HR Absence & Accrual Facts Report

Application Name
Human Resources
Table Name
Absence & Workforce Deployment Facts
Human Resources
Absence & Workforce Deployment Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence Facts
Human Resources
Absence MTD Facts
Human Resources
Absence MTD Facts
Human Resources
Absence MTD Facts
Human Resources
Absence QTD Facts
Human Resources
Absence QTD Facts
Human Resources
Absence QTD Facts
Human Resources
Absence YTD Facts
Human Resources
Absence YTD Facts
Human Resources
Absence YTD Facts
Human Resources
Accrual Balance Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Accrual Balance MAGO Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Accrual Balance QAGO Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Accrual Balance YAGO Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual Event Facts
Human Resources
Accrual MTD Facts
Human Resources
Accrual MTD Facts
Human Resources
Accrual MTD Facts
Human Resources
Accrual MTD Facts
Human Resources
Accrual MTD Facts
Human Resources
Accrual MTD Facts
Human Resources
Accrual MTD Facts
Human Resources
Accrual MTD Facts
Human Resources
Accrual QTD Facts
Human Resources
Accrual QTD Facts
Human Resources
Accrual QTD Facts
Human Resources
Accrual QTD Facts
Human Resources
Accrual QTD Facts
Human Resources
Accrual QTD Facts
Human Resources
Accrual QTD Facts
Human Resources
Accrual QTD Facts
Human Resources
Accrual YTD Facts
Human Resources
Accrual YTD Facts
Human Resources
Accrual YTD Facts
Human Resources
Accrual YTD Facts
Human Resources
Accrual YTD Facts
Human Resources
Accrual YTD Facts
Human Resources
Accrual YTD Facts
Human Resources
Accrual YTD Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Achievements Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Applicant Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Enrollment Facts
Human Resources
Frozen Snapshot Deployment Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Frozen Snapshot Performance Facts
Human Resources
Frozen Snapshot Performance Facts
Human Resources
Frozen Snapshot Salary Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Frozen Snapshot Time in Service Facts
Human Resources
Frozen Snapshot Time in Service Facts
Human Resources
Frozen Snapshot Workforce Event Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Gains and Losses Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Headcount and FTE Facts
Human Resources
Human Resources
Human Resources
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Headcount Facts
Human Resources
Learning Calendar Facts
Human Resources
Learning Calendar Facts
Human Resources
Model Requirements Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Other Payroll Facts
Human Resources
Other Payroll Facts
Human Resources
Other Payroll Facts
Human Resources
Other Payroll Facts
Human Resources
Other Payroll Facts
Human Resources
Payroll Balance Detail Facts
Human Resources
Human Resources
Human Resources
Payroll Deduction Balance Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Payroll Deduction Balance MTD Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Payroll Deduction Balance QTD Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Payroll Deduction Balance YAGO Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Payroll Deduction Balance YTD Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Payroll Earning Balance Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Payroll Earning Balance MTD Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Payroll Earning Balance QTD Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Payroll Earning Balance YAGO Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Payroll Earning Balance YTD Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Processed Time Costing Facts
Human Resources
Human Resources
Human Resources
Human Resources
Processed Time Coverage Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Quality of Hire Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Recruitment Cycle Time Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Recruitment Event Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Recruitment Ratio Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Requisition Facts
Human Resources
Span of Control Facts
Human Resources
Human Resources
Human Resources
Time Card Costing Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Time Card Coverage Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Time Card Monitoring Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Time in Service Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Workforce Deployment Fact Indicators
Human Resources
Workforce Deployment Fact Indicators
Human Resources
Workforce Deployment Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Workforce Deployment YAGO Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Workforce Event Fact Indicators
Human Resources
Workforce Event Fact Indicators
Human Resources
Workforce Event Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Workforce Event YAGO Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Workforce Financial Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Workforce Performance Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Workforce Salary Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Workforce Salary Facts YAGO
Human Resources
Human Resources
Human Resources
Workforce Time in Service Facts
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Human Resources
Workforce Time in Service YAGO Facts
Human Resources
Human Resources
Presentation Column Name

% Frequency Rate
Average Absence Days per Employee
# Absence Occurrences
Absence (Days)
Absence (Hours)
Absence FTE
Absence Headcount
Bradford Score by Month
Days Notification
Notified Absence (Days)
Notified Absence (Hours)
Unnotified Absence (Days)
Unnotified Absence (Hours)
# Absence Occurrences MTD
Absence (Days) MTD
Absence (Hours) MTD
# Absence Occurrences QTD
Absence (Days) QTD
Absence (Hours) QTD
# Absence Occurrences YTD
Absence (Days) YTD
Absence (Hours) YTD
Accrual Balance (Days)
Accrual Balance (Hours)
Accrual Eligibility Flag
Accrual Liability Amount

Accrual Liability Amount (Local Currency)
Maximum Accrual Balance (Days)
Maximum Accrual Balance (Hours)
Maximum Balance Reached Flag
Net Entitlement (Days)
Net Entitlement (Hours)
Previous Accrual Balance (Days)
Previous Accrual Balance (Hours)
Accrual Balance (Days) MAGO
Accrual Balance (Hours) MAGO
Accrual Liability Amount (Local Currency) MAGO
Accrual Liability Amount MAGO
Net Entitlement (Days) MAGO
Net Entitlement (Hours) MAGO
Accrual Balance (Days) QAGO
Accrual Balance (Hours) QAGO
Accrual Liability Amount (Local Currency) QAGO
Accrual Liability Amount QAGO
Net Entitlement (Days) QAGO
Net Entitlement (Hours) QAGO
Accrual Balance (Days) YAGO
Accrual Balance (Hours) YAGO
Accrual Liability Amount (Local Currency) YAGO
Accrual Liability Amount YAGO
Net Entitlement (Days) YAGO
Net Entitlement (Hours) YAGO

Absence Taken (Days)
Absence Taken (Hours)
Accrual Headcount
Accrued (Days)
Accrued (Hours)
Bought (Days)
Bought (Hours)
Carryover (Days)
Carryover (Hours)
Sold (Days)
Sold (Hours)
Absence Taken (Days) MTD
Absence Taken (Hours) MTD
Accrued (Days) MTD
Accrued (Hours) MTD
Bought (Days) MTD
Bought (Hours) MTD
Sold (Days) MTD
Sold (Hours) MTD
Absence Taken (Days) QTD
Absence Taken (Hours) QTD
Accrued (Days) QTD
Accrued (Hours) QTD
Bought (Days) QTD
Bought (Hours) QTD
Sold (Days) QTD

Sold (Hours) QTD
Absence Taken (Days) YTD
Absence Taken (Hours) YTD
Accrued (Days) YTD
Accrued (Hours) YTD
Bought (Days) YTD
Bought (Hours) YTD
Sold (Days) YTD
Sold (Hours) YTD
# Certifications Gap
# Certifications Match
# Competency Gap
# Competency Match
# Competency Match (Above Expectation)
# Competency Match (As Expected)
# Competency Match (Below Expectation)
# Critical Certifications Gap
# Critical Certifications Match
# Critical Competency Gap
# Critical Competency Match
# Critical Degree Gap
# Critical Degree Match
# Critical Honors Gap
# Critical Honors Match
# Critical Language Gap
# Critical Language Match

# Critical Membership Gap
# Critical Membership Match
# Critical Other Content Items Gap
# Critical Other Content Items Match
# Degree Gap
# Degree Match
# Honors Gap
# Honors Match
# Language Gap
# Language Match
# Language Match - Reading (Above Expectation)
# Language Match - Reading (As Expected)
# Language Match - Reading (Below Expected)
# Language Match - Speaking (Above Expectation)
# Language Match - Speaking (As Expected)
# Language Match - Speaking (Below Expected)
# Language Match - Writing (Above Expectation)
# Language Match - Writing (As Expected)
# Language Match - Writing (Below Expected)
# Mandatory Certifications Gap
# Mandatory Certifications Match
# Mandatory Competency Gap
# Mandatory Competency Match
# Mandatory Degree Gap
# Mandatory Degree Match
# Mandatory Honors Gap

# Mandatory Honors Match
# Mandatory Language Gap
# Mandatory Language Match
# Mandatory Membership Gap
# Mandatory Membership Match
# Mandatory Other Content Items Gap
# Mandatory Other Content Items Match
# Membership Gap
# Membership Match
# Other Content Items Gap
# Other Content Items Match
# Talent Content Item Match
# Talent Content Items Gap
% Certifications Match - Weighted
% Certifications Matches
% Competency Match - Weighted
% Competency Matches
% Degree Match - Weighted
% Degree Matches
% Honors Match - Weighted
% Honors Matches
% Language Match - Weighted
% Language Matches
% Language Reading Match
% Language Speaking Match
% Language Writing Match

% Membership Match - Weighted
% Membership Matches
% Other Matches
% Others Match - Weighted
% Overall Match
% Overall Match - Weighted
Headcount
Headcount (Talent Profile)

Model Competency Normalized Rating
Model Normalized Rating (Achieved)
Model Reading Proficiency Normalized Rating
Model Speaking Proficiency Normalized Rating
Model Writing Proficiency Normalized Rating
Normalized Potential Rating
Person Competency Normalized Rating
Person Normalized Rating
Person Reading Proficiency Normalized Rating
Person Speaking Proficiency Normalized Rating
Person Writing Proficiency Normalized Rating
Applicant Age
Applicant Contingent Worker Count
Applicant Contingent Worker Count (Period Begin)
Applicant Contingent Worker Count (Period End)
Applicant Count
Applicant Count (Period Begin)

Applicant Count (Period End)
Applicant Employee Count
Applicant Employee Count (Period Begin)
Applicant Employee Count (Period End)
Applicant Ex Employee Count
Applicant Ex Employee Count (Period Begin)
Applicant Ex Employee Count (Period End)
Applicant New Count
Applicant New Count (Period Begin)
Applicant New Count (Period End)
Interview Score
Screening Score
Average Enrollment Wait Time (Day)
Average Score
Course Passed Count
Course Required Count
Delivered Training Hours
Enrollment Count
Enrollment Wait Time (Days)
Event Count
Internal Learner Count
Score
Successful Completion Count
Successful Completion Rate
Successful Enrollment Count
Successful Enrollment Rate

