What this guide covers
The Disciplinary Report (People > Human Resources > Reports > 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 (DISCIPLINARY_REPORT). The content is sensitive — access is limited to authorised HR/managers, and what you see must be treated as confidential.
The signals
Choose an employee and a look-back window. Until you pick someone the page reads "Select an employee to see their disciplinary signals." Once you do, four headline cards appear, then three tables.
The four cards:
QIL incidents — the number of incidents in the window, with a split into verbal and formal underneath.
Open escalations — steps on the disciplinary ladder that are still open.
Incidents from attendance warnings — how many of those incidents came out of a confirmed attendance warning rather than being logged by hand.
KPI avg — the average performance points in the window, with the number of scores it is based on ("—" if there are none).
The three tables:
Incident Log (QIL) — every incident for the person, with Number (a link to the incident), Category, Source, Track, Status, Sanction and Date. The Source column is the important one: it shows "Attendance warning" when the incident was created from a confirmed attendance warning, or "Logged directly" when someone raised it by hand.
Disciplinary Escalations (open) — open steps on the warning ladder, with Level, Count at trigger, Triggered date and Status.
KPI Scores (window) — the recent score history: Grade, Points and Recorded date.
There is no separate attendance-strike table any more. Attendance warnings feed the disciplinary picture by becoming incidents, and the Source column tells you which ones did.
How to read it — the important part
The signals are NOT auto-linked. A low KPI does not create an incident; an open escalation does not change a KPI. 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
The Incident Log (QIL): how a disciplinary incident works — what the incidents in the first table are.
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.