Disciplinary Report — the whole picture before acting
What this guide covers
The Disciplinary Report gathers everything known about one employee's conduct and performance signals into a single read-only view, so a manager or HR can see the full context before deciding whether any action is warranted. This explains what the signals are and how to read them — it is not a record of anyone's actual history.
Who can open it: it needs the dedicated Disciplinary report permission. The content is sensitive — access is limited to authorised HR/managers, and what you see must be treated as confidential.
The four signals
You choose an employee and a look-back window; the report then shows four independent signals about that person.
| Signal | What it shows |
|---|---|
| Incidents (QIL) | Formal incidents and verbal counselling logged for the person — with number, category, track, status and any sanction level. |
| Disciplinary escalations | Open steps on the warning ladder (e.g. verbal → first written → final written), with the strike count that triggered each. |
| Attendance strikes | Confirmed attendance warnings in the window, by type and status. |
| KPI trend | Average performance points and the recent score history. |
Four summary counts at the top give the headline (incidents, open escalations, attendance strikes, KPI average); the tables below break each one out.
How to read it — the important part
- The signals are NOT auto-linked. A low KPI does not create an incident; an attendance strike does not auto-escalate. They simply sit side by side so you can weigh them together.
- Acting is always a deliberate human decision. Whether to monitor, raise a formal incident, or escalate is a manager's judgement call — the report informs it, it doesn't make it.
- It changes nothing. Opening the report records no action and alters no data.
Good to know
- Pick the window thoughtfully — a longer look-back shows patterns; a short one shows what's recent.
- Fairness matters. Use the report to get the full context before acting, not to justify a decision already made.
- Confidentiality. This is personal, sensitive information — don't share screens or export figures outside the people entitled to see them.
Related guides
- Attendance status field definitions — what the attendance warnings mean.
- Task KPI and grading: how it works and the fairness rules — how the KPI signal is produced.