Unique Employee Count
% Manager Headcount (Frozen Snapshot)
Active FTE (Frozen Snapshot)
Active Headcount (Frozen Snapshot)
Active Headcount (Frozen Snapshot) YAGO
Average Age in Years (Frozen Snapshot)
Average Standard Daily Hours (Frozen Snapshot)
Average Standard Monthly Hours (Frozen Snapshot)
Contingent Worker FTE (Frozen Snapshot)
Contingent Worker Headcount (Frozen Snapshot)
Employee FTE (Frozen Snapshot)
Employee Headcount (Frozen Snapshot)
Manager Headcount (Frozen Snapshot)
Average Performance Previous Rating (Frozen Snapshot)
Average Performance Rating (Frozen Snapshot)
Average Annual Base Salary (Snapshot)
Average Compa-ratio (Frozen Snapshot)
Average Hourly Rate (Frozen Snapshot)
Full-time Annual Base Salary (Frozen Snapshot)
Mid Annual Base Salary Range (Frozen Snapshot)
Min Annual Base Salary Range (Frozen Snapshot)
Length of Service in Months (Frozen Snapshot)
Length of Service in Years (Frozen Snapshot)
Assignment End Event Count (Frozen Snapshot)
Assignment Start Event Count (Frozen Snapshot)
Assignment Status Change Count (Frozen Snapshot)

Contingent Worker Placement End Count (Frozen Snapshot)
Department Change Count (Frozen Snapshot)
Employee Termination Count (Frozen Snapshot)
FTE Change Event Count (Frozen Snapshot)
FTE Gain Event Count (Frozen Snapshot)
FTE Loss Event Count (Frozen Snapshot)
Grade Change Count (Frozen Snapshot)
Headcount Change Event Count (Frozen Snapshot)
Headcount Gain Event Count (Frozen Snapshot)
Headcount Loss Event Count (Frozen Snapshot)
Hire Event Count (Frozen Snapshot)
Job Change Count (Frozen Snapshot)
Location Change Count (Frozen Snapshot)
Performance Rating Change Count (Frozen Snapshot)
Position Change Count (Frozen Snapshot)
Rehire Count (Frozen Snapshot)
Reorganization Count (Frozen Snapshot)
Termination Count (Frozen Snapshot)
Transfer Count (Frozen Snapshot)
FTE Gain
FTE Gain Global Transfer
FTE Gain Hire
FTE Gain Reorganization
FTE Gain Supervisor Change
FTE Gain Transfer
FTE Loss
FTE Loss Global Transfer
FTE Loss Reorganization
FTE Loss Supervisor Change
FTE Loss Termination
FTE Loss Transfer
Headcount Gain
Headcount Gain Global Transfer
Headcount Gain Hire
Headcount Gain Reorganization
Headcount Gain Supervisor Change
Headcount Gain Transfer
Headcount Loss
Headcount Loss Global Transfer
Headcount Loss Reorganization
Headcount Loss Supervisor Change
Headcount Loss Termination
Headcount Loss Transfer
FTE(Period Begin)
FTE(Period End)
Headcount(Period Begin)
Headcount(Period End)
Active Headcount
Active Headcount of Employees Eligible for Bonus
Average Employee Served Time (Days)
Average Service (Days)
Contingent Worker Headcount

Contingent Worker Placement Start Count
Dissatisfied Termination Count
Employee Headcount
Employee Hire Count
Employee Involuntary Termination Count
Employee Voluntary Termination Count
Female Employee Headcount

Full-Time Employee Headcount
Full-Time Employee Headcount Ratio
High Performance Employee Active Headcount
Hire Count
Male Employee Headcount
Manager Headcount
Non-Supervisor Headcount
Promotion Count
Supervisor Employee Headcount Ratio
Supervisor Headcount
Temporary Employee Headcount
Training Days
Training Hours
# Required Certifications
# Required Competencies
# Required Content Items
# Required Degrees
# Required Honors
# Required Languages
# Required Memberships
# Required Other Content Items
# of Employees Paid
# of Employees Paid MTD
# of Employees Paid QTD
# of Employees Paid YAGO
# of Employees Paid YTD
Balance Amount
Balance Amount (Local Currency)
Balance Level
Benefits Total Employee Cost
Benefits Total Employee Cost (Local Currency)
Benefits Total Employer Cost
Benefits Total Employer Cost (Local Currency)
Healthcare Employer Contributions
Healthcare Employer Contributions (Local Currency)
Involuntary Deductions
Involuntary Deductions (Local Currency)

Pension Employee Contributions
Pension Employee Contributions (Local Currency)
Pension Employer Contributions
Pension Employer Contributions (Local Currency)
Post-Tax Deductions
Post-Tax Deductions (Local Currency)
Pre-Tax Deductions
Pre-Tax Deductions (Local Currency)
Social Insurance Cost Employee
Social Insurance Cost Employee (Local Currency)
Social Insurance Cost Employer
Social Insurance Cost Employer (Local Currency)
Total Deductions
Total Deductions (Local Currency)
Total Taxes Employee
Total Taxes Employee (Local Currency)
Total Taxes Employer
Total Taxes Employer (Local Currency)
Voluntary Deductions
Voluntary Deductions (Local Currency)
Benefits Total Employee Cost MTD
Benefits Total Employer Cost MTD
Healthcare Employer Contributions MTD
Involuntary Deductions MTD
Pension Employee Contributions MTD
Pension Employer Contributions MTD
Post-Tax Deductions MTD
Pre-Tax Deductions MTD
Social Insurance Cost Employee MTD
Social Insurance Cost Employer MTD
Total Deductions MTD
Total Taxes Employee MTD
Total Taxes Employer MTD

Voluntary Deductions MTD
Benefits Total Employee Cost QTD
Benefits Total Employer Cost QTD
Healthcare Employer Contributions QTD
Involuntary Deductions QTD
Pension Employee Contributions QTD
Pension Employer Contributions QTD
Post-Tax Deductions QTD
Pre-Tax Deductions QTD
Social Insurance Cost Employee QTD
Social Insurance Cost Employer QTD
Total Deductions QTD
Total Taxes Employee QTD
Total Taxes Employer QTD
Voluntary Deductions QTD
Benefits Total Employee Cost YAGO
Benefits Total Employer Cost YAGO
Healthcare Employer Contributions YAGO
Involuntary Deductions YAGO
Pension Employee Contributions YAGO
Pension Employer Contributions YAGO
Post-Tax Deductions YAGO
Pre-Tax Deductions YAGO
Social Insurance Cost Employee YAGO
Social Insurance Cost Employer YAGO
Total Deductions YAGO

Total Taxes Employee YAGO
Total Taxes Employer YAGO
Voluntary Deductions YAGO
Benefits Total Employee Cost YTD
Benefits Total Employer Cost YTD
Healthcare Employer Contributions YTD
Involuntary Deductions YTD
Pension Employee Contributions YTD
Pension Employer Contributions YTD
Post-Tax Deductions YTD
Pre-Tax Deductions YTD
Social Insurance Cost Employee YTD
Social Insurance Cost Employer YTD
Total Deductions YTD
Total Taxes Employee YTD
Total Taxes Employer YTD
Voluntary Deductions YTD
Average Base Pay
Average Base Pay (Local Currency)
Average Bonus Pay
Average Bonus Pay (Local Currency)
Average Gross Pay
Average Gross Pay (Local Currency)
Average Variable Pay
Average Variable Pay (Local Currency)
Base Pay
Base Pay (Local Currency)
Bonus Pay
Bonus Pay (Local Currency)
Commission Pay
Commission Pay (Local Currency)
Gross Pay
Gross Pay (Local Currency)
Holiday Hours
Holiday Pay
Holiday Pay (Local Currency)
Net Pay
Net Pay (Local Currency)
Other Pay
Other Pay (Local Currency)
Overtime Hours
Overtime Pay
Overtime Pay (Local Currency)
Overtime Percentage
Regular Hours
Regular Pay
Regular Pay (Local Currency)
Sick Hours
Sick Pay
Taxable Benefits
Taxable Benefits (Local Currency)
Total Earnings
Total Earnings (Local Currency)
Vacation Hours
Vacation Pay
Variable Pay
Variable Pay (Local Currency)
Base Pay MTD
Bonus Pay MTD
Commission Pay MTD
Gross Pay MTD
Holiday Hours MTD
Holiday Pay MTD
Net Pay MTD
Other Pay MTD
Overtime Hours MTD
Overtime Pay MTD
Regular Hours MTD
Regular Pay MTD
Sick Hours MTD
Sick Pay MTD
Total Earnings MTD
Vacation Hours MTD
Vacation Pay MTD
Variable Pay MTD
Vested Stock Value MTD
Base Pay QTD
Bonus Pay QTD

Commission Pay QTD
Gross Pay QTD
Holiday Hours QTD
Holiday Pay QTD
Net Pay QTD
Other Pay QTD
Overtime Hours QTD
Overtime Pay QTD
Regular Hours QTD
Regular Pay QTD
Sick Hours QTD
Sick Pay QTD
Total Earnings QTD
Vacation Hours QTD
Vacation Pay QTD
Variable Pay QTD
Vested Stock Value QTD
Base Pay YAGO
Bonus Pay YAGO
Commission Pay YAGO
Gross Pay YAGO
Holiday Hours YAGO
Holiday Pay YAGO
Net Pay YAGO
Other Pay YAGO
Overtime Hours YAGO

