Workforce
Employee headcount, attendance rates, driver performance rankings, and leave utilization analytics for workforce management oversight.
The Workforce view gives you visibility into the people side of your business. It tracks headcount, attendance patterns, driver performance, and leave utilization so you can ensure your team is properly staffed, showing up reliably, and performing at their best.
Navigation: Owner Dashboard > Workforce
Route: /owner/workforce
Headcount Overview
The top section provides a snapshot of your organization's current staffing levels.
Headcount Summary Cards
| Card | Description |
|---|---|
| Total Employees | The current number of active employees across all departments |
| Total Drivers | The number of employees with a driver role who are currently active |
| New Hires | Number of employees who joined during the selected period |
| Departures | Number of employees who left the company during the selected period |
Each card displays the current figure alongside a net change indicator showing growth or reduction compared to the previous period.
Headcount by Department
A bar chart and table showing how employees are distributed across departments:
| Column | Description |
|---|---|
| Department | The department name (e.g., Operations, Finance, Maintenance, Administration) |
| Total Employees | Number of active employees in this department |
| Drivers | Number of driver-role employees within this department |
| Share of Total | This department's headcount as a percentage of total company headcount |
This breakdown helps you understand your organizational structure and whether staffing levels are proportional to each department's workload.
For fleet management companies, the Operations department (drivers and dispatchers) typically represents 70-85% of total headcount. If your ratio differs significantly, it may be worth reviewing whether support functions are appropriately sized.
Headcount Trend
A line chart showing total headcount over time within the selected period. Overlaid markers indicate:
- Green markers -- New hire dates
- Red markers -- Departure dates
This chart reveals whether your workforce is growing, stable, or shrinking, and how the pace of hiring compares to attrition.
Attendance Rates
Attendance tracking measures how reliably your team shows up for their scheduled shifts. Consistent attendance is critical for fleet operations, where driver absences directly impact trip capacity and revenue.
Attendance Summary Cards
| Card | Description |
|---|---|
| Overall Attendance Rate | Percentage of scheduled shifts where the employee was present and on time |
| Average Late Arrivals per Day | Mean number of employees arriving late each day |
| Absent Without Leave | Number of unplanned absences (no approved leave request) during the period |
| Perfect Attendance | Number of employees with 100% attendance during the period |
Attendance Trend Chart
A line chart showing the daily attendance rate over the selected period. The chart includes a target line (typically 95%) to make it easy to see whether attendance meets your company's standards.
An attendance rate consistently below 90% can significantly impact your fleet's earning capacity. Each absent driver represents an idle vehicle and lost revenue. Monitor this metric closely and investigate patterns -- are absences concentrated on certain days, departments, or individuals?
Attendance by Department
A table comparing attendance rates across departments:
| Column | Description |
|---|---|
| Department | Department name |
| Attendance Rate | Percentage of scheduled shifts where employees in this department were present |
| Late Arrivals | Total number of late arrival events during the period |
| Unplanned Absences | Number of absences without an approved leave request |
| Trend | Up or down arrow indicating improvement or decline vs. the previous period |
Attendance by Day of Week
A bar chart showing average attendance rates for each day of the week. This reveals patterns such as:
- Lower attendance on Fridays or Mondays (common in many industries)
- Weekend attendance challenges if your fleet operates seven days a week
- Specific days that consistently fall below target
Driver Performance
Driver performance metrics rank your drivers based on objective, measurable criteria that directly impact your business.
Performance Summary Cards
| Card | Description |
|---|---|
| Average Driver Rating | Mean performance rating across all active drivers (if ratings are configured) |
| Top Performer Revenue | The highest revenue generated by a single driver during the period |
| Average Revenue per Driver | Total fleet revenue divided by the number of active drivers |
| Drivers Below Target | Number of drivers who did not meet the minimum performance threshold |
Driver Performance Rankings
A sortable table listing all active drivers with their performance metrics:
| Column | Description |
|---|---|
| Driver | Driver name and employee ID |
| Total Trips | Number of completed trips during the period |
| Total Revenue | Revenue generated by this driver |
| Revenue per Trip | Average revenue per completed trip |
| Total Fines | Sum of fines issued to this driver |
| Attendance Rate | This driver's attendance percentage during the period |
| Commission Earned | Total commission this driver has earned |
| Net Contribution | Revenue minus commission, fines, and expenses attributed to this driver |
You can sort by any column. Sorting by Net Contribution gives you the clearest picture of each driver's true value to the business.
