HR reporting
Understand your workforce with clear reporting periods, effective history and protected employee information.
ExpirationDate >= todaynext 60 daysStatusVerifiedExpiringSoon
Know who is included in the result
A headcount report uses distinct employed people at its effective boundary. Active employees and eligible people on leave belong to the employed population. Pending future hires, reserved future assignments and ended employment episodes remain separate.
Organization dimensions follow the effective history for that period. Moving someone to another department today cannot move their earlier employment or separation into that department’s historical results. Coverage and late-data corrections are disclosed rather than filled with assumed facts.
Frozen organization snapshots retain the complete population, source versions and protected dimensions. A later replacement snapshot can address reviewed corrections while preserving the earlier captured evidence. Current worklists and historical snapshots therefore answer different, clearly dated questions.
last 30 daysdue todayStatusActiveOnLeaveEnded
Connect a result to the work behind it
Headcount by Location and Org Chart by Department provide defined current or as-of projections. My Team offers Manager a safe operational view of the current reporting chain. HR can follow permitted detail into employment episodes, assignments, changes and their approval evidence.
Open Positions and Incomplete Onboarding distinguish staffing plans from current employment. Recent Hires (last 30 days) and Recent Terminations (last 30 days) use bounded past ranges, so future scheduled events do not appear as completed activity.
Upcoming Work Anniversaries uses the configured current-spell basis, including year boundaries and the employer’s leap-day rule. It does not silently combine service before and after a rehire break. The appropriate audience receives only the permitted employee information.
StatusPendingOverdue
Keep comparisons useful and private
| Reporting question | Basis that must stay consistent |
|---|---|
| How many people were employed? | Effective employment population and cutoff |
| How quickly were seats filled? | Vacancy episode and actual assignment start |
| How much leave remains? | Leave-year buckets and reserved daily fractions |
| Which obligations need action? | Applicable requirement or assigned policy version |
Sensitive employee reasons and small-group detail follow the approved reporting restrictions. Manager access does not disclose medical files, identity data, home addresses or dependent information through a chart or export. Peer directory views use only safe names, titles and reporting relationships.
Technical Admin access does not confer universal HR-report access. The same subject, entity, classification and purpose checks apply to source records, downloaded files and captured snapshot content. A saved report is not an independent permission grant.
Terminationlast 30 daysdue todayApplied
| Employee | Effective Date | From Department | From Manager | Separation Class |
|---|---|---|---|---|
| WC | 26 Aug | DPR-110 | DR | Voluntary |
| HE | 01 Sep | DPR-150 | VY | Involuntary |
| AH | 05 Sep | DPR-110 | TH | Retirement |
| FW | 08 Sep | DPR-140 | WV | EndOfContract |
| LL | 22 Aug | DPR-120 | SA | Other |
| XJ | 04 Sep | DPR-120 | ME | Voluntary |
Begin with reconciled historical evidence
Migration preserves verified person and employment-episode identities, dated assignments, organizational history and accepted document or policy obligations. Opening leave balances retain their net buckets and reserved-day details. Historical events cannot be posted again as fresh employment, leave or notification effects.
HR Manager prepares and independently reviews the domain reconciliation through separate actual people. Any required Admin technical sign-off remains additional. Unresolved external account or handoff requests carry their original identities into follow-up rather than being treated as completed during import.
Core HR reports employee and organization facts. Compensation, payroll charges, recruiting funnel metrics and accounting journals remain outside this reporting contract; configured consumers can receive their permitted reference data through reviewed mappings.
DepartmentTreeOrgDirectory
| Department | Manager Tree | Headcount | As Of |
|---|---|---|---|
| DPR-120 | MT-623 | 35 | 25 Sep |
| DPR-140 | MT-104 | 34 | 24 Sep |
| DPR-150 | MT-525 | 15 | 11 Sep |
| DPR-130 | MT-912 | 23 | 08 Sep |
| DPR-140 | MT-922 | 13 | 27 Sep |
| DPR-150 | MT-381 | 9 | 13 Sep |
Modules
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Employee records
Keep employee information current, give people useful self-service and protect their private details.