Overtime Pay YAGO
Regular Hours YAGO
Regular Pay YAGO
Sick Hours YAGO
Sick Pay YAGO
Total Earnings YAGO
Vacation Hours YAGO
Vacation Pay YAGO
Variable Pay YAGO
Vested Stock Value YAGO
Base Pay YTD
Bonus Pay YTD
Commission Pay YTD
Gross Pay YTD
Holiday Hours YTD
Holiday Pay YTD
Net Pay YTD
Other Pay YTD
Overtime Hours YTD
Overtime Pay YTD
Regular Hours YTD
Regular Pay YTD
Sick Hours YTD
Sick Pay YTD
Total Earnings YTD
Vacation Hours YTD

Vacation Pay YTD
Variable Pay YTD
Vested Stock Value YTD
Processed Time Estimated Cost Amount
Processed Time Estimated Cost Amount (Local Currency)
Processed Time Estimated Gross Cost Amount
Processed Time Estimated Gross Cost Amount (Local Currency)
Processed Billable Hours
Processed Holiday Leave Hours
Processed Hours
Processed Overtime Hours
Processed Quantity
Processed Regular Hours
Processed Sickness Hours
Processed Training Hours
Employee Separations
Employee Transfers
New Hire First Service Band Completed
Performance Rating (Normalized)

Training Score
Application Start Since (Days)
Application Start To Application Terminated (Days)
Application Start To Assessment Interview Start (Days)
Application Start To Assessment Start (Days)
Application Start To Hire (Days)
Application Start To Offer Accepted (Days)

Application Start To Offer Extended (Days)
Application Start To Offer Rejected (Days)
Time In Assessment Stage (Days)
Time In Initial Stage (Days)
Time In Offer Stage (Days)
Time In Start Pending Stage (Days)
Applicant Contingent Worker Hires
Applicant Employee Hires
Applicant Ex Employee Hires
Applicant Hires
Applicant New Hires

Applicants Interviewed
Application Starts
Applications At Assessment Stage
Applications At Assessment Stage (Period End)
Applications At Hire Stage

Applications At Hire Stage (Period End)
Applications At Initial Stage
Applications At Initial Stage (Period End)
Applications At Offer Extended Stage
Applications At Offer Extended Stage (Period End)
Applications At Start Pending Stage
Applications At Start Pending Stage (Period End)
Applications Terminated
Applications Terminated At Assessment Stage
Applications Terminated At Initial Stage
Applications Terminated At Offer Stage
Applications Terminated At Start Pending Stage
Applications Terminated Involuntarily
Applications Terminated Involuntarily At Assessment Stage
Applications Terminated Involuntarily At Initial Stage
Applications Terminated Involuntarily At Offer Stage
Applications Terminated Involuntarily At Start Pending Stage
Applications Terminated Voluntarily
Applications Terminated Voluntarily At Assessment Stage
Applications Terminated Voluntarily At Initial Stage
Applications Terminated Voluntarily At Offer Stage
Applications Terminated Voluntarily At Start Pending Stage
Assessment Ends
Assessment Interviews
Assessment Starts
Hires
Offers Accepted
Offers Extended
Offers Rejected
Recruitment Event Count
Applicant Hire Ratio
Applicant Interview Hire Ratio
Applicant Interview Rate
Applicants Per Requisition

External Hire Ratio
Internal Hire Ratio
Interview Offer Rate
Interviews Per Hire
New Hire Turnover
Offer Acceptance Rate
Referral Hire Ratio
Referral Hires
Referral Success Rate
Rehire Rate
Vacancy Fill Rate
Budgeted FTE
Budgeted Headcount
FTE
Headcount
Job Requisition Age (Months)
Job Requisition Drafted to Approved (Days)
Job Requisition Open Since (Days)

Job Requisition Open To Application Start (Days)
Job Requisition Open To Application Terminated (Days)
Job Requisition Open To Assessment End (Days)
Job Requisition Open To Assessment Interview Start (Days)
Job Requisition Open To Assessment Start (Days)
Job Requisition Open To Offer Accepted (Days)

Job Requisition Open To Offer Extended (Days)
Job Requisition Open To Offer Rejected (Days)
Job Requisition Requests Denied
Job Requisitions Being Drafted
Job Requisitions Being Requested
Job Requisitions Cancelled
Job Requisitions Closed
Job Requisitions Count
Job Requisitions Drafted
Job Requisitions Held
Job Requisitions On Hold
Job Requisitions Open
Job Requisitions Open (Period Begin)
Job Requisitions Opened
Job Requisitions Pending Approval
Job Requisitions Requested
Openings
Openings (Period Begin)
Remaining FTE
Remaining Headcount
Time To Fill (Days)
Time to Hire (Days)
Total Openings
Supervisor Span of Control
Supervisor Span of Control (Contingent)

Supervisor Span of Control (Employee)
Time Card Average Hourly Rate Amount
Time Card Average Hourly Rate Amount (Local Currency)
Time Card Estimated Cost Amount
Time Card Estimated Cost Amount (Local Currency)
Time Card Estimated Training Cost Amount
Time Card Estimated Training Cost Amount (Local Currency)
Time Card Billable Hours
Time Card Contingent Labor Hours
Time Card Contingent Overtime Hours
Time Card Employee Hours
Time Card Employee Overtime Hours
Time Card Headcount
Time Card Holiday Leave Hours
Time Card Hours
Time Card Non-Working Hours
Time Card Overtime Hours
Time Card Productive Hours
Time Card Quantity
Time Card Regular Hours
Time Card Sickness Hours
Time Card Training Hours
Time Card Unproductive Hours
Time Card Worked Hours
# Time Card Lines
# Time Card Lines Approved

# Time Card Lines Error
# Time Card Lines Rejected
# Time Card Lines Reported Late
# Time Card Lines Submitted
# Time Card Lines Working
# Time Cards
# Time Cards Reported Late
Average Time Card Entry Days Approved Late
Average Time Card Entry Days Created Late
Average Time Card Entry Days Submitted Late
Time Card Hours in Approved Status
Time Card Hours in Error Status
Time Card Hours in Rejected Status
Time Card Hours in Submitted Status
Time Card Hours in Working Status
Total Time Card Entry Days Approved Late
Total Time Card Entry Days Created Late
Total Time Card Entry Days Submitted Late
Length of Service (Years)
Time in Department (Days)
Time in Grade (Days)
Time in Job (Days)
Time in Position (Days)
Manager Role Indicator
Supervisor Indicator
Active Headcount
Age (Years)
Average Employee Headcount
Compa-ratio
Contingent Agency/Temp Headcount
Contingent College Intern Headcount
Contingent Worker Headcount
Contingent Worker Headcount Ratio
Contractor Ratio
Contractors Headcount
Employee Headcount
Employee Headcount Ratio
FTE
FTE (Contingent)
FTE (Employee)
Full-Time Employee Headcount
Full-Time Employee Headcount Ratio
Headcount
Manager Headcount
Manager Headcount Ratio

Mean Performance Rating
Non-Supervisor Headcount
Part-Time Employee Headcount
Part-Time Employee Headcount Ratio
Pay Grade Mid Yearly Amount
Standard Monthly Hours

Standard Weekly Hours
Supervisor Employee Headcount Ratio
Supervisor Headcount
% Change Active Headcount YAGO
% Change Contingent Worker Headcount YAGO
% Change Employee Headcount YAGO
% Change Headcount YAGO
Active Headcount YAGO
Contingent Worker Headcount YAGO
Employee Headcount YAGO
Headcount YAGO
Event - Manager Role Indicator
Event - Supervisor Indicator
Contingent Worker Event - Placement End Headcount
Contingent Worker Event Count
Contingent Worker Placement End Count
Contingent Worker Placement Start Count
Department Change Count
Dissatisfied Termination Count
Dissatisfied Termination Ratio
Employee Event - Length of Service (Years)
Employee Event - Performance Rating
Employee Event - Termination Headcount
Employee Event Count
Employee Hire Count
Employee Involuntary Termination Count

Employee Involuntary Termination Ratio
Employee Involuntary Turnover Rate %
Employee Quick Rehire Count
Employee Quick Termination Count
Employee Termination Count
Employee Turnover Rate %
Employee Voluntary Termination Count
Employee Voluntary Termination Ratio
Employee Voluntary Turnover Rate %

Event Compa-ratio
Event Count
Event Headcount
Event Total Annual Base Salary
Grade Change Count
Hire Count
Hire No Show Count
HR Position Change Count
Job Change Count
Last Active Day Count
Location Change Count
Performance Rating Change Count
Promotion Count
Promotion Ratio
Retiree Count
Salary Change Count

Supervisor Change Count
Supervisor Hire Count
Supervisor Termination Count
Termination Count
Transfer Count
Employee Event - Performance Rating YAGO
Employee Involuntary Termination Count YAGO
Employee Termination Count YAGO
Employee Voluntary Termination Count YAGO
Event Headcount YAGO

Hire Count YAGO
Promotion Count YAGO
Average Cost per Active Workforce Headcount
Average Cost per Contingent Worker Active Headcount

Average Cost per Employee Active Headcount
Contingent Worker Cost
Contracting Expenses
Contribution per Workforce Headcount
Cost of Goods Sold
Employee Benefits Related Expenses
Employee Cost
Employee Overtime Expenses

Employee Support Expenses
Other Operating Expenses
Payroll Expenses
Revenue
Revenue Per Employee Headcount
Total Employee Cost

Employee Performance Rating
Employee Performance Rating (Previous)
Employee Performance Rating YAGO
Mean Performance Rating
Performance Rating
Average Annual Base Salary
Compa-ratio
Employee Hourly Rate
Full-time Annualized Salary

Full-time Annualized Salary (Non-Aggregated)
Max Annual Base Salary Range
Mid Annual Base Salary Range
Min Annual Base Salary Range
Pay Grade Mid Yearly Amount

Time Since Last Salary Increase (Days)
Total Annual Base Salary
% Change Total Annual Base Salary YAGO

