Core HR defines seven reports with explicit populations and dates. Review the coverage, cutoff and permitted audience before using a result. A future hire is not current headcount, and an incomplete document record is not a legal conclusion.
This quarter
How far records got this quarter
| Stage | Reached | Step | |
|---|---|---|---|
| Planned | 38 | ||
| Active | 17 | 45% | |
| On leave | 3 | 18% | |
| Ended | 1 | 33% |
Sample counts per stage
Count distinct people with applied active or on-leave employment at the stated local cutoff. Group them by the organization that applied then. Keep pending starts, ended employment and vacant position capacity separate, and compare like-for-like historical cutoffs.
Relate reviewed separation episodes to the time-weighted employed population over the same period. Preserve corrected events and subsequent rehires without erasing earlier separations. Missing or zero denominators remain unavailable; sensitive reasons and small groups have additional restrictions.
Measure a vacancy episode from opening to the actual effective assignment that filled it. An internal transfer uses its assignment date, not the transferee’s first hire date. Show open, frozen and withdrawn episodes separately from completed fills.
Use current employment-spell tenure at the cutoff, with clear, nonoverlapping bands and historical organization dimensions. Earlier service and breaks remain in the history. The first-ever hire date is useful context but does not silently replace the stated tenure basis.
Show direct employed reports for each eligible manager, with indirect descendants separately identified. Vacancies, future starts and duplicate hierarchy traversal do not inflate the result. Invalid reporting cycles must be resolved before publication.
Reconcile earned and carried-in days, actual use, future reservations, corrections, expiry and availability for the stated policy and year. Approval retains the reservation. Moving a day from reserved to taken does not spend it twice. Carrying unused days into another year does not make them newly earned in both years.
Find missing, pending, expired, revoked or overdue evidence against the configured document and policy requirements. Retain the exact requirement version, owner and due date. Superseded or no-longer-applicable obligations stay traceable without appearing as current missing evidence. The report supports recordkeeping follow-up; it does not certify eligibility, complete a filing or determine legal compliance.
Frozen snapshots preserve the population and organization used for a report, including reviewed successor versions for later corrections. Current permissions still govern retrieval. The peer directory contains safe names, titles and reporting relationships; restricted HR analysis and sensitive reasons are separate. No report implies a promised workforce outcome or universal benchmark.
Start free, then use Proto to change fields, steps and approvals before your team goes live.