Performance Metrics

Learn how to track, understand, and improve employee performance using the Performance Metrics feature in the Shifts application.

Overview

The Performance Metrics feature in Shifts provides comprehensive insights into employee performance, attendance patterns, and work quality. This powerful tool helps managers make data-driven decisions, identify top performers, and provide targeted coaching to team members who need additional support.

Accessing Performance Metrics

You can access Performance Metrics through several areas of the application:

1. Employee Dashboard: Individual employees can view their own performance metrics in the Performance section of their dashboard.
2. Manager Dashboard: Managers can access team-wide performance data through the Business Intelligence section.
3. Workforce Analytics: For a comprehensive view of your entire workforce, navigate to Business Intelligence > Workforce Analytics.

Key Performance Indicators

The Performance Metrics system tracks several important indicators:

Attendance Rate

This metric measures how consistently an employee shows up for their scheduled shifts. The attendance rate is calculated as:

Attendance Rate = (Shifts Attended / Total Scheduled Shifts) × 100%

A high attendance rate (95%+) indicates excellent reliability, while lower rates may signal potential issues that require attention.

On-Time Rate

This metric tracks how often an employee arrives on time for their shifts. The on-time rate is calculated as:

On-Time Rate = (On-Time Shifts / Total Attended Shifts) × 100%

This helps managers identify punctuality concerns and address them before they impact operations.

Performance Rating

Managers can rate employee performance on a scale of 1-5:

• 5 - Exceptional: Consistently exceeds expectations
• 4 - Above Average: Often exceeds expectations
• 3 - Satisfactory: Meets all job requirements
• 2 - Needs Improvement: Occasionally fails to meet requirements
• 1 - Poor: Frequently fails to meet job requirements

These ratings contribute to an employee’s average performance score.

Performance Trend

The system automatically calculates performance trends over time, categorizing them as:

• Improving: Performance metrics are trending upward
• Steady: Performance metrics remain consistent
• Declining: Performance metrics are trending downward

This helps identify both positive momentum and potential issues that require attention.

Viewing Employee Performance

Individual Employee View

When viewing an individual employee’s performance:

1. Navigate to the employee’s profile
2. Select the “Performance” tab
3. View detailed metrics including:
   • Attendance and on-time percentages
   • Average performance rating
   • Performance trend
   • Historical performance data

Team Performance Dashboard

For a team-wide performance overview:

1. Go to Business Intelligence > Workforce Analytics
2. View the Performance Metrics section for aggregated team data
3. Use the interactive charts to identify patterns and outliers
4. Filter data by date range, department, or location

Using Performance Data Effectively

Setting Performance Goals

Use performance metrics to set clear, measurable goals:

1. Identify realistic improvement targets based on historical data
2. Create personalized goals for each team member
3. Track progress over time using the performance trend indicators

Employee Coaching

Performance metrics provide objective data for coaching conversations:

1. Highlight specific metrics where improvement is needed
2. Recognize positive trends and achievements
3. Develop targeted action plans for areas that need attention
4. Schedule follow-up meetings to review progress

Team Recognition

Identify and celebrate top performers:

1. Use attendance and performance ratings to identify exceptional employees
2. Recognize improving performance trends, not just consistently high metrics
3. Share performance success stories to motivate the entire team

Best Practices

For optimal results when using Performance Metrics:

1. Be Consistent: Rate all employees using the same standards
2. Provide Context: Consider external factors that may affect performance
3. Focus on Trends: Look for patterns over time rather than isolated incidents
4. Combine with Qualitative Feedback: Supplement metrics with detailed feedback
5. Regular Reviews: Review metrics regularly, ideally monthly or quarterly

Related Resources

• Performance Reviews
• Attendance Records
• Shift Swapping

This article should be updated when:

1. The metrics interface changes
2. New performance indicators are added
3. Changes to how metrics are calculated
4. Updates to the performance rating system