Average Annual Base Salary YAGO
Total Annual Base Salary YAGO

Average Length of Service (Years)
Average Period of Placement (Months)
Length of Service (Months)
Length of Service (Years)
Period of Placement (Months)
Time in Department (Days)
Time in Grade (Days)
Time in Job (Days)
Time in Location (Days)
Time in Position (Days)
% Change Average Length of Service (Years) YAGO
Average Length of Service (Years) YAGO
Length of Service (Years) YAGO
Column Description
Frequency rate is the number of absence occurences among all employees, divided by the number of employees in total, expre
Absence Days / Employee Headcount
Count of the number of distinct absences in the selected time period (regardless of whether the absence start/end is in the peri
Days lost due to absence
Hours lost due to absence
FTE of Absent Employees
Headcount of Absent Employees
Bradford Score identifies disruption caused by frequent unplanned short-term absences. It is calculated using the formula: Tota
Number of Absence Occurences X Total Number of Absent Days ( Rolling 12 Months ) . Bradford Score is calculated for sick lea
the score as of a given Month [Do not use "Day" in the report].
(Notified Absence Days * # Absence Occurrences) - number of days between notification date and absence start date.
Days lost due to absence for notified absences. Absence is considered as being notified when the notified date is before (not on
Hours lost due to absence for notified absences. Absence is considered as being notified when the notified date is before (not o
Days lost due to absence for unnotified absences. Absence is considered as being unnotified when the notified date is on or aft
Hours lost due to absence for unnotified absences. Absence is considered as being unnotified when the notified date is on or a
# Absence Occurrences Month to Date
Days lost due to Absence Month to Date
Hours lost due to Absence Month to Date
The number of absence occurrences quarter to date
Days lost due to Absence Quarter to Date
Hours lost due to Absence Quarter to Date
The number of Absence Occurrences Year to Date
Days lost due to Absence Year to Date
Hours lost due to Absence Year to Date
Total leave accrual balance in days including Carryover, Accrued, Absences Taken and Adjustment time. This includes the leave
but not available for he/she to use.
Total leave accrual balance in hours including Carryover, Accrued, Absences Taken and Adjustment time. This includes the leav
but not available for he/she to use.
Indicates whether or not a worker is eligible to use the accrued time available.
The monetary amount for the leave accrual balance due to a worker.
The monetary amount in local currency for the leave accrual balance due to an employee.
The maximum leave accrual balance in days that a worker is entitled to.
The maximum leave accrual balance in hours that a worker is entitled to.
An indicator to flag when the maximum allowed accrual balance is reached.
The net leave balance in days that is available for a worker to use. If the Maximum Accrual Balance allowed is reached, Net En
Balance.
The net leave balance in hours that is accrued to a worker. If the Maximum Accrual Balance allowed is reached, Net Entitlemen
Accrual Balance in Days from the previous accrual period time.
Accrual Balance in Hours from the previous accrual period time.
Accrual Balance in Days Month ago
Accrual Balance in Hours Month ago
Month Ago value of Accrual Liability Amount (Local Currency)
Accrual Liability Amount month ago.
Net Entitlement month ago in days.
Net Entitlement month ago in hours.
Accrual Balance quarter ago in days.
Accrual Balance quarter ago in hours.
Accrual Liability Amount quarter ago in local currency.
Accrual Liability Amount quarter ago.
Net Entitlement quarter ago in days.
Net Entitlement quarter ago in hours.
Accrual Balance year ago in days.
Accrual Balance year ago in hours.
Accrual Liability Amount year ago in Local Currency.
Accrual Liability Amount year ago.
Net Entitlement year ago in days.
Net Entitlement year ago in hours.

Absence taken in days.
Absence taken in hours.
The number of workers who have leave accrual processed in a time period.
Leave Accrued in Days.
Leave Accrued in Hours.
Accrual Bought in Days
Accrual Bought in Hours
Accrual Carried Over in Days
Accrual Carried Over in Hours
Accrual Sold in Days
Accrual Sold in Hours
Absence Taken month to date in days.
Absence Taken month to date in hours.
Leave Accrued month to date in Days
Leave Accrued month to date in Hours
Accrual Bought month to date in Days.
Accrual Bought month to date in Hours.
Accrual Sold month ago in Days.
Accrual Sold month to date in Hours.
Absence Taken quarter to date in Days.
Absence Taken quarter to date in Hours.
Leave Accrued quarter to date in Days.
Leave Accrued quarter to date in Hours.
Accrued Bought quarter to date in Days.
Accrued Bought quarter to date in Hours.
Accrual Sold quarter to date in Days.

Accrual Sold quarter to date in Hours.
Absence Taken year to date in Days.
Absence Taken year to date in Hours.
Leave Accrued year to date in Days.
Leave Accrued year to date in Hours.
Accrual Bought year to date in Days.
Accrual Bought year to date in Hours.
Accrual Sold year to date in Days.
Accrual Sold year to date in Hours.
Headcount of all workforce including contractors, part time and full time (inactive employees are also included). Use this metric
dimension to see # employees in a certain dimension. You can filter for contractors, part time or full time through the Employme
rule is last value when used with time dimension. With all other dimensions, aggregation rule is sum.
The age of an applicant (in years). The aggregation rule is the average age of all applicants.
The number of applicants who are currently employed as a contingent worker in the organization.
The number of applicants who are contingent works at the beginning of a reporting period
The number of applicants who are contingent works at the end of a reporting period
The number of applicants who have submitted an application for a job opening. This doesn't include direct hires who are hired w
seekers who have submitted a resume but have not applied for a job opening.
The number of applicants at the beginning of a reporting period

The number of applicants at the end of a reporting period
The number of applicants who are employees. This is commonly known as "Internal Applicant".
The number of internal employee applicants at the beginning of a reporting period
The number of internal employee applicants at the end of a reporting period
The number of applicants who are former employees.
The number of applicants who are former employees at the beginning of a reporting period
The number of applicants who are former employees at the end of a reporting period
The number of first-time applicants. The metric is useful in assessing how effective an organization is at attracting new candida
The number of first-time applicants at the beginning of a reporting period
The number of first-time applicants at the end of a reporting period
Interview scores for each applicant interview. The aggregation rule is SUM().
The applicant score from the initital screening.
The average enrollment wait time in days.
Average score
Number of courses that are passed by learner.
Number of enrollments with courses that are required courses
Number of training hours delivered. It includes the hours for the following completion statuses: Completed, and Not Completed.
Total number of enrollment and completions.
Length of time from initial enrollment initiated to start of learning activity. If learner has to make multiple attemps to enroll in the
enrollment initiated date. This is valid only on the enrollments with "Enrolled" Status or the current enrollment for the same learn
Number of events occured.
Number of internal learners (employees).
Score received by learner.
Number of course activities that are completed successfully by learner. It includes the following status: Completed and Waived.
Number of completion with Completed or Waived status divided by number of completion with Completed, Waived, or Not Com
Number of course activities that are successfully enrolled by learner. It excludes the folloiwng statuses: Dropped, Denied and W
Number of successful enrollments divided by total enrollments.

Distinct employee count for the enrollments.
(Manager Headcount / Headcount) * 100.00
Number of hours contracted to work in a day.

Number of hours contracted to work in a month.
Active Employee FTE.
Annual Base Salary / FTE

(Min Annual Base Salary Range + Max Annual Base Salary Range) / 2
# years (decimal) the employee has been active at the enterprise (also known as the employee's tenure measured in years). Ag
time dimension. With all other dimensions, aggregation rule is average.
A count of all the department change events within the period between this snapshot record and the last. Snapshot periodicity is
A count of all the grade change events within the period between this snapshot record and the last. Snapshot periodicity is a cu
A count of hires (including re-hire) events of all workforce assignments (i.e. includes employee hires and contingent worker plac
A count of all the job change events within the period between this snapshot record and the last. Snapshot periodicity is a custo
A count of all the location change events within the period between this snapshot record and the last. Snapshot periodicity is a c
A count of all the performance rating change events within the period between this snapshot record and the last. Snapshot peri
parameter.
A count of all the position change events within the period between this snapshot record and the last. Snapshot periodicity is a c
FTE Gain for the Supervisor

Gain of FTE due to Global Transfers for the Supervisor
Gain of FTE due to hires for the Supervisor
Gain of FTE due to Reorganizations for the Supervisor
Gain of FTE due to reasons other than hire,transfers,reorganizations and global transfers, for the Supervisor
Gain of FTE due to Transfers for the Supervisor
Loss of FTE for the Supervisor

