This dashboard reads the most recent report submitted for each team member. Submit a report whenever you observe a meaningful change — no fixed schedule required, though monthly is a good baseline. Everyone starts as a General Worker — the Career Tier column is calculated automatically from the data, but the Role itself only changes when you propose it on that person's profile.
👥 Team Roster — Skill Breadth & Career Ladder Position
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| Name | Current Role | Stages Mastered | Judgment Tasks Mastered | Leadership Traits | Career Tier (Salary Band) | Last Report |
|---|
For each task, this shows who has reached Mastered level (judgment-ready / can QA independently) and who is Competent (can run it independently but not yet the judgment call-maker). Use this to assign a QA lead per task instead of routing every issue through you and Linda.
⭐ How to fill this in
1. Pick the team member and the period this report covers.
2. List what they were tasked with, and what they picked up or improved on.
3. Go through the skill matrix — rate them honestly on today's ability, not potential. "Mastered" on a Frying/Coating/Mixing task means they read the visual or texture cues themselves and decide the next step without being told.
4. Tick any leadership traits you genuinely observed this period — don't tick out of habit.
5. Submitting updates their profile immediately — Elayne sees the latest snapshot on the Dashboard.
6. Double-check before submitting — once saved, only Elayne can remove a report.
2. List what they were tasked with, and what they picked up or improved on.
3. Go through the skill matrix — rate them honestly on today's ability, not potential. "Mastered" on a Frying/Coating/Mixing task means they read the visual or texture cues themselves and decide the next step without being told.
4. Tick any leadership traits you genuinely observed this period — don't tick out of habit.
5. Submitting updates their profile immediately — Elayne sees the latest snapshot on the Dashboard.
6. Double-check before submitting — once saved, only Elayne can remove a report.
📝 Staff Report
Team Member
Report Date
Period Covered
Tasks Assigned This Period
What They Learned / Practiced
Process Skill Assessment
Leadership Traits Observed This Period
Leadership Notes (examples of what you saw)
Overall Supervisor Comments
👤 Select a Team Member
⭐ Purpose of This Tracker
Elayne uses these reports to decide who is ready to lead a task or process area on their own — so quality issues get caught and solved on the floor, instead of every problem coming to you or Linda. The goal is one QA-capable lead per task area over time, not one supervisor covering everything.
Access: Nurul's PIN lets her view everything and submit new reports — once a report is submitted, it's locked and can't be removed from her side. Elayne's PIN additionally allows deleting a report and adding a remark against any report in the history.
Access: Nurul's PIN lets her view everything and submit new reports — once a report is submitted, it's locked and can't be removed from her side. Elayne's PIN additionally allows deleting a report and adding a remark against any report in the history.
📏 Rating Scale — What Each Level Means
| Level | Manual / Procedural Tasks (Raw Material Prep, Packaging) | Judgment Tasks (Dough Mixing, Frying, Coating) |
|---|---|---|
| 0 · Not Trained | Has not been shown this task yet. | |
| 1 · Learning | Can follow the steps with someone watching. | Can follow instructions but does not yet read the cues (oil colour, dough texture, smell) themselves — needs to be told when to act. |
| 2 · Competent | Does the task correctly, unsupervised, every time. | Runs the task independently under normal conditions, but still needs backup when something looks off. |
| 3 · Mastered | Can also spot other people's mistakes and correct them — ready to QA this task for others. | Reads the visual/texture/timing cues and decides the next step correctly, without being told — including when something is going wrong. Ready to train or QA others on this task. |
🪜 Career Ladder — Salary Progression
This is the motivational ladder for the team. Everyone starts at Tier 1. Movement up is earned through what shows up in your reports — it isn't automatic, and it never moves someone down based on one weak report alone.
| Tier & Salary | What It Means | Criteria (from latest report) |
|---|---|---|
| Tier 1 · RM1,700 | New Entry | Starting point for every team member. No minimum required. |
| Tier 2 · RM1,750 | Manual + Judgement Capable | Competent (Level 2+) in 3+ manual tasks (raw material prep / packaging) and Competent (Level 2+) in 2+ judgement tasks (dough, frying, coating). Can be trusted to run both independently. |
| Tier 3 · RM1,800+ | QA-Ready (Mastered) | Mastered (Level 3) in 3+ judgement tasks, spanning 2+ stages (not all in one line, e.g. frying only). Reads the cues, catches their own mistakes — genuinely ready to QA their own work. |
| Tier 4 · RM1,900+ | Leader | Meets Tier 3, and shows 5+ of the 8 leadership traits, and is specifically observed training or helping others. Technical mastery plus the ability to lead and influence the team, not just execute. |
🎯 Judgment vs. Manual — Why the Split Matters
Packaging, weighing and basic raw-material prep are important, but they're procedural — the same correct answer every time. Keropok dough mixing, golong and steaming (texture / consistency), frying, and coating require reading a visual or physical cue and choosing the right response on the spot. This is the skill Elayne specifically wants surfaced, because it's what separates someone who executes tasks from someone who can be trusted to own a process.
🧭 Roles vs. Career Tier — Two Different Things
The Career Tier (RM1,700 – RM1,900+) is calculated automatically from each report — it's a live read of demonstrated ability.
The Role (General Worker → Product Specialist → Team Leader → Department Leader) is not automatic. Everyone starts as a General Worker, and it's your proposal — made from a staff member's profile page — that suggests a role change to Elayne, based on the tier and history you're seeing. Final approval stays with Elayne.
The Role (General Worker → Product Specialist → Team Leader → Department Leader) is not automatic. Everyone starts as a General Worker, and it's your proposal — made from a staff member's profile page — that suggests a role change to Elayne, based on the tier and history you're seeing. Final approval stays with Elayne.