High revenue alone does not make a driver a top performer. A driver who generates strong revenue but accumulates frequent fines or high expenses may have a lower net contribution than a driver with moderate revenue and minimal costs. Always evaluate drivers using net contribution.
Top 5 Drivers
The five drivers with the highest net contribution during the selected period. Each entry shows:
- Driver name and assigned vehicle
- Total revenue, trips, and net contribution
- Attendance rate
Bottom 5 Drivers
The five drivers with the lowest net contribution. Each entry shows:
- Driver name and assigned vehicle
- Total revenue, trips, and net contribution
- Primary issue (low revenue, high fines, poor attendance, or high expenses)
Before taking action on bottom performers, review the full context. A driver may have low numbers due to vehicle downtime, leave of absence, or recent onboarding. Check the driver's assignment history and attendance record for the complete picture.
Revenue per Driver Trend
A line chart showing the average revenue per driver over time. This metric is useful for measuring productivity improvements. If you are adding drivers but average revenue per driver is declining, it may indicate market saturation or inefficient scheduling.
Leave Utilization
Leave utilization metrics help you understand how your team uses their leave allowances and how absence affects operations.
Leave Summary Cards
| Card | Description |
|---|---|
| Total Leave Days Taken | The sum of all approved leave days consumed during the selected period |
| Average Leave per Employee | Total leave days divided by the number of active employees |
| Leave Utilization Rate | Percentage of total available leave balance that has been used |
| Pending Leave Requests | Number of leave requests currently awaiting approval |
Leave by Type
A breakdown of leave consumption by type:
| Leave Type | Description |
|---|---|
| Annual Leave | Standard paid vacation days |
| Sick Leave | Leave taken due to illness or medical reasons |
| Emergency Leave | Short-notice leave for urgent personal matters |
| Unpaid Leave | Leave taken without pay, typically when paid allowance is exhausted |
| Other | Any company-specific leave types (maternity, paternity, study, etc.) |
Each type shows the total days taken, percentage of total leave, and comparison to the previous period.
Leave Calendar Heatmap
A calendar heatmap showing the number of employees on leave for each day of the selected period. Darker cells indicate more employees absent on that day. This visualization helps you:
- Anticipate staffing gaps -- Identify dates with high leave concentration
- Plan ahead -- Spot upcoming periods where many employees have approved leave
- Balance workload -- Ensure enough drivers are available on any given day
If your leave calendar shows clusters of high absence on the same dates, consider implementing a leave cap per day to ensure minimum operational coverage. This is especially important for driver teams where each absence directly reduces fleet capacity.
Leave Balance Summary
An overview of remaining leave balances across the organization:
| Metric | Description |
|---|---|
| Employees with Full Balance | Number of employees who have not used any leave |
| Employees Below 25% Balance | Number of employees who have used more than 75% of their leave allowance |
| Average Remaining Balance | Mean number of leave days remaining per employee |
| Employees with Zero Balance | Number of employees who have exhausted their leave allowance |
Employees with a full unused balance near the end of the year may indicate they are not taking sufficient rest, which can lead to burnout. Employees with zero balance may need additional support or schedule adjustments.
Using Workforce Data for Decisions
Staffing Decisions
Use headcount trends alongside operations data to determine if you need to hire:
- If vehicle utilization is high (above 85%) but you have idle vehicles, you may need more drivers
- If trip demand is growing but revenue per driver is stable, adding drivers should increase total revenue proportionally
- If departures are outpacing hires, investigate the reasons -- compensation, working conditions, or management issues
Attendance Improvement
If attendance rates are below target:
- Identify whether the issue is company-wide or concentrated in specific departments or individuals
- Check if attendance dips correlate with specific days (e.g., post-weekend) or seasons
- Review whether incentive programs for perfect attendance could improve reliability
- Address chronic absentees individually through HR processes
Driver Development
Use the driver performance rankings to guide training and assignment decisions:
- Top performers -- Recognize and reward. Consider assigning them to premium vehicles or high-revenue routes
- Mid-range performers -- Identify specific areas for improvement (e.g., reducing fines, improving trip counts)
- Bottom performers -- Provide targeted training. If performance does not improve over 2-3 months, consider reassignment or other HR actions
Leave Policy Optimization
Review leave utilization data to ensure your leave policy supports both employee wellbeing and operational needs:
- If leave utilization is very low, employees may feel discouraged from taking time off -- review your company culture
- If unplanned absences are high relative to approved leave, your leave policy may be too restrictive
- Implement minimum notice periods for non-emergency leave to allow for scheduling adjustments