Rate• Internal hire ratio• External hire ratio• New hire performance• New hire separation• Time to fill
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
Oracle HR Analytics
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• Time to fill• Time to hire• Requisition open to Application
start• Application Start to Offer
Extended
• Longest Enrollment Wait Time
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
Learning Manager• Manage Enrollment• Training Results• Delivered Training
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:
Absence Overview
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• User Focus: • VP of HR • HR Managers
• Location:• Dashboard – Absence• Page – Overview
• Source:• Human Resources – Workforce Absence
Subject Area
• 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:
Absence Calendar
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• HR Managers• Cost Center Owner• Budget Owner
• Location:• Dashboard – Absence• Page – Overview
• Source:• Human Resources –
Workforce Absence Subject Area
• Purpose: • A breakdown of absence by organization and
by country.• User Focus:
• HR Managers• Location:
• Dashboard – Absence• Page – Overview
• Source:
Absence Organization Overview
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• Source:• Human Resources – Workforce Absence
Subject Area
• Purpose: • A breakdown of absence by absence category
and type.• User Focus:
• HR Managers• Location:
• Dashboard – Absence• Page – Overview
• Source:
Absence Type Overview
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• Source:• Human Resources – Workforce Absence
Subject Area
• Purpose: • Top 5 absence days by organization, location,
job and absence type.• User Focus:
• HR Managers• Location:
• Dashboard – Absence• Page – Overview
• Source:
Absence - Top 5 Absence Groups
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• Source:• Human Resources – Workforce Absence
Subject Area
Absence - Absence Trends
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• 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:
Working Days Lost
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• Location:• Dashboard – Absence• Page – Absence Trends
• Source:• Human Resources – Workforce
Absence Subject Area
• Purpose: • View absence days by absence type in an
organization• User Focus:
• HR Managers• Line executive/managers
• Location:• Dashboard – Absence• Page – Absence Trends
Absence by Absence Type
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• Page – Absence Trends• Source:
• Human Resources – Workforce Absence Subject Area
• 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
Absence Days Ranking by Absence Type
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• Page – Absence Trends• Source:
• Human Resources – Workforce Absence Subject Area
• Purpose: • View employee absence trend over time by
organization or country• User Focus:
• HR Managers• Line executive/managers
• Location:• Dashboard – Absence• Page – Absence Trends
Absence Trend
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• Page – Absence Trends• Source:
• Human Resources – Workforce Absence Subject Area
• Purpose: • View employee absence trend over time by
absence category or type• User Focus:
• HR Managers• Location:
• Dashboard – Absence• Page – Absence Trends
• Source:
Absence Trend by Category
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• Source:• Human Resources – Workforce
Absence Subject Area
Absence - Absence Details
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• 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
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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
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• 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
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• 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
Employee Absence History
• Location:• Dashboard – Absence• Page – Absence Calendar
• Source:• Human Resources – Workforce
Absence Subject Area
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• 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
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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
Monthly Compensation Trend
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• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Overview
• Source:• Human Resources – Compensation
Subject Area
• Purpose: • View the 3-year trend of total
base, overtime and bonus compensation.