Loss of FTE due to Global Transfers for the Supervisor
Loss of FTE due to Reorganizations for the Supervisor
Loss of FTE due to reasons other than terminations,transfers,reorganizations and global transfers, for the Supervisor
Loss of FTE due to Terminations for the Supervisor
Loss of FTE due to Transfers for the Supervisor
Headcount gain for the supervisor
Gain of Headcount due to Global Transfers for the Supervisor
Gain of Headcount due to Hires for the Supervisor
Gain of Headcount due to Reorganizations for the Supervisor
Gain of Headcount due to reasons other than hire,transfers,reorganizations and global transfers, for the Supervisor
Gain of Headcount due to Transfers for the Supervisor
Loss of Headcount for the Supervisor
Loss of Headcount due to Global Transfers for the Supervisor
Loss of Headcount due to Reorganizations for the Supervisor
Loss of Headcount due to reasons other than terminations,transfers,reorganizations and global transfers, for the Supervisor
Loss of Headcount due to Terminations for the Supervisor
Loss of Headcount due to Transfers for the Supervisor
Total FTE for the Supervisor at the Start of the Period (Year,Quarter,Month). This measure is only supported with respect to Sup
dimensions only.
Total FTE for the Supervisor at the End of the Period (Year,Quarter,Month). This measure is only supported with respect to Sup
dimensions only.
Total Headcount for the Supervisor at the Start of the Period (Year,Quarter,Month). This measure is only supported with respect
dimensions only.
Total Headcount for the Supervisor at the End of the Period (Year,Quarter,Month). This measure is only supported with respect
dimensions only.
Headcount of full time and part time active workforce (includes contractors and temporary employees). This excludes employee
when used with time dimension. With all other dimensions, aggregation rule is sum.
Headcount of employees hired within last 365 days.
Average Employee tenure in days
All workforce service (in days) / Active Headcount.
Headcount of active contingent workers, contingent workers are modelled in the employment dimension. Aggregation rule is las
all other dimensions, aggregation rule is sum.
A count of Contingent Worker Placement Starts.
This metric tracks the number of employees who were dissatisfied with the organization when they voluntarily terminated.
Headcount of active employees, employees are modelled in the employment dimension. Aggregation rule is last value when us
dimensions, aggregation rule is sum.
A count of employee hires.
Number of involuntary terminations for all employees. Aggregation rule is sum with all dimensions
This metric determines the number of employees who terminated voluntarily. This metric allows management to determine how
voluntary reasons, such as marriage, relocation, or dissatisfaction. Use Event Reason and Event Category with this to see term
Number of active female employees (excludes contractors and temporary employees.) Aggregation rule is last value when used
dimensions, aggregation rule is sum. This can be used with EEO-1 Reports.
Number of active full time employees (excludes part time employees and contractors, etc...) Aggregation rule is last value when
is sum when used with any other dimension.
This ratio is the ratio of full-time employee active headcount to all employee active headcount. The number of full-time employe
employees is a useful metric when staffing shortterm and long-term projects.
Employees with a normalized performance rating of 90 or above
Number of active male employees (excludes contractors and temporary employees.) Aggregation rule is last value when used w
dimensions, aggregation rule is sum. This can be used with EEO-1 Reports.
Number of active employees that are flaged as managers in employement organization code (excludes contractors and tempor
Number of active full-time employees that are NOT flaged as supervisors (excludes contractors and temporary employees.) Agg
time dimension. With all other dimensions, aggregation rule is sum.
# of the promotion events in the selected time period.
Ratio of supervisors to all employees. This counts # employees with direct reports divided by all reports. It is also known as man
average number of direct reports that each supervisor manages.
Number of active full-time employees that are flaged as supervisors (excludes contractors and temporary employees.) Aggrega
dimension. With all other dimensions, aggregation rule is sum.
Temporary Employee Headcount; defined as part of the domainValue configuration.
Number of training days
Number of training hours
Number of employees paid

Number of employees paid Month To Date
Number of employees paid Quarter To Date
Number of employee paid Year Ago
Number of employees paid Year To Date
Total amount required to pay workers and employees during a week, month or other period.
Amount of a Payroll Balance in Local Currency
Payroll Balance Level relates to the 3-tier employment model - whether the balance is for the assignment, employment terms, o
Total cost of indirect and non-cash compensation paid to an employee
Total cost of indirect and non-cash compensation paid to an employee in Local Currency
Total Employer cost of providing Benefits
Total Employer cost of providing Benefits in Local Currency
Total employer cost relating to healthcare contributions. It is configurable which payroll balances are included in "Healthcare Em
Total Employer Cost Relating to Healthcare Contributions in Local Currency.
"Involuntary deductions are those which neither the employer nor the employee has control. The employer is required by law to
pay and send (remit) it to a person or government agency to satisfy the employee's debt."
Total Involuntary Deductions in Local Currency
Employee Contributions to Social Security or Retirement Pension Funds
Employee Contributions to Social Security or Retirement Pension Funds in Local Currency
Employer Contributions to Social Security or Pension Funds
Employer Contributions to Social Security or Pension Funds in Local Currency
Payments that are deducted from an employee's after-tax income for certain employer-sponsored benefits
Payments that are deducted from an employee's after-tax income for certain employer-sponsored benefits in Local Currency
Deductions to an employee's gross wages that reduce taxable wages for an employee
Deductions to an employee's gross wages in Local Currency that reduce taxable wages for an employee
Social Insurance Taxes Paid by Employee; In US, this is Social Security Tax
Social Insurance Taxes Paid by Employee in Local Currency; this is Social Security Tax
Social Insurance Taxes Paid by Employer; this is Social Security Tax
Social Insurance Taxes Paid by Employer in Local Currency; this is Social Security Tax
Total amounts witheld from an employee's paycheck including taxes and pre- or afte-tax deductions.
Total deductions in Local Currency
Total Taxes Paid by Employee
Total Taxes Paid by Employee in Local Currency
Total Taxes Paid by Employer
Total Taxes Paid by Employer in Local Currency
Deductions that an employee voluntarily chooses to have withheld from his/her payroll. Voluntary deductions can be either befo
Deductions that an employee voluntarily chooses to have withheld from his/her payrol in Local Currencyl. Voluntary deductions
Benefits Total Employee Cost Month To Date
Benefits Total Employer Cost Month To Date
Healthcare Employer Contributions Month To Date
Involuntary Deductions Month To Date
Pension Employee Contributions Month To Date
Pension Employer Contributions Month To Date
Post-Tax Deductions Month To Date
Pre-Tax Deductions Month To Date
Social Insurance Cost Employee Month To Date
Social Insurance Cost Employer Month To Date
Total Deductions Month To Date
Total Taxes Employee Month To Date
Total Taxes Employer Month To Date

Voluntary Deductions Month To Date
Benefits Total Employee Cost Quarter To Date
Benefits Total Employer Cost Quarter to Date
Healthcare Employer Contributions Quarter to Date
Involuntary Deductions Quarter to Date
Pension Employee Contributions Quarter to Date
Pension Employer Contributions Quarter to Date
Post-Tax Deductions Quarter to Date
Pre-Tax Deductions Quarter to Date
Social Insurance Cost Employee Quarter to Date
Social Insurance Cost Employer Quarter to Date
Total Deductions Quarter to Date
Total Taxes Employee Quarter to Date
Total Taxes Employer Quarter to Date
Voluntary Deductions Quarter to Date
Benefits Total Employee Cost Year Ago
Benefits Total Employer Cost Year Ago
Healthcare Employer Contributions Year Ago
Involuntary Deductions Year Ago
Pension Employee Contributions Year Ago
Pension Employer Contributions Year Ago
Post-Tax Deductions Year Ago
Pre-Tax Deductions Year Ago
Social Insurance Cost Employee Year Ago
Social Insurance Cost Employer Year Ago
Total Deductions Year Ago

Total Taxes Employee Year Ago
Total Taxes Employer Year Ago
Voluntary Deductions Year Ago
Benefits Total Employee Cost Year To Date
Benefits Total Employer Cost Year To Date
Healthcare Employer Contributions Year To Date
Involuntary Deductions Year To Date
Pension Employee Contributions Year To Date
Pension Employer Contributions Year To Date
Post-Tax Deductions Year To Date
Pre-Tax Deductions Year To Date
Social Insurance Cost Employee Year To Date
Social Insurance Cost Employer Year To Date
Total Deductions Year To Date
Total Taxes Employee Year To Date
Total Taxes Employer Year To Date
Voluntary Deductions Year To Date
Average Base Pay: Average Base Pay = Total Base Pay/ Payroll Headcount
Average Base Pay (Local Currency): Average Base Pay (Local Currency) = Total Base Pay/ Payroll Headcount (in Local Curren
Average Bonus Pay = Total Bonus Pay/ Payroll Headcount
Average Bonus Pay = Total Bonus Pay/ Payroll Headcount (in Local Currency)
Average Gross Pay = Total Gross Pay/ Payroll Headcount
Average Gross Pay = Total Gross Pay/ Payroll Headcount (in Local Currency)
Average Variable Pay = Total Variable Pay/ Payroll Headcount
Average Variable Pay = Total Variable Pay/ Payroll Headcount (in Local Currency)
Base Pay: Base Pay includes all elements that are part of the employee's base compensation but not part of bonus or variable
Base Pay (Local Currency): Base Pay in Local Currency
Sum of all payroll balances mapped to the summary measure "Bonus Pay".
Total Bonus Pay in Local Currency.
Sum of payroll balances mapped to the summary measure "Commission Pay".
Total Commission Pay in Local Currency
Amount of an employee's regular remuneration including allowances, overtime pay, commissions, and bonuses, etc., before an
Gross Pay in Local Currency
Number of public holiday and vacation hours paid in a payroll period
Amount paid for public holiday and vacation taken
Amount paid for public holiday and vacation taken in Local Currency
Employee's pay after deductions and withholding
Employee's pay after deductions and withholding in Local Currency
Any other income not covered by the balance measures. It is configurable which balances are mapped to "Other Pay".
Other Pay in Local Currency
Number of hours that an employee works beyond scheduled normal working hours.
Amount of overtime paid to each employee in a pay period
Amount of Overtime paid to an employee in Local Currency
Percentage of total hours paid that are overtime
Number of hours paid to an employee for work performed during the normal work schedule
The regular rate of pay paid to an employee during a pay period
The regular rate of pay paid to an employee in Local Currency
Sick Hours
Sick Pay
Employer-provided cash or non-cash benefits that enter into the determination of an employee's taxable wages.
Taxable Benefits in Local Currency
Employee Total Earnings

Employee Total Earnings in Local Currency
Vacation Hours
Vacation Pay
The variable portion of an employee's compensation that is tied to his/her job performance, e.g. bonus, sales commissions.
The variable portion of an employee's compensation in Local Currency
Base Pay MTD: Base Pay Month to Date
Bonus Pay Month to Date
Commission Pay Month to Date
Gross Pay Month to Date
Holiday Hours Month to Date
Holiday Pay Month to Date
Net Pay Month to Date
Other Pay Month to Date
Overtime Hours Month to Date
Overtime Pay Month to Date
Regular Hours Month to Date
Regular Pay Month to Date
Sick Hours Month To Date
Sick Pay Month To Date
Total Earnings Month to Date
Vacation Hours Month To Date
Vacation Pay Month To Date
Variable Pay Month to Date
Vested Stock Value Month To Date
Base Pay QTD: Base Pay Quarter to Date
Bonus Pay Quarter to Date

