There are a number of metrics and measures that are predefined in the Dashboards feature. These are derived from your organization’s data in Dayforce, and you can use them to build useful views. The definitions below describe the business logic built into the metrics and measures in Dashboards, including where in Dayforce the data comes from and how the figures are calculated.
Absences
An absence is defined as any pay code associated with the date of absence where the Is Absence checkbox is selected. Common absence types include vacation, personal holiday, jury duty, bereavement, and FMLA.
Average Service Length
The Average Service Length field shows the average length of service for a group of employees. It uses the calculation total service length divided by number of employees.
For example, in a view where the numeric value is Average Service Length and the category is Department, the view would calculate it as follows:
Sum(length of service of all employees in a department)/Number of employees in that department
Note: Length of Service can be calculated based on the employee’s start date, hire date, original hire date, or seniority date. See Configure Measures Calculations.
Average Time to Hire
Average Time to Hire is calculated as the total time to hire across a group of candidates divided by the number of candidates.
Note: Time to Hire is the number of days between a candidate’s application and their hire date. See the entry for Time to Hire in this list.
For example, Dayforce is calculating the Average Time to Hire for the following candidates that have been hired in the Development department:
| Department | Candidate | Time to Hire |
|---|---|---|
| Development | Candidate 1 | 10 |
| Development | Candidate 2 | 5 |
| Development | Candidate 3 | 3 |
The Average Time to Hire is calculated as follows:
Total time to hire(10+5+3) / 3 = 6 days
In cases where the result isn’t a whole number, the average is rounded to the nearest day.
Benefit Cost by Carrier
You should consider the following when viewing calculations for Benefit Cost by Carrier:
- Pay Periods: Annual Carrier Cost is calculated as:
(Carrier Cost per pay period) * number of pay periods. - Large Groups: If the numbers are aggregated over a large group of employees, each month might contain new hires or terminations. The annual carrier cost as calculated in Dashboards is an approximation when calculated for any specific month. Further, some values are rounded in Dayforce. For a specific employee, the impact of rounding is minimal. However, for a large group of employees, there might be a larger impact.
- Election Dates: Depending on the election dates, the first four months might differ from the following four months. Some customers have multiple election dates throughout the year, depending on the benefits and options. That can apply to individual employees and groups.
Benefit Report Category
The Benefit Report Category field was created to show useful analytical categorization. It shows more detail than Benefit Plan and less detail than Benefit Sub Plan. It doesn't exist in the Benefits module.
Fiscal (Financial) Period
Dashboard views can be established by both calendar and fiscal or financial periods (quarter, year). Fiscal or financial period details are derived from the configurations in Plan Setup > Fiscal Calendar. If you don’t have any fiscal periods configured, you should use calendar period options when creating and modifying views.
Headcount
An employee is counted as active when their employment status group is Active for at least one day during the period. This means that new hires and terminations that occur during any given period are each counted as unique records in the head count. They don’t cancel each other out.
Predefined drilldowns that show job and job assignment information include the employee’s primary work assignment only. Employees must have an active work assignment at an active org unit during the given time period.
Note: Depending on your organization’s configuration, employees are included in the head count numbers either as of their start date or their hire date. See Configure Measures Calculations.
Headcount at Period End
Headcount at Period End is defined as the count of employees with an active employment status group as of the last day of the period, regardless of the number of new hires and terminations during the period.
Note: Depending on your organization’s configuration, employees can be included in the head count numbers either as of their start date or their hire date. See Configure Measures Calculations.
Headcount at Period Start
Headcount at Period Start is defined as the count of employees with an active employment status group as of the first day of the period.
Note: Depending on your organization’s configuration, employees are included in the head count numbers either as of their start date or their hire date. See Configure Measures Calculations.
Net Hours
A location’s net hours are derived from the location where the work occurred, which might or might not be the employee’s primary work location.
Number of Days
The Number of Days field shows the number of days that a recruiting candidate spends in a status. For example, Jane is a candidate in the Resume Screening status from June 1, 2017 to June 5, 2017. Dayforce calculates the number of days as follows:
End Date/Time (June 5) - Start Date Time (June 1) = 5 days.
Retail Key Performance Indicators (KPI)
Data is retrieved from KPIs defined and configured in Plan. In scenarios where a KPI short name is identical for more than one KPI, the KPI long name will show. For example:
| KPI Short Name | KPI Long Name | Name Shown in Dashboards |
|---|---|---|
| Total Sales | Gross Sales Amount | Gross Sales Amount |
| Total Sales | In-Store Sales | In-Store Sales |
Salary Analysis
Employee salaries are defined as Base Salary or Base Rate. For employees with a base rate only, the base salary is determined by multiplying the base rate by the hours in a year based on the Normal Weekly Hours field.
Service Bands
The predefined service bands are determined based on an employee’s original hire date or rehire date during the measurement period. The bands are calculated as follows:
- <6 Months: 1 day to 5 months and 30/31 days
- 6 Months – 1 Year: 6 months and zero days to 12 months and 30/31 days
- 1 – 3 Years: 1 year and zero days to 2 years, 12 months, and 30/31 days
For example, an employee with exactly 6 months of service will be counted in the 6 Months – 1 Year service band.
Note: Depending on your organization’s configuration, the calculation of employees’ service bands is based on their Start Date, Hire Date, Original Hire Date, or Seniority Date. See Configure Measures Calculations.
Time to Hire
Time to Hire is calculated as the number of days between when a recruiting candidate’s status is set to New (that is, they apply for the job), and when the status changes to Hired.
For example, a candidate applies to a job posting on June 1, 2017. In other words, the candidate’s status is New starting from that date. On June 20, 2017, the candidate is hired, and their status changes to Hired. This candidate’s Time to Hire is calculated as follows:
End Date/Time (June 20) - Start Date Time (June 1) = 19 days.
Turnover and Attrition
Turnover Rate is a calculated field that shows the number of terminations as a percentage of the average head count during the calculation period. A termination is defined as an employee with a termination date that falls within the measurement period. This includes both voluntary and involuntary terminations. Turnover Rate includes both voluntary and involuntary terminations.
Note: Building a view that shows turnover rate by voluntary or involuntary terminations isn’t supported. If you try to calculate turnover by voluntary or involuntary terminations, the view will always show incorrectly as 100% because of the way the field is calculated. Instead, you can create a drilldown from the Turnover Rate Trend view which navigates to a view that shows the number of voluntary and involuntary terminations.
The Turnover Rate is calculated using the following equation:
Terminations/((Headcount @ Period Start + Headcount @ Period End)/2).
Note: Depending on your organization’s configuration, "Terminations" in the equation above includes either terminations only or terminations and employees who moved into an inactive status. See Configure Measures Calculations.
Work Status
Work Status is defined as an employee's status with regards to a specific shift. The possible statuses are Show, No Show, and No Schedule, based on these conditions:
- Show: An employee has a schedule and a corresponding clock entry.
- No Show: An employee has a schedule but no corresponding clock entry.
- No Schedule: An employee has no schedule (for example, an exempt employee).
No Show is further defined as:
- An employee schedule record with an on-call status of either regular or confirmed.
- An employee who isn’t classified as auto paid, because this classification doesn't require an employee to clock in for a shift.
- The pay code associated with the date of absence doesn't have the Is Excused checkbox selected.
- The pay code associated with the date of absence doesn't have the Is Absence checkbox selected.