Incident dashboard (HR)

What this guide covers

The Incident Dashboard is HR's view of the disciplinary process: what is waiting on whom, the incidents HR must decide, and the employees who disagree with an outcome. Use it to keep incidents moving and to catch the ones that are stuck.

Who can open it: HR admins. Confidential.

The count cards

Awaiting Statement: the employee's reply window is still running.
Ready for Manager's Verdict: the statement is in or the window lapsed; the issuing manager decides.
With HR (referred or taken over): HR must decide these.
Disagreements (appeals): employees who disagreed with an outcome; HR decides these too.
Closed — Verdict reached and Total.

The tables

With HR — your verdict is needed: each incident, the employee, How it reached HR (Referred or Taken over), the category, who raised it and when.
Employees who disagree — HR decides the appeal: the incident, the employee, the sanction under appeal, who decided it, and the date HR's decision is due.
Bottlenecks — awaiting employee acknowledgement: incidents still in the reply window, with the deadline. This is your nudge list.
All incidents: the full list, filterable; each row opens the incident.

How to use it

With HR: decide within 3 working days of the referral, or of the takeover (counted from the statement if that came later). After that the Managing Director may decide.
Disagreements: an HR officer who did not decide the verdict hears the appeal: confirm, reduce or set aside, never increase, with written reasons. Also within 3 working days.
Ready for Manager's Verdict: the managers decide these. HR can still decide any of them, or open one and use HR takes over when a case needs HR, for example a conflict of interest or a sensitive matter. Give the reason; the manager is told.
Bottlenecks: if an employee never clocks in, open the incident and click Start the reply clock now.
Open any row to act on the incident's own page; the dashboard is a monitor.

The close-out report

The Close-out report (overdue + consistency) link opens the QIL close-out report. It needs the QIL report permission. It lists every open incident past its time limit or target, with its stage and owner, and for any period it gives the incidents raised and closed, the time to close, Not upheld findings, referrals to HR, appeals, and outcomes by category, department and decider. HR uses it for the weekly overdue list and the monthly consistency review.

Exporting an employee's record (PDF)

On the Incident Log list, Export employee's record opens a dialog. Choose the employee (everyone with at least one incident is listed), tick Include withdrawn incidents if you need them, and click Download PDF.

One file: a summary table of the employee's incidents, then each incident in full, with images printed and the incident channel's messages at the end of each.
Audited: every incident in the file records the export on its timeline.
One incident only: use Export PDF on the incident's own page.

Good to know

Stuck incidents are a fairness risk: a long wait for a statement or a verdict weakens a defensible process.
HR's own time limits appear in the same report as the managers'.

Deciding an incident: the statement, the verdict, referral and HR: acting on an incident.
The Incident Log (QIL): how a disciplinary incident works: the lifecycle overview.