Understanding Analytics Dashboard

The Analytics Dashboard provides comprehensive insights into your evaluation results, helping you make data-driven decisions about performance, promotions, and salary equity.

Dashboard Overview

The analytics are organized into four main sections: 1. Executive Summary - Key metrics and trends 2. Salary Insights - Data-driven salary recommendations
3. Performance Distribution - Score analysis across job bands 4. Band Analytics - Promotion readiness and salary equity by job band

Salary Insights

What It Shows

• Entry Level Recommendations: Calculated salary ranges for entry positions (base £45K + performance adjustments)
• Senior Level Recommendations: Calculated salary ranges for senior positions (base £75K + performance adjustments)
• Market Analysis: How your organization compares to market standards
• Performance Correlation: Statistical relationship between evaluation scores and salary fit

Key Metrics

• Market Position: Competitive, Above Market, or Below Market classification
• Suggested Adjustment: Percentage-based salary recommendations (+8%, -3%, etc.)
• Performance Correlation: Percentage showing score-to-salary alignment (higher is better)
• Adjustment Impact: Annual cost of implementing suggested salary changes

Calculation Method

The system uses a sophisticated formula: 1. Base Salary: £45K for entry level, £75K for senior level 2. Performance Multiplier: Each evaluation score point adds £10K baseline value 3. Market Positioning: Compares against industry standards 4. Adjustment Factor: Considers organizational performance patterns

Interpreting Results

• "Competitive": Salaries align well with performance and market (green badge)
• "Above Market": Consider if premium is justified by performance (blue badge)
• "Below Market": Potential retention risk, review for adjustments (yellow badge)
• High Correlation (90%+): Strong alignment between performance and compensation
• Low Correlation (<70%): May indicate salary inequities or evaluation issues

Using the Help Button

Click "How are these calculated?" for detailed methodology explaining: - The £45K/£75K base salary formula - How performance multipliers work - Market positioning methodology - Cost impact calculations

Performance Distribution

What It Shows

• Evaluation scores grouped by job band (B1-B9)
• Average performance per band
• Score distribution patterns
• Performance benchmarks

Key Metrics

• Band Average: Mean score for each job band
• Score Range: Minimum and maximum scores
• Employee Count: Number of evaluations per band
• Performance Rating: Color-coded performance levels

Interpreting the Data

• Green Bands: Above-average performance
• Yellow Bands: Average performance
• Red Bands: Below-average performance

Use Cases

• Identify high-performing bands
• Spot performance gaps
• Benchmark against standards
• Plan training initiatives

Promotion Readiness

What It Shows

• Employees ready for advancement
• Readiness scores (0-100 scale)
• Current vs. target band analysis
• Promotion candidate ranking

Readiness Factors

The system analyzes: - Current performance scores - Band-appropriate skill levels - Growth trajectory - Competency alignment

Readiness Levels

• 90-100: Immediately ready
• 75-89: Ready with minor development
• 60-74: Needs significant development
• Below 60: Not ready for promotion

Action Items

For high-readiness employees: - Schedule promotion discussions - Plan band transition - Prepare development plans - Consider succession planning

Salary Equity

What It Shows

• Current salary vs. performance analysis
• Pay equity recommendations
• Salary range utilization
• Performance-based adjustments

Equity Analysis

• Over-performers: High performance, potential underpay
• Under-performers: Low performance, potential overpay
• Well-aligned: Performance matches compensation
• New hires: Limited data, needs monitoring

Recommendation Types

• Salary Increase: Performance exceeds compensation
• Performance Review: Compensation exceeds performance
• Market Review: Compare with industry standards
• No Action: Well-aligned compensation

Implementation

Use recommendations to: - Plan salary review cycles - Address pay inequities - Support budget planning - Ensure fair compensation

Advanced Features

Filtering Options

• Time Period: Select evaluation timeframe
• Department: Focus on specific areas
• Job Band: Analyze particular levels
• Performance Range: Filter by score bands

Export Capabilities

• PDF Reports: Executive summaries
• Excel Data: Detailed analysis
• JSON Format: System integration
• Chart Images: Presentation materials

Real-Time Updates

• Data refreshes automatically
• New evaluations included immediately
• Historical trends maintained
• Performance tracking continuous

Best Practices

Regular Review

✅ Check analytics monthly ✅ Track trends over time ✅ Compare periods consistently ✅ Document key insights

Action Planning

✅ Use data for decisions ✅ Plan interventions early ✅ Monitor improvement ✅ Celebrate successes

Communication

✅ Share insights with leadership ✅ Discuss with managers ✅ Plan team meetings ✅ Create development plans

Common Questions

"Why are some bands empty?"

• New job bands without evaluations yet
• Seasonal hiring patterns
• Organizational restructuring
• Recent band creation

"How often should I check analytics?"

• Weekly: During active evaluation periods
• Monthly: Regular performance monitoring
• Quarterly: Strategic planning sessions
• Annually: Comprehensive reviews

"What if the data looks unusual?"

• Verify evaluation completeness
• Check for data entry errors
• Consider external factors
• Consult with HR team

Ready to explore your analytics? Open Analytics Dashboard.