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
Base Pay, Overtime, and Bonus Trend
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• Compensation Manager• Location:
• Dashboard – Compensation• Page – Overview
• Source:• Human Resources –
Compensation Subject Area
• 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
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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 Components
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• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Compensation Analysis
• Source:• Human Resources –
Compensation Subject Area
• 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
Average Annual Compensation by Job Attributes
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• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Compensation Analysis
• Source:• Human Resources –
Compensation Subject Area
• Purpose: • Displays average base and variable
compensation components by Employee Location geography
• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager
Average Annual Compensation by Geography
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• Compensation Manager• Location:
• Dashboard – Compensation• Page – Compensation Analysis
• Source:• Human Resources – Compensation
Subject Area
• Purpose: • Shows distribution of Overtime
Expense by Department, Region, Pay Grade, and Job Family
• User Focus: • HR Managers
• Location:• Dashboard – Compensation• Page – Overview
Overtime Expense Analysis
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• Page – Overview• Source:
• Human Resources – Compensation Subject Area
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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
Performance Rating Trend
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• Compensation Manager• Location:
• Dashboard – Compensation• Page – Trend
• Source:• Human Resources – Compensation
Subject Area
• Purpose: • Trend of # promotions and average
bonus over past year• User Focus:
• HR Managers• VP of HR• Line Managers• Compensation Manager
• Location:
Bonus and Promotion Trend
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• Location:• Dashboard – Compensation• Page – Trends
• Source:• Human Resources – Compensation
Subject Area
• 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
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Compensation ReportsPay for Performance
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• 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
Departmental Compensation and Performance Analysis
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• Line Managers• Compensation Manager
• Location:• Dashboard – Compensation• Page – Pay for Performance
• Source:• Human Resources – Compensation
Subject Area
• 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
Pay and Performance by Organization (1 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Compensation Manager• Location:
• Dashboard – Compensation• Page – Pay for Performance
• Source:• Human Resources – Compensation Subject Area
Pay and Performance by Organization (2 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
Performance and Promotion
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Compensation• Page – Trend
• Source:• Human Resources – Compensation
Subject Area
• 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
Performance Rating Trend
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Compensation Manager• Location:
• Dashboard – Compensation• Page – Trend
• Source:• Human Resources – Compensation
Subject Area
Human Resource PerformanceReports
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The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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Human Resource PerformanceCorporate Contribution
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• 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
Employee Productivity
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Human Resource Performance• Page – Corporate Contribution
• Source:• Human Resources – Performance Subject
Area
• 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
Return on Human Capital
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Human Resource Performance
• Page – Corporate Contribution• Source:
• Human Resources – Performance Subject Area
• 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 subje ct to change without notice. This document is not w arranted to be error free.
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Human Resource PerformanceEffectiveness
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
Headcount Analysis
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Line Executive• Line Managers
• Location:• Dashboard – Human Resource
Performance• Page – Effectiveness
• Source:• Human Resources - Workforce Profile
Subject Area
• 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
Supervisor Span of Control
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• VP of HR• Line Executive
• Location:• Dashboard – Human Resource
Performance• Page – Effectiveness
• Source:• Human Resources - Workforce Profile
Subject Area
• 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
Management Ratio Analysis
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Human Resource Performance
• Page – Effectiveness• Source:
• Human Resources - Workforce Profile Subject Area
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 subje ct to change without notice. This document is not w arranted to be error free.
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Human Resource PerformanceTrends
The information contained in this document is subje ct to change without notice. This document is not w arranted 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:
Employee Expense Trend
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Human Resource
Performance• Page – Trends
• Source:• Human Resources – Performance
Subject Area
• Purpose: • Shows trend of HR Ratio, Contractor
Ratio, Supervisor Ratio and Headcount by Month
• User Focus: • VP of HR• Line Executive
Key Ratios Trend
• Location:• Dashboard – Human Resource
Performance• Page – Trends
• Source:• Human Resources - Workforce Profile
Subject Area
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
Headcount Trend
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Performance• Page – Trends
• Source:• Human Resources - Workforce Profile
Subject Area
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 subje ct to change without notice. This document is not w arranted 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
Key Variable Cost Drivers
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – Trends• Source:
• Human Resources – Performance Subject Area
Learning Reports
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Learning ReportsOverview
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The information contained in this document is subje ct to change without notice. This document is not w arranted 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:
Total Enrollments
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Learning Management• Page – Overview
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
• 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
and Completion Subject Area
• 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 subje ct to change without notice. This document is not w arranted 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
Successful Completion Rate
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Line Manager• Location:
• Dashboard – Learning Management• Page – Overview
• Source:• Human Resources - Workforce Profile
Subject Area
• 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
Learning ReportsManage Enrollments
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The information contained in this document is subje ct to change without notice. This document is not w arranted 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
Successful Enrollment Rate
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Line Manager• Location:
• Dashboard – Learning Management• Page – Manage Enrollments
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
Successful Enrollment Rate by Job Family
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Successful Enrollment Rate by Organization
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Successful Enrollment Rate by Learning Category
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
Average Enrollment Wait time
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
category • User Focus:
• Learning Managers• Location:
• Dashboard – Learning Management• Page – Manage Enrollments
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
• 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
and Completion Subject Area
• 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:
Top 10 Enrollments by Delivery Method
