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ReadMe Details

I’ve broken down this section by the various things my doc can do, so you can jump to the section that interests you most.

There’s also the handy

Shortcuts⁠

page for you to bookmark and use afterwards, which is broken down by the important interactive forms/tables for each function.

Onboarding

To add a new team member, use the

Add a Team Member⁠

form.

The new entry activates the “onboard” button on

Your People⁠

and is automatically pressed every 9 am (or you can do so manually).

10 onboarding tasks are added to the

Boarding Master⁠

and assigned to either HR or the Ops Manager.

You can see active onboarding tasks either in

Active Onboarding To Do's⁠

or in the

PeopleOps To Do's⁠

(which has a subpage

Your PeopleOps To Do's⁠

and only shows the viewer their own assignments).

Employee Changes

To initiate any change in employee’s status, compensation, etc, fill out the

Employee Change Request Form⁠

The information is added to the

Employee Change Requests⁠

table and assigned to HR and a status of “to do.”

An automation sends a slack alert to a specific channel, notifying them of the new assignment.

When the status is changed to “review,” it’s assigned to the COO and she’s notified via the above automation.

You can see different views of this list either in

Grouped View of Requests⁠

or in

PeopleOps To Do's⁠

Performance review next steps are automatically added to this list as well (see that section for more information).

Time Off

To request time off, an employee should fill out

Vacation Request Form⁠

The request is added to

Time Off Requests⁠

and tallies the total days taken.

Since I established this for a company with unlimited vacation time,

PTO View⁠

just highlights (literally via conditional formatting) those who have taken too few days off (under 10) or too many (over 25).

⁠

PTO's to Watch⁠

is a bulleted list of both these “infractions” and is connected to

Email PTOs to Watch⁠

, which is emailed automatically every Friday morning to the CEO, COO, and HR.

Performance

Manager or HR needs to input the next review date on

Employee Numbers⁠

, where conditional formatting (orange) highlights past reviews (i.e., this employee needs a new one scheduled).

A week before the review, the “ready for review” button will be activated and automatically pressed at 9 am (if not manually pressed before then).

This emails the reviewee a link to the

Performance Review Form⁠

, reminding them to submit it 3 days before the review.

When a review is submitted, an automation alerts the manager who can then review the submission at

Manager's View of Performance Reviews⁠

and also add his/her own review.

Once the manager inputs his/her review, an automation copies the appropriate fields to

Employee Change Requests⁠

. (See above Employee Changes section for the rest of this workflow.)

Offboarding

If an employee is ready to leave and/or they are terminated for performance issues, an

Employee Change Request Form⁠

should be filled out with the “termination” option chosen, listing effective date they’ll be leaving.

This will trigger the previously discussed workflow and HR should add an end date on

Employee Numbers⁠

The end date will activate the “offboard” button, which (via automation) will add 6 offboarding tasks to the

Boarding Master⁠

, appropriately assigning each to either HR or Operations.

You can see active offboarding tasks either

Active Offboarding To Do's⁠

PeopleOps To Do's⁠

Offboarding employees also show up on

Employees Being Offboarded⁠

and then move to

Previous Employees⁠

, both of which are on the

Previous Employees⁠

page.

Random Views

There are also many useful employee views, primarily as subpages of

Your People⁠

You can also see interesting numbers associated with the lists in the

Data⁠

sections.

⁠

What’s Next

And there you have it.

Go ahead and try any of the above for yourself and bookmark

Shortcuts⁠

for a quick reference.

You can also reach out (

Contact Me

⁠

) if you have any questions.

Happy HR’ing and coda’ing!

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