Commission Pay Quarter to Date
Gross Pay Quarter to Date
Holiday Hours Quarter to Date
Holiday Pay Quarter to Date
Net Pay Quarter to Date
Other Pay Quarter to Date
Overtime Hours Quarter to Date
Overtime Pay Quarter to Date
Regular Hours Quarter to Date
Regular Pay Quarter to Date
Sick Hours Quarter To Date
Sick Pay Quarter To Date
Total Earnings Quarter to Date
Vacation Hours Quarter To Date
Vacation Pay Quarter To Date
Variable Pay Quarter to Date
Vested Stock Value Quarter To Date
Base Pay YAGO: Base Pay Year Ago
Bonus Pay Year Ago
Commission Pay Year Ago
Gross Pay Year Ago
Holiday Hours Year Ago
Holiday Pay Year Ago
Net Pay Year Ago
Other Pay Year Ago
Overtime Hours Year Ago

Overtime Pay Year Ago
Regular Hours Year Ago
Regular Pay Year Ago
Sick Hours Year Ago
Sick Pay Year Ago
Total Earnings Year Ago
Vacation Hours Year Ago
Vacation Pay Year Ago
Variable Pay Year Ago
Vested Stock Value Year Ago
Base Pay YTD: Base Pay Year to Date
Bonus Pay Year to Date
Commission Pay Year to Date
Gross Pay Year to Date
Holiday Hours Year to Date
Holiday Pay Year to Date
Net Pay Year to Date
Other Pay Year to Date
Overtime Hours Year to Date
Overtime Pay Year to Date
Regular Hours Year to Date
Regular Pay Year to Date
Sick Hours Year To Date
Sick Pay Year To Date
Total Earnings Year to Date
Vacation Hours Year To Date

Vacation Pay Year To Date
Variable Pay Year to Date
Vested Stock Value Year to Date
The estimated gross amount for this time entry, converted to the user's chosen currency preference.
The estimated gross amount for this time entry, in the recorded currency.
A PeopleSoft Payable Time attribute, not applicable to E-Business Suite.
A PeopleSoft Payable Time attribute, not applicable to E-Business Suite.
Calculated quantity in hours attributed to Billable time entry type, this is a customer configured domain.
Calculated quantity in hours attributed to Holiday Leave time entry type, this is a customer configured domain.
Calculated quantity in hours - where the Unit of Measurement is Hours, this is a customer configured domain.
Calculated quantity in hours attributed to overtime time entry type, this is a customer configured domain.
Calculated quantity, use with Unit Of Measure attributes to get the full picture.
Calculated quantity in hours attributed to regular time entry type, this is a customer configured domain.
Calculated quantity in hours attributed to sickness time entry type, this is a customer configured domain.
Calculated quantity in hours attributed to training time card entry type, this is a customer configured domain.
The number of new hires that were terminated in a time period; this metric gauges new hire retention
The number of new hires that were transferred in a time period;
The number of new hires who have reached the 1st service milestone. This is a quality of hire metric. The "1st Service" mileston
can be 6, 12 months or any length of period appropriate to assess a new hire quality.
The normalized performance rating assigned to a new hire. The normalized performance band is configurable during implemen
into a range of percentage bands.
The training score that a new hire has received in new hire training.
The number of days since an applicant submitted an application. This metric monitors how long an application has been outsta
Start Date and the lastest Data Warehouse refresh date
The number of days from when an application is initiated to when an application is terminated by either the application or the or
average duration time of requistions.
The number of days from when an application is initiated to when the first applicant interview starts. This helps monitoring poten
interviews. The aggregation rule is the average duration time of requistions.
The number of days from when an application is initiated to when the assessment stage starts. "Assessment Stage" is configur
interviews and/or background checks.
The number of days from when an application is initiated to when the applicant is hired. The aggregation rule is the average du
The number of days from when an application is initiated to when an offer is accepted. The aggregation rule is the average dura
The number of days from when an application is initiated to when an offer is extended. The aggregation rule is the average dura
The number of days from when an application is initiated to when an offer is rejected. The aggregation rule is the average durat
The duration time in days that an application remains in the assessment stage. The aggregation rule is the average of duration
The duration time in days that an application remains in the initial screening stage. The aggregation rule is the average of durat
The duration time in days that an application remains in the offer stage. The aggregation rule is the average of duration time for
The duration time in days that an application remains in the start pending stage. The aggregation rule is the average of duration
The number of hires who are currently employed as a contingent worker in the organization.
The number of internal employee hires. This doesn't include employee hires who have not gone through an application process
The number of hires who are former employees.
The number of applicants that have been hired. "Applicant Hires" doesn't include direct hires who are hired without an applican
"Hires" include total hires regardless if the applicant has applied for a job opening or not.
The number of applicant hires who are not employee or contingent hires. This includes applicant hires who are ex-employees.
The number of applicants who have been interviewed.
The number of applications that were submitted. When an applicant applies for multiple jobs, each job application is counted se
The number of applications that are in the assessment stage during a time period. "Assessment Stage" is configurable during im
forms of candidate assessments. This metric monitors the recruitment pipeline at a point in time. The aggregation rule is sum().
The number of applications that are currently in the assessment stage at the end of a time period. "Assessment Stage" is config
interviews or other forms of candidate assessments. This metric monitors the recruitment pipeline at a point in time. The aggreg
The number of applications at the hire stage during a time period. "Hire Stage" is configurable during implementation. As delive
when a new hire is recorded. The aggregation rule is sum().
The number of applications at the hire stage at the end of a time period. "Hire Stage" is configurable during implementation. As
stage when a new hire is recorded. The aggregation rule is sum().
The number of applications at the initial screen stage during a time period. "Initial Stage" is configurable durint implementation.
aggregation rule is sum().
The number of applications at the initial screen stage at the end of a time period. "Initial Stage" is configurable durint implemen
The aggregation rule is sum().
The number of applications at the offer stage during a time period. "Offer Stage" is configurable durint implementation. An appli
extended. The aggregation rule is sum().
The number of applications at the offer stage at the end of a time period. "Offer Stage" is configurable durint implementation. An
offer is extended. The aggregation rule is sum().
The number of applications at the Start Pending stage during a time period. "Start Pending" is configurable durint implementatio
"Start Pending" stage when an offer is accepted. The aggregation rule is sum().
The number of applications at the Start Pending stage at the end of a time period. "Start Pending" is configurable durint implem
into the "Start Pending" stage when an offer is accepted. The aggregation rule is sum().
The number of applications that were terminated by either the applicant or the hiring organization.
The number of applications terminated during the assessment stage by either the applicant or the hiring organization.
The number of applications terminated during the initial stage by either the applicant or the hiring organization.
The number of applications terminated during the offer stage by either the applicant or the hiring organization.
The number of applications terminated during the Start Pending stage by either the applicant or the hiring organization.
The number of applications that were terminated by the hiring organization.
The number of applications that were terminated during the assessment stage by the hiring organization.
The number of applications that were terminated during the initial (screening) stage by the hiring organization.
The number of applications that were terminated during the offer stage by the hiring organization.
The number of applications that were terminated during the start pending stage by the hiring organization.
The number of applications that were terminated during the assessment stage by the applicant.
The number of applications that were terminated during the assessment stage by the applicant.
The number of applications that were terminated during the initial screening stage by the applicant.
The number of applications that were terminated during the offer stage by the applicant.
The number of applications that were terminated during the start pending stage by the applicant.
The number of assessments that have ended in a time period. An application assessment is deemed to have ended when an o
terminated.
The number of interviews in a time period. An application can have multiple interviews. This is a indicator of recruitment pipeline
The number of applications that have initiated the assesment stage. The type of events that consistute "Assessment Stage" is c
include interviews and/or background checks.
The number of new hires
The number of offers accepted in a time period.
The number of offers extended in a time period
The number of offers rejected in a time period
The count of recruitment events.
The percentage of applicants that have been hired including internal and external applicants. This measure is an indicator of th
Applicant Hires/Total Applicants
"The Number of applicants interviewed per applicant hire including internal and external applicant hires. Similar to "Applicant In
'right balancing' of interviewing 'enough' candidates. Formula: Applicants who have been hired / applicants who have been inter
The average number of interviews for each job applicant. This metric is an indicator of the quality of applicant pool and also mo
"enough" applicants. Formula: Number of Interviews / Number of Applicants
The number of applicants for a job requisition. This doesn't include direct hires who are hired without an applicant record or cas
but have not applied for a job opening.
The percentage of new hires who are sourced externally. This excludes internal employee hires and contingent workers who are
(Applicant Hires - Applicant Employee Hires - Applicant Contingent Hires) / Hires
The percentage of new hires who are internal employees. This metric is iused to gauge internal mobility and "promotion from w
Hires
Offers extended as a percentage of the applicants interviewed during the period. Formula: Formula: Applicant who had offers e
interviewed in a reporting period
Average number of interviews for each applicant hired. Formula: Interviews / Applicant Hires
Percentage of new hires that have been terminated. This is a quality of hire metric to assess the retention of new hires by sourc
Offer accepted as a percentage of offer extended during a time period. Formula: Offers accepted / Offer that were extended in
The percentage of hires that are referred by an internal employee. Formula: Referral Hires / Total Hires
The number of hires that the applicant is referred by an internal employee. Formula: Hires where Referral Applicant ='Y'
The percentage of applicant referrals that result in a new hire. Formula: Referral Hires / Total Applicant Referrals
" Number of rehires as a percentage of total hires. Formula: Hires Who are former employees / Total Hires "
The percentage of open requisitions that have been filled in a time period. Formula: Requisitions Filled / (Open Requisition at th
the Period)
The number of full-time equivalent budgeted for a job requisition
The number of headcount budgeted for a job requisition
Full-time Equivalency
Headcount of active employees
The age of a requisition in months. This is a key metric that analyzes the aging of vacancies. The aggregation rule is the averag
Months Between Requisition Open Date and Requisition Close Date [ or the Current date whichever is earlier].
The number of days from when a job requisition is drafted to when it is approved. This metric monitors potential bottleneck in th
aggregation rule is the average duration time for all associated requisitions. Formula: Requisition Request Date - Requisition Op
The number of days that a job requisition has been open since it is opened. The aggregation rule is the average duration time f
between Requistion Open Date and the Event Date.
The number of days from when a job requisition is opened to when the first application is received. The metric measures the sp
The number of days from when a job requisition is opened to when the application is terminated. The metric measures the spee
is the average duration time for all associated requisitions.
The number of days from when a job requisition is opened to when the assessment stage is terminated. "Assessment Stage" is
include interviews and background checks. The aggregation rule is the average duration time for all associated requisitions.
The number of days from when a job requisition is opened to when the interview stage starts. "Interview" is a substage of "Asse
implementation. "Interview" substage may include several rounds of interviews. The aggregation rule is the average duration tim
The number of days from when a job requisition is opened to when the assessment stage is terminated. "Assessment Stage" is
include initial screening and interviews. The aggregation rule is the average duration time for all associated requisitions.
The number of days from when a job requisition is opened to when an offer is accepted. The aggregation rule is the average du
The number of days from when a job requisition is opened to when an offer is extended. The aggregation rule is the average du
The number of days from when a job requisition is opened to when an offer is rejected. The aggregation rule is the average dur
The number of job requisitions that have approval rejected.
The number of job requistions that in the "Draft" status.
The number of job requisitions that have been submitted and are waiting for approval
The number of job requisitions that have been cancelled without being filled in a time period.
The number of job requisitions that have been filled or closed.
The number of job requisitions
The number of job requisitions that have been drafted in a time period.
The number of job requisitions that have been put on hold in a time period. These requisitions may or may no longer be on hold
The number of job requisitions that are on hold.
The number of job requisitions that are in open status at the end of a time period.
The number of job requisitions that are open at the beginning of a period.
The number of job requisitions that have been opened in a time period.
The number of job requisitions that are in pending approval status.
The number of job requisitions that have been submitted for approval.
The number of openings that remain to be filled. If a requisition has multiple openings, the "Remaining Openings" decreases as
used to calculate vacancy rate.
The number of openings at the beginning of a reporting period
The full-time equivalent that remains to be filled for a job requistion.
The number of headcount remaining open for a job requisition
Number of days from when a requisition is opened to when it is filled. This is the key metric that measures the recruitment cycle
efficiency. Formula: Days between Requisition Open Date Requisition Close Date. The aggregation rule is the average of Time
Number of days from when a requisition is opened to when an applicant is hired. This is the key metric that measures the recru
Formula: Days between Requisition Open Date and Applicant Hire Date. The aggregation rule is the average of Time to Hire for
The number of total openings specified for a job requisition when it is opened.
Active Count / Supervisor Count
Contingent Worker Count / Supervisor Count

