Operational assessment of the employee
Each employee's record includes an operational assessment: an automatic diagnosis that interprets their real behaviour and translates it into conclusions about performance, stability and potential within the team.
It is the tool for identifying talent, operational risks and opportunities for improvement using objective criteria, rather than the impression of the nearest manager.
What it is not: a single promotion score
What does exist is the operational assessment described in this article, which includes a promotion candidate signal when the employee's behaviour justifies it. It is a qualitative conclusion derived from their pattern, not a number that can be sorted in a table.
What the employee's record shows
The operational profile is built on the employee's behaviour pattern and is organised into two blocks.
Operational data
How the person works in terms of schedules, workload and consistency of their records:
| Indicator | What it shows |
|---|---|
| Average operational schedule | The usual start and finish times |
| Weekly hours load | The volume of work per week |
| Schedule dispersion | How much their entry and exit times vary |
| Cost per hour worked | The unit cost based on the configured rate |
| Cost per workday | The average cost of a working day |
| Cost per output | The cost weighted by the effectiveness observed |
| Return on cost invested | What is obtained for each unit of cost |
| Accumulated cost | The total for the period |
| Confidence level | How much the calculated pattern can be trusted |
| Data volume | How many observations support it |
| Total experience | The person's accumulated track record |
| Main responsibility and occupation | Their predominant role and position |
This data helps to understand the employee's operational stability, the real use of their time and the reliability of the information recorded in their workdays.
Weekly dispersion of entry and exit
A comparison showing the level of real variability in entry and exit times across the week. It is a useful reading: very high dispersion usually indicates a planning problem at the site rather than with the person.
How to consult it
- Go to Employees in the side menu.
- Open the employee's record.
- Consult the operational profile section.
If the employee has not yet accumulated enough workdays, the record says so explicitly instead of showing an unreliable profile: *there is not enough data collected to carry out an analysis of the work profile*.
How to use this information in personnel decisions
Three warnings about the use of this data, worth keeping in mind:
Compare the person with themselves before comparing them with others. The Operations dashboard measures precisely how much the site influences the performance of those who pass through it. An employee with modest indicators at a site that *wears down those who pass through it* is not necessarily a modest employee.
Look at the confidence level before the indicator. A figure calculated over few workdays does not support a decision about anybody's career.
These indicators describe the environment and the use of time, not professional worth. They do not measure the quality of the work carried out; that is what task validation and rating are for.