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Organization & positions
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
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Employee changes
Review employee changes, apply them on the right date and preserve the history behind every decision.
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Leave management
Calculate leave from each person's work pattern and keep requests, approvals and balances in agreement.
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Onboarding & offboarding
Coordinate the practical work around an employee's arrival, move or departure and verify what is complete.
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Documents & policies
Keep required employee evidence and policy acknowledgments current, with access matched to the information.
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HR reporting
Understand your workforce with clear reporting periods, effective history and protected employee information.
Reports
All reportsHeadcount
Distinct people with applied Active/OnLeave employment at the exact entity-local cutoff, grouped by effective division/department/location/type and compared with the same cutoff three months earlier. Pending/future/unapplied starts, ended spells and vacant capacity are separate; seat reservations never count as employed people. Frozen OrgChartSnapshots identify full membership/dimensions and late-data successor versions.
Turnover Rate
Effective nonvoid separation episodes in a bounded interval, classified by reviewed SeparationClass, divided by time-weighted distinct employed headcount over that same interval times100. Rehire is another episode, not erasure of separation. Voluntary/involuntary/other populations and duplicate/corrected events reconcile; zero/incomplete denominator is unavailable. Regrettable is optional reviewed HR-only data, not inferred from leave or performance. Sensitive reasons and small-group slices require restricted purpose/thresholds.
Time-to-Fill
Calendar days from each VacancyEpisodes.OpenedAt to the corresponding actual effective FilledAt, by frozen opening/fill department, job family and location. A transferred long-tenured employee fills the vacancy on the assignment date; original hire date is irrelevant. Open/frozen/withdrawn episodes are disclosed separately, with elapsed unresolved duration not mixed into completed averages. This reports seat occupancy, not recruiting funnel time.
Tenure Distribution
Current-spell tenure at cutoff for employed people in nonoverlapping bands [0,1), [1,3), [3,5), [5,10), [10,infinity) years, with median and historical organization dimensions. Breaks between spells are excluded; OriginalHireDate is a separate first-hire context, never silently substituted. Leap-day anniversaries follow the explicit entity rule.
Leave Utilization
Within a disclosed leave year/type/entity day-unit basis, reconcile posted earned and carry-in amounts, taken, unconsumed reservations, corrections, expiry and available/advance authority. Show actual used days separately from future commitments; never sum the same closed-year carryout and new-year carry-in as newly earned leave. No medical inference or universal statutory/sick-leave norm; any operational comparison policy is reviewed and privacy-limited.
Compliance Gaps
Current configured DocumentAssignments and PolicyAssignments missing/pending/expired/revoked/overdue evidence, with exact requirement/version, permitted owner and due date. Waived/superseded/no-longer-applicable obligations remain traceable and do not count as missing current evidence. This measures recordkeeping against configured rules; it is not a legal compliance finding, completed filing or right-to-work certification.
Org Span-of-Control
Direct employed-report count for each eligible employed manager at cutoff, with separate indirect descendants and effective reviewed target bands. Future/ended employees, vacant capacity and duplicate traversal do not inflate counts. Cycle/self-manager violations block publication; peer directory exposes only the safe name/title/tree projection, while restricted small-group reporting follows HR purpose rules.
Roles and permissions
The HR Manager/HRBP domain role owns employee lifecycle, organization, policy and protected HR work within explicit employer/department grants.
Uses the authenticated self-service identity and narrowly assigned tasks; peer directory visibility contains only names, titles and manager relationships. Manager tree access is calculated at request time from applied effective assignments and valid grants. It is cycle-safe, restricted by employer and allowed scope, and does not bypass document/field classification on joins, notifications, exports, snapshots or private-object retrieval. Services have named action scopes and cannot supply a human decision. A grant can reduce/temporarily delegate allowed preparation but cannot invent a role or bypass actual-person conflict checks.
Related processes
Employee onboarding
Prepare a complete employee record, coordinate the work and confirm readiness before employment starts.
5 stages · 2 approvals
Employee change
Review promotions, transfers and employment changes with a clear effective date and complete history.
6 stages · 1 approval
Leave request to balance
Request time off, route the decision and reconcile reserved, taken and cancelled days.
7 stages · 3 approvals