Employee Count / Supervisor Count
The worker assignment hourly rate, taken from the time entry if provided, otherwise from workforce fact.
The worker assignment hourly rate, taken from the time entry if provided, otherwise from workforce fact, in the recorded currenc
The estimated gross amount for this time entry, converted to the user's chosen currency preference.
The estimated gross amount for this time entry, in the recorded currency.
The estimated gross amount for this time entry type training, converted to the user's chosen currency preference.
The estimated gross amount for this time entry of type trainng, in the recorded currency.
Labor hours that are billable to customers and are revenue generating, this is a customer configured domain.
Reported quantity in hours, for workers who are contingent workers.
Reported quantity in hours for contingent workers, attributed to overtime time card entry type, this is a customer configured dom
Reported quantity in hours, for workers who are employees.
Reported quantity in hours for employees, attributed to overtime time entry type, this is a customer configured domain.
Time Card level Headcount.
Reported quantity in hours atrributed to Holiday Leave, this is a customer configured domain.
Reported quantity in hours - where the Unit of Measurement is Hours, this is a customer configured domain.
Reported quantity in hours attributed to non-working time card entry type, this is a customer configured domain.
Reported quantity in hours attributed to overtime time entry type, this is a customer configured domain.
Productive Labour Hours reported on a time card for all time reporting codes regardless of the payable status (some time codes
Reported quantity, use with Unit Of Measure attributes to get the full picture.
Reported quantity in hours attributed to regular time entry type, this is a customer configured domain.
Reported quantity in hours attributed to sickness, this is a customer configured domain.
Reported quantity in hours attributed to training time entry type, this is a customer configured domain.
Unproductive Labour Hours reported on a time card for all time reporting codes regardless of the payable status (some time cod
Reported quantity in hours attributed to working time entry type, this is a customer configured domain.
The number of time card lines.
Number of time cards in time card status Approved, this is a customer configured domain.
Number of time cards in time card status Error, this is a customer configured domain.
Number of time cards in time card status rejected, this is a customer configured domain.
Number of time cards reported late.
Number of time cards in time card status submitted, this is a customer configured domain.
Number of time cards in time card status wroking, this is a customer configured domain.
The number of time cards, time cards are defined as a distinct combination of worker assignment and time card period.
The number of Time Cards Reported Late; a Time Card is considered late if it is entered after the associated payroll period cutperiod end date.
Average Time Card Entry Days Approved Late
Average Time Card Entry Days Created Late
Average Time Card Entry Days Submitted Late
Reported quantity in hours in time card status Approved, this is a customer configured domain.
Reported quantity in hours in time card status Error, this is a customer configured domain.
Reported quantity in hours in time card status Rejected, this is a customer configured domain.
Reported quantity in hours in time card status Submitted, this is a customer configured domain.
Reported quantity in hours in time card status Working, this is a customer configured domain.
Total Time Card Entry Days Approved Late
# of days between the time card entry creation date and the time card period cut-off date, or time card period end date if cut-off
Total Time Card Entry Days Submitted Late
Time spent in organization/department, in days, relative to the selected time period end date.
Time spent in grade, in days, relative to the selected time period end date.
Time spent in job, in days, relative to the selected time period end date.
Time spent in position, in days, relative to the selected time period end date.
A flag indicates if an employee is a manager; a manager may or may not supervisor employees.
Indicates if the fact record is a supervisor (0/1) as of the fact record snapshot date.
Headcount of full time and part time active workforce (includes contractors and temporary employees). This excludes employee
Age in years as of the selected Time parameter.
(Employee Headcount + Employee Headcount YAGO) / 2
Pay Grade Mid Yearly Amount / Total Annual Base Salary Year * 100
Total headcount of Contingent Agency/Temporary staff. Aggregation rule is last value when used with time dimension. With all o
Total headcount of Contingent College Intern staff. Aggregation rule is last value when used with time dimension. With all other
Headcount of active contingent workers, contingent workers are modelled in the employment dimension. Aggregation rule is las
all other dimensions, aggregation rule is sum.
Ratio of active contingent workers to active workforce.
Ratio of active contractors to active workforce.
Number of active contractors, contactors are a sub-category of contingent workers and are modelled in the employment dimens
with time dimension. With all other dimensions, aggregation rule is sum.
Headcount of active employees, employees are modelled in the employment dimension. Aggregation rule is last value when us
dimensions, aggregation rule is sum.
This metric tracks the ratio of employee headcount to all active workforce headcount. The employee ratio indicates the number
in the company
FTE of active employees (inludes contractors and temporary employees). This excludes employees on leave. Aggregation rule
With all other dimensions, aggregation rule is sum.
FTE of active contingent workers, contingent workers are modelled in the employment dimension. Aggregation rule is last value
other dimensions, aggregation rule is sum.
FTE of active employees, employees are modelled in the employment dimension. Aggregation rule is last value when used with
aggregation rule is sum.
Number of active full time employees (excludes part time employees and contractors, etc...) Aggregation rule is last value when
This ratio is the ratio of full-time employee active headcount to all employee active headcount. The number of full-time employe
Headcount of all workforce including contractors, part time and full time (inactive employees are also included). Use this metric
dimension to see # employees in a certain dimension. You can filter for contractors, part time or full time through the Employme
rule is last value when used with time dimension. With all other dimensions, aggregation rule is sum.
Number of active employees that are flaged as managers in employement organization code (excludes contractors and tempor
The ratio of active headcount who are managers
The average performance rating of all employees. Performance rating is typically given at the end of period as part of a perform
Number of active full-time employees that are NOT flaged as supervisors (excludes contractors and temporary employees.) Agg
time dimension. With all other dimensions, aggregation rule is sum.
Number of active partl time employees (excludes part time employees and contractors, etc...) Aggregation rule is last value whe
This ratio is the ratio of part-time employee active headcount to all employee active headcount. The number of full-time employ
Pay Grade Yearly Mid Value Amount
Number of hours contracted to work in a month

