Profile indicators

​1. The Employee Dashboard: Personal Accountability & Transparency ​The Focus: Self-monitoring, transparency, and balance. Employees need visibility over their own data to avoid disciplinary triggers and manage their earned leave. ​Key Indicators & Features: ​Personal Attendance Scorecard: Clean visual indicators showing their individual punctuality rate, monthly lateness minutes, and remaining balance for annual/sick leave. ​Bradford/Absence Self-Check: A subtle personal indicator showing where they stand relative to company thresholds, preventing surprise disciplinary actions. ​Self-Service Discrepancy Log: Quick interface to view biometric/RFID punch errors and submit missed-punch justification requests directly to their manager. ​2. The Line Manager / Supervisor Dashboard: Operational Readiness & Team Flow ​The Focus: Daily staffing levels, immediate shift coverage, and spotting short-term disruption trends early. ​Key Indicators & Features: ​Real-Time Presence vs. Rostered Headcount: Instant morning widget showing who is on-site, who is late, and who is unexpectedly absent. ​Team Disruption Alerts: Highlighting short-term absence spikes or recurring patterns (e.g., recurring Monday absences) within their specific reporting line. ​Pending Manager Tasks: Action-oriented counters for uncompleted "Back-to-Work" interviews and approval queues for subordinate leave or punch corrections. ​3. The HR Manager Dashboard: Strategic Risk, Cost & Compliance ​The Focus: Macro-level trends, financial liability, legal exposure, and department-wide policy enforcement. ​Key Indicators & Features: ​Company-Wide GAR & AFR Trends: Macro charts tracking Gross Absence Rate and Absence Frequency Rate across different departments or branches. ​Cost of Absenteeism Financial Widget: Real-time financial calculations tracking the direct and indirect monetary impact of lost productivity per department. ​Compliance & Dispute Risk Queue: High-priority flags for employees crossing critical threshold limits, automatically linking HR to the correct legal pathway (formal incapacity counseling or disciplinary inquiry frameworks).