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Learning Management• Page – Manage Enrollments
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
• 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
Top 10 Enrollments by Employee Organization
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• Page – Manage Enrollments• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
• 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
Top 10 Enrollments by Learning Category
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – Manage Enrollments• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
• 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
Top 10 Enrollments by Course
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – Manage Enrollments
• Drill on Learning Category (or select from the drop down)
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
• 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
Top 10 Enrollments – Learning Category
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• 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
• 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
Top 10 Enrollments – Job Family
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – Manage Enrollments – Top 10 Enrollments
• Drill to Job Family Description• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
• 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
Top 10 Enrollments – Job Description
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – Manage Enrollments – Top 10 Enrollments
• Drill to Job Family Description• Drill to Job Description
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
• 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:
Longest Average Enrollment Wait time
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• 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
Learning ReportsTraining Results
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The information contained in this document is subje ct to change without notice. This document is not w arranted 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
Training Results
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – Training Results• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
• 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:
Training Scores by Learning Course
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• User Focus: • Learning Managers• Line Manager
• Location:• Dashboard – Learning Management• Page – Training Results
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
• 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
Training Scores by Learning Course
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Learning Management• Page – Training Results
• Guided navigation link to the report• Source:
• Human Resources – Learning Enrollment and Completion Subject Area
Learning ReportsDelivered Training
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• 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
Delivered Training Hours
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Learning Management• Page – Delivered Training
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
• 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:
Unique Employee Count
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Learning Management• Page – Delivered Training
• Source:• Human Resources – Learning Enrollment
and Completion Subject Area
• 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
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Recruitment Reports Overview
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
Requisition Events
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• VP of HR• Location:
• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources - Recruitment Subject Area
• 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 subje ct to change without notice. This document is not w arranted to be error free.
• Purpose: • Compare 3-year new hire trend
• User Focus: • Recruiting Manager• VP of HR
• Location:• Dashboard – Recruitment• Page – Overview
New Hire Trend
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Source:• Human Resources –
Recruitment Subject Area
• Purpose: • View Open Requisitions distribution and
aging by organization, geography and recruiter.
• User Focus: • Recruiting Manager• VP of HR
Open Requisition Overview (1 of 2)
• Location:• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources –
Recruitment Subject Area
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Overview
• Source:• Human Resources –
Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – Overview• Source:
• Human Resources –Recruitment Subject Area
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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
<Insert Picture Here>
Recruitment Reports Requisitions
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Requisitions
• Source:• Human Resources –
Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Requisitions
• Select Requisition Location• Source:
• Human Resources –Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Requisitions
• Drill on Requisition Location to Requisition Location City
• Source:• Human Resources –
Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Requisitions
• By Recruiter Name• Source:
• Human Resources –Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Requisitions
• Drill on Job Family to Job Descriptions
• Source:• Human Resources –
Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Requisitions
• Drill on Organization Top Hierarchy
• Source:• Human Resources –
Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Requisitions
• Drill on Organization Top Hierarchy to next hierarchy
• Source:• Human Resources –
Recruitment Subject Area
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Recruitment Reports Vacancy Analysis
The information contained in this document is subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
Vacancy Fill Rate (2 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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Recruitment Reports Recruitment Pipeline
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Recruitment Pipeline
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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
• Line Manager
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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
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Recruitment Reports Offer Analysis
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Offer Analysis
• Source:• Human Resources –
Recruitment Subject Area
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 subje ct to change without notice. This document is not w arranted to be error free.
Recruitment Reports New Hires
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The information contained in this document is subje ct to change without notice. This document is not w arranted 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:
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Recruitment• Page – New Hires
• Source:• Human Resources –
Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Line Manager• Location:
• Dashboard – Recruitment• Page – New Hires
• Source:• Human Resources –
Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Line Manager• Location:
• Dashboard – Recruitment• Page – New Hires
• Source:• Human Resources –
Recruitment Subject Area
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:
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Recruitment• Page – New Hires
• Source:• Human Resources –
Recruitment Subject Area
Top 5 Hire Sources
• Purpose: • Show the top 5 hire sources.
• User Focus: • Recruiting Manager• VP of HR• Line Manager
• Location:• Dashboard – Recruitment
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – New Hires• Source:
• Human Resources –Recruitment Subject Area
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Recruitment Reports Applicant Pool
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Applicant Pool
Applicants by Source• Purpose:
• Show the Applicants from various 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 subje ct to change without notice. This document is not w arranted to be error free.
Applicants by Organization
• Purpose: • Show the Applicants by various
Organizations. • 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 subje ct to change without notice. This document is not w arranted 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:
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Applicant Pool
• Source:• Human Resources –
Recruitment Subject Area
New Hire Performance by Source (2 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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Recruitment Reports Quality of Hire
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Quality of Hire
New Hire Retention by Source(1 of 2)• 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 subje ct to change without notice. This document is not w arranted to be error free.