Number of hours contracted to work in a week
Ratio of supervisors to all employees. This counts # employees with direct reports divided by all reports. It is also known as man
average number of direct reports that each supervisor manages.
Number of active full-time employees that are flaged as supervisors (excludes contractors and temporary employees.) Aggrega
dimension. With all other dimensions, aggregation rule is sum.
% Change Active Headcount Year Ago
% Change Contingent Worker Headcount Year Ago
% Change Employee Headcount Year Ago
% Change Headcount Year Ago
Active Headcount Year Ago
Contingent Worker Headcount Year Ago
Employee Headcount Year Ago
Headcount Year Ago
This is an indicator (0/1) if the person in the event is in a Manager Role at the time of the event.
Indicates if the fact record is a supervisor (0/1) as of the fact record event date.
The number of contingent workers whose placement have ended in a time period; The number of contingent worker placement
Headcount of the worker ended.
Event count for Contingent Worker events; in parallel to "Employee Event Count", this is there for consistency as a sub-groupin
Count of contingent worker placement ends.
A count of Contingent Worker Placement Starts.
The number of organization or dept change events
This metric tracks the number of employees who were dissatisfied with the organization when they voluntarily terminated.
This metric tracks the ratio of the number of employees who were dissatisfied with the organization when they voluntarily termin
voluntarily terminated.
# years (decimal) the employee has been active at the enterprise (also known as the employee's tenure measured in years)
This is the persons Performance rating as of the Event/Date being reported; This metric is used when employees' performance
The number of headcount associated with a termination event, which can be either an employee termination or the end of a con
Termination Indicator multiple by the Terminated Persons headcount.
This is the event count for Employee events. It is there for consistency as a sub-grouping of Event Count.
A count of employee hires.
Number of involuntary terminations for all employees. Aggregation rule is sum with all dimensions
This metric determines the ratio of employees who were terminated involuntarily to total Employee terminations.
Total Involuntary Employee Terminations / Average Employee Headcount
# of employees whose most recent hire date iswithin 12 months of the last termination date, a.k.a. employees rehired within 12
Termination within 365 days of beng hired, days variable can be customer configured.
Count of employee terminations, use with the Time dimension to restrict the reporting period.
Total Employee Terminations / Average Employee Headcount
This metric determines the number of employees who terminated voluntarily. This metric allows management to determine how
voluntary reasons, such as marriage, relocation, or dissatisfaction. Use Event Reason and Event Category with this to see term
This metric determines the ratio of employees who were terminated voluntarily to total employee terminations. This metric allow
their employees terminated for voluntary reasons, such as marriage, relocation, or dissatisfaction. Use Event Reason and Even
Total Voluntary Employee Terminations / Average Employee Headcount
The number of job assignment or personnel action events
Workforce Headcount for the selected HR Event Type. Use with the HR Event Type and Time dimension to obtain clear results.
A worker's annual salary at the time of the event; Use this metric to along with "Event"-related metrics, e.g. what was the emplo
terminated?
The number of pay grade change events
Termination date is the same as the last hire date, for a Termination Event.
The number of position change events
The number of job change events
Count of employee terminations and contingent worker placement ends based on last working day
The number of location change events
The number of performance rating change events
# of the promotion events in the selected time period.
This metric provides the ratio of employees who received a promotion against total headcount during the chosen period. The Pr
where in the organization the most promotional opportunities exist, and where they need to be developed to retain skilled worke
This metric counts the number of employees who retired from the company.
The number of salary change events

The number of supervisor change events
A count of people who are hired and are supervisors of others on hire date.
Count of supervisor - employee terminations or contingent worker placement ends .
Count of employee terminations and contingent worker placement ends.
A count of Transfer Events (configured during the implementation process against the Workforce Event dimension).
This is the persons Performance rating (YAGO); This metric is used when employees' performance ratings need to be reported
Number of involuntary terminations (YAGO) for all employees. Aggregation rule is sum with all dimensions
Count of employee terminations (YAGO).
This metric determines the number of employees who terminated voluntarily (YAGO). This metric allows management to determ
for voluntary reasons, such as marriage, relocation, or dissatisfaction. Use Event Reason and Event Category with this to see te
Workforce Headcount (YAGO) for the selected HR Event Type. Use with the HR Event Type and Time dimension to obtain clea
YAGO count of hires (including re-hire) events of all workforce assignments (i.e. includes employee hires and contingent worke
YAGO count of the promotion events in the selected time period.
This metric measures the total employee cost over a period divided by average headcount for the period. Total employee cost id
workforce. The Average Cost per Employee metric identifies what each employee costs the company, regardless of whether the
hired as a contractor or temporary worker. This metric is a useful tool when making cost cutting decisions. It also provides a me
against industry benchmarks or previous fiscal periods.
The total indirect employee cost divided by the indirect employee period end count thus giving an average cost per indirect emp
The total employee cost divided by the employee period end count thus giving an average cost per direct employee. This metric
The broad cost components forming this metric are: payroll expenses, payment expense associated with a benefit plan, and em
Sum total of costs for all indirect employees, namely contracting expenses and employee support cost. This metric measures th
such as contractors and other temporary workers NOT compensated by the company's own payroll.
This metric tracks all Contracting Expenses by rolling up appropriate GL Accounts.
Revenue amount less the cost of goods sold divided by personnel count at the end period date gives the contribution amount p
This metric tracks all Cost of Goods Sold by rolling up appropriate GL Accounts.
This metric tracks all Employee Benefit Expenses by rolling up appropriate GL Accounts.
Sum total of costs for all direct employees, namely employee benefit cost, payroll amount, and employee support cost. Also pro
employee costs when calculated against company geographical locations, business units, or any other organizational entity. Th
headcount to provide a more accurate employee cost analysis.
This metric tracks all Employee Overtime Expenses by rolling up appropriate GL Accounts.
This metric tracks all Employee Support Expenses by rolling up appropriate GL Accounts.
This metric calculates operating expenses for all activities except sales, marketing, research and development for the chosen p
sum total of all employee-related payroll expenses from GL including general payroll expenses as well as payroll expenses in sa
This metric tracks all Marketing Payroll expenses by rolling up appropriate GL Accounts.
Revenue amount divided by personnel count at the end period date gives the revenue amount per employee. A key measure of
like software and professional services where employee headcount makes up the majority of costs.
Sum total of employee benefit costs, payroll amount, employee support cost and contracting expenses
The normalized (percentage) performance rating, the aggregation level is Employee dimension.
Previous normalized (percentage) performance rating, the aggregation level is Employee dimension.
The normalized (percentage) performance YAGO rating, the aggregation level is Employee dimension.
The average performance rating of all employees. Performance rating is typically given at the end of period as part of a perform
The normalized (percentage) performance rating for the employee, the default aggregation level is Performance Band dimensio
Average base salary of employees at time of inquiry. The Average Annual Base Salary metric provides information used in Emp
Human Resource department. Use this metrics when looking at average compensation across employees.
This metric tracks the hourly rate for an employee. This metric provides a snapshot of an employee's pay rate that will be used
analyze hourly rates by jobs, job families, positions, and pay grades to analyze your pay rate structure.
Total Annual Base Salary / FTE (Employee)
Total Annual Base Salary / FTE (Employee)
This metric tracks the maximum annual base salary for employees. This is a snapshot value of the maximum annual base salar
compared against the midpoint and minimum values to obtain a relative comparison for a group of employees. Base compensa
This metric tracks the midpoint annual base salary for employees. This is a snapshot value of the midpoint annual base salary,
compared against the maximum and minimum values to obtain a relative comparison for a group of employees. Base compens
This metric tracks the minimum annual base salary for employees. This is a snapshot value of the minimum annual base salary
compared against the midpoint and maximum values to obtain a relative comparison for a group of employees. Base compensa
Pay Grade Yearly Mid Value Amount
Time since last salary incease (does not reflect decreases), in days, relative to the selected time period end date.
Total of all base salaries for all employees in specific time period. Use this metric when looking at total compensation
% Change Total Annual Base Salary Year Ago
Average base salary of employees at time of inquiry. The Average Annual Base Salary metric provides information used in Emp
Human Resource department. Use this metrics when looking at average compensation across employees.
Total Annual Base Salary Year Ago
Length of Service (Years) / Employee Headcount.
Period of Placement (months) / Contingent Worker Headcount
# months the employee has been active at the enterprise (also known as the employee's tenure measured in months). Aggrega
dimension. With all other dimensions, aggregation rule is average.
# months the contingent worker has been active at the enterprise (also known as the contingent worker's tenure measured in m
used with time dimension. With all other dimensions, aggregation rule is average.
Time spent in organization/department, in days, relative to the selected time period end date.
Time spent in grade, in days, relative to the selected time period end date.
Time spent in job, in days, relative to the selected time period end date.
Time spent in location in days, relative to the selected time period end date.
Time spent in position, in days, relative to the selected time period end date.
% Change Average Length of Service (Years) Year Ago
Length of Service (Years) YAGO / Employee Headcount YAGO
Length of Service (Years) Year Ago

HR Absence & Accrual Facts Report

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

HR Absence & Accrual Facts Report

Uploaded by

Copyright:

Available Formats

Application Name

Absence & Workforce Deployment Facts

Absence MTD Facts

Absence MTD Facts

Absence MTD Facts

Absence QTD Facts

Absence QTD Facts

Absence QTD Facts

Absence YTD Facts

Absence YTD Facts

Absence YTD Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance Facts

Accrual Balance MAGO Facts

Accrual Balance MAGO Facts

Accrual Balance MAGO Facts

Accrual Balance MAGO Facts

Accrual Balance MAGO Facts

Accrual Balance MAGO Facts

Accrual Balance QAGO Facts

Accrual Balance QAGO Facts

Accrual Balance QAGO Facts

Accrual Balance QAGO Facts

Accrual Balance QAGO Facts

Accrual Balance QAGO Facts

Accrual Balance YAGO Facts

Accrual Balance YAGO Facts

Accrual Balance YAGO Facts

Accrual Balance YAGO Facts

Accrual Balance YAGO Facts

Accrual Balance YAGO Facts

Accrual Event Facts

Accrual Event Facts

Accrual Event Facts

Accrual Event Facts

Accrual Event Facts

Accrual Event Facts

Accrual Event Facts

Accrual Event Facts

Accrual Event Facts

Accrual Event Facts

Accrual Event Facts

Accrual MTD Facts

Accrual MTD Facts

Accrual MTD Facts

Accrual MTD Facts

Accrual MTD Facts

Accrual MTD Facts

Accrual MTD Facts

Accrual MTD Facts

Accrual QTD Facts

Accrual QTD Facts