📄 Monthly reports

Sales. Turnaround counts quotes created in the month and checks the first send (from the quote's send log) landed within the working-day window. Follow-up counts quotes first sent in the month and looks for the first follow-up after the send — a re-send, an outbound email, call or note on the linked CRM deal, or a completed CRM task; a quote decided inside the window counts as met. Win rate and won value use quotes decided in the month (won = accepted in PaintHub, lost = the linked deal marked lost), valued at the accepted tabs ex GST, against the monthly targets in ⚙ Edit points.

Project managers. Scheduling counts every job handed to the PM in the selected month (the moment the PM owner is set) and checks that both start and end dates were entered within the window — jobs that already had dates before this feature went live count as on time. Resourcing, materials and access equipment use the jobs the PM owns that finished in the month (same landing rule as the site leaders): resourcing is the site-leader on-budget % averaged across those jobs, materials compares manual purchases + assigned Xero bills against the quoted materials budget, and access equipment compares 🏗-tagged bills against the quote's access allowance at cost. The month's rating is the lowest of the four KPIs.

Site leaders. A job lands in the month its last scheduled day falls in, and is scored once finished (complete / invoicing / archived). KPI 1: budget hours (won quote labour lines + approved variations, fallback the job's budgeted hours) ÷ crew actual hours, banded into Fantastic / Ideal / Average; each job pays its band points scaled by job size (budget hours ÷ a standard 160h month) and the points are summed — so a 3-month job pays three months' worth when it lands, and leaders on long jobs aren't behind leaders running many small ones. Running jobs show on the card as "in progress" until they finish. KPI 2: every crew member signed onto every active SWMS/JSA and the client sign-off sheet is done — a non-compliant job loses points. KPI 3: each callback recorded in the month (job card → ↩ Callbacks) loses points against that job's site leader. Painter rewards: each finished job is banded on how its costs came in (budget hours ÷ crew hours) against the KPI percentages. The job then pays its band's points as a pool — scaled by the job's budget hours against a standard 160h month, so a 160h Fantastic job pays the full 2,000 and a 4h job pays its proportion — and the pool is split across the crew by hours worked. Job points are summed for the month, so one blown job can't wipe out the good ones, and beating budget raises everyone's points per hour. The bonus pays on every job that runs on budget at Fantastic, split across the crew