New Hire Retention by Source(2 of 2)• 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 subje ct to change without notice. This document is not w arranted 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:
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Recruitment• Page – Quality of Hire
• Source:• Human Resources –
Recruitment Subject Area
New Hire Performance by Source (2 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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Recruitment Reports Recruiter Effectiveness
The information contained in this document is subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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:
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Recruitment• Page – Recruiter Effectiveness
• Source:• Human Resources –
Recruitment Subject Area
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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• VP of HR• Location:
• Dashboard – Recruitment• Page – Recruiter Effectiveness
• Source:• Human Resources –
Recruitment Subject Area
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Recruitment Reports Requisition Recruitment Activities
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Requisition Recruitment Activities
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 subje ct to change without notice. This document is not w arranted to be error free.
Requisition Recruitment Activities Detail (1 of 2)
• Purpose: • View Requisition Recruitment details
• 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 subje ct to change without notice. This document is not w arranted to be error free.
Requisition Recruitment Activities Detail (2 of 2)
• Purpose: • View Requisition Recruitment details
by each Recruiter• 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 subje ct to change without notice. This document is not w arranted to be error free.
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Recruitment Reports Recruitment Event Details
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Event Details
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 subje ct to change without notice. This document is not w arranted to be error free.
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Recruitment Reports Candidate Sourcing
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Candidate Sourcing
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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
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Retention Reports
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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Retention ReportsOverview
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Overview
• Purpose: • Monitors voluntary & involuntary
turnover ratio and how they compare to the last period.
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:
Turnover KPI
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject
Area
• Purpose: • Monitors Top performer Voluntary
Turnover and how it compares to the last period.
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:
Top Performer Voluntary Turnover KPI
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject
Area
• 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
Top Voluntary Turnover
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject
Area
• Purpose: • This report compares management
and high performer turnover with that of the employees.
• User Focus: • HR Managers• VP of HR• Line Manager
• Location:
Turnover Trend (Employee, Supervisor, High Performers)
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject
Area
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Retention ReportsRetention Hotspots
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Retention Hotspots
• 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
Voluntary Turnover Reason
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Line Manager• Location:
• Dashboard – Retention• Page – Retention Hot Spots
• Source:• Human Resources – Retention Subject
Area
• Purpose: • The top 5 jobs with the highest
employee turnover.• User Focus:
• HR Managers• VP of HR• Line Manager
• Location:• Dashboard – Retention
Turnover Distribution by Job
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Retention• Page – Retention Hot Spots
• Source:• Human Resources – Retention
Subject Area
• 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:
Turnover Distribution by Org and Location (1 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Retention• Page – Overview
• Source:• Human Resources – Retention Subject Area
Turnover Distribution by Org and Location
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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Retention ReportsTop Performers
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Top Performers
• 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
Top Performer Voluntary Turnover
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Line Manager• Location:
• Dashboard – Retention• Page – Top Performers
• Source:• Human Resources – Retention
Subject Area
• 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
Top Performer Turnover
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Retention• Page – Top Performers
• Source:• Human Resources –
Retention Subject Area
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 subje ct to change without notice. This document is not w arranted to be error free.
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Retention ReportsTrends
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Trends
• 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:
Voluntary Turnover 3-Year Trend (1 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Retention• Page – Trend
• Source:• Human Resources – Retention Subject Area
Voluntary Turnover 3-Year Trend (2 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
Workforce Profile Reports
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The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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Workforce Profile ReportsOverview
The information contained in this document is subje ct to change without notice. This document is not w arranted 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:
Headcount KPI
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Workforce Profile• Page – Overview
• Source:• Human Resources - Workforce Profile Subject
Area
• 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
Turnover KPI
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Workforce Profile• Page – Overview
• Source:• Human Resources - Workforce Profile Subject
Area
• Purpose: • View manager, supervisor ratio and supervisor
span of control.• User Focus:
• VP of HR• HR Manager
• Line Manager• Location:
• Dashboard – Workforce Profile
Span of Control KPI
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Workforce Profile• Page – Overview
• Source:• Human Resources - Workforce Profile Subject
Area
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Workforce Profile ReportsStaffing
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
Guided Navigation is embedded in the report to allo w for drill to other reports while navigate down the organization hierarchy
• Purpose: • View headcount movement (hires, transfers,
promotions and terminations) by line of business
• User Focus: • VP of HR• HR Manager
• Line Manager
• Location:
Organizational Headcount Movement (1 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:
• Dashboard – Workforce Profile
• Page – Staffing
• Source:
• Human Resources - Workforce Profile Subject Area
Organizational Headcount Movement (2 of 2)
The information contained in this document is subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
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Workforce Profile ReportsTrend
The information contained in this document is subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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
Positional Demographic Trend
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – Trends• Source:
• Human Resources - Workforce Profile Subject Area
• Metric Options:• Employee Headcount• Active Headcount• Contingent Headcount• FTE• Supervisor Headcount• Manager Headcount
• 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:
Headcount Demographic Trend
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Workforce Profile• Page – Trends
• Source:• Human Resources - Workforce Profile
Subject Area
• Metric Options:• Employee Headcount• Employee Turnover Ratio• # of Promotions• Promotion Ratio
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Workforce Profile ReportsDemographics
The information contained in this document is subje ct to change without notice. This document is not w arranted 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:
Headcount Demographics
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – Workforce Profile• Page – Demographics
• Source:• Human Resources - Workforce Profile
Subject Area
• 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
Job Demographics
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – Demographics• Source:
• Human Resources - Workforce Profile Subject Area
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Workforce Development Reports
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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Workforce DevelopmentOverview
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• 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 subje ct to change without notice. This document is not w arranted 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
Employee Performance 3-Year Trend (1 of 2)
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• Dashboard – Workforce Development• Page – Overview
• Source:• Human Resources - Workforce Profile
Subject Area
• Purpose: • An overview of employee & supervisor
performance distribution • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development
Employee Performance 3-Year Trend (2 of 2)
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• Dashboard – Workforce Development• Page – Overview
• Source:• Human Resources - Workforce Profile
Subject Area
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Workforce DevelopmentEmployee Performance by Supervisor
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• 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
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Workforce DevelopmentEmployee Performance
The information contained in this document is subje ct to change without notice. This document is not w arranted 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
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Workforce DevelopmentSupervisor Performance
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• Purpose: • Show Supervisor Performance Trend
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development
Supervisor Performance Trend
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• Page – Supervisor Performance• Source:
• Human Resources - Workforce Profile Subject Area
• Purpose: • Under-performing supervisors
(performance band <50%) • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:
Under-Performing Supervisors
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• Location:• Dashboard – Workforce Development• Page – Supervisor Performance
• Source:• Human Resources - Workforce Profile
Subject Area
• Purpose: • View employee performance
distribution by job, location, length of service in an organization
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:
Turnover Trend (Employee, Supervisor & High Performers)
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• Location:• Dashboard – Workforce Development• Page – Supervisor Performance
• Source:• Human Resources - Workforce Profile
Subject Area
• Purpose: • View employee performance
distribution by job, location, length of service in an organization
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:
Supervisor Headcount Trend
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Workforce Development• Page – Supervisor Performance
• Source:• Human Resources - Workforce Profile
Subject Area
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Workforce DevelopmentInternal Mobility
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• 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
Top 3 Transfer-Ins
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• Dashboard – Workforce Development• Page – Internal Mobility
• Source:• Human Resources - Workforce Profile
Subject Area
• Purpose: • This report shows the top 3 transfer-
outs by organization, location, supervisor.
• User Focus: • VP of HR• HR Manager• Line Manager
• Location:
Top 3 Transfer-Outs
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• Location:• Dashboard – Workforce Development• Page – Internal Mobility
• Source:• Human Resources - Workforce Profile
Subject Area
• 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
Employee Transfer Summary
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• Line Manager• Location:
• Dashboard – Workforce Development• Page – Internal Mobility
• Source:• Human Resources - Workforce Profile
Subject Area
• 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 subje ct to change without notice. This document is not w arranted to be error free.
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Workforce DevelopmentTop Performers
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• Purpose: • Compare percentage of high
performers by organization . • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development
Top Performers by Organization (1 of 2)
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• Dashboard – Workforce Development• Page – Top Performers
• Source:• Human Resources - Workforce Profile
Subject Area
• Purpose: • Compare percentage of high
performers by organization . • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development
Top Performers by Organization (2 of 2)
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• Dashboard – Workforce Development• Page – Top Performers
• Source:• Human Resources - Workforce Profile
Subject Area
• Purpose: • Monthly top performer attrition for the
year. • User Focus:
• VP of HR• HR Manager• Line Manager
• Location:• Dashboard – Workforce Development
Top Performers Turnover
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• Dashboard – Workforce Development• Page – Top Performers
• Source:• Human Resources - Workforce Profile
Subject Area
• 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:
Employee Performance and Compa Ratio
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• Location:• Dashboard – Workforce Development• Page – Top Performers
• Source:• Human Resources - Workforce Profile
Subject Area
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Workforce DevelopmentUnder Performers
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• 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 subje ct to change without notice. This document is not w arranted to be error free.
Chronic Under-Performers (2 of 2)
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Chronic Under-Performers (2 of 2)
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• 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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:
Under-Performing Supervisors
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – Workforce
Development• Page – Under Performers
• Drill to Hierarchy level required
• Source:• Human Resources - Workforce
Profile Subject Area
• 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:
Poor Performers Terminated (1 of 2)
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• 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
• 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)
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Subject Area
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US Statutory Compliance Reports Overview
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Overview
Overview• Purpose:
• A summary of delivered US diversity compliance reports
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page(s) – Overview
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US Statutory Compliance Reports EEO Compliance
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EEO Compliance
• 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
EEO1 A - Employer Information Report –Headcount (1 of 4)
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• 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 (2 of 4)
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EEO1 A - Employer Information Report –Headcount (3 of 4)
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EEO1 A - Employer Information Report –Headcount (4 of 4)
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US Statutory Compliance Reports EEO Audit
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EEO Audit
• 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
EEO1 A - Employer Information Report –Hires (1 of 3)
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• Dashboard – US Statutory Compliance• Page – EEO Audit
• Source:• Human Resources - US Statutory Compliance Subject Area
EEO1 A - Employer Information Report –Hires (2 of 3 )
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EEO1 A - Employer Information Report –Hires (3 of 3 )
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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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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
EEO1 C - Compensation by Job Category (1 of 2)
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• Dashboard – US Statutory Compliance• Page – EEO Audit
• Source:• Human Resources - US Statutory Compliance Subject Area
EEO1 C - Compensation by Job Category(2 of 2)
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US Statutory Compliance Reports VET 100
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VET 100
• 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.
Federal Veterans Employee Report - VETS 100 (1 of 3)
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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 (2 of 3)
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Federal Veterans Employee Report - VETS 100 (3 of 3)
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• 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
Max and Min - VETS 100
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
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
• 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:
Federal Veterans Employee Report - VETS 100 - State Consolidated (1 of 3)
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• Location:• Dashboard – US Statutory Compliance• Page – VETS 100
• Source:• Human Resources - US Statutory Compliance Subject Area
Federal Veterans Employee Report - VETS 100 - State Consolidated (2 of 3)
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Federal Veterans Employee Report - VETS 100 - State Consolidated (3 of 3)
The information contained in this document is subje ct to change without notice. This document is not w arranted 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:
Max and Min - VETS 100 - State
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• User Focus: • HR Compliance Analyst
• Location:• Dashboard – US Statutory Compliance• Page – VETS 100
• Source:• Human Resources - US Statutory Compliance
Subject Area
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 subje ct to change without notice. This document is not w arranted to be error free.
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US Statutory Compliance Reports AAP
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AAP
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:
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance Subject Area
AAP - Job Group Summary Analysis (2 of 2)
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AAP - Hire Summary Listing(1 of 2)• 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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Page – AAP• Source:
• Human Resources - US Statutory Compliance Subject Area
AAP - Hire Summary Listing(2 of 2)
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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 subje ct to change without notice. This document is not w arranted to be error free.
AAP - Termination Summary Listing –Voluntary (1 of 3)
• 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:
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• Location:• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance Subject Area
AAP - Termination Summary Listing –Voluntary (2 of 3)
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AAP - Termination Summary Listing –Voluntary (3 of 3)
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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
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.
• HR Compliance Analyst• Location:
• Dashboard – US Statutory Compliance• Page – AAP
• Source:• Human Resources - US Statutory Compliance
Subject Area
AAP - Termination Summary Listing –Involuntary (1 of 2)
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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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted 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 subje ct to change without notice. This document is not w arranted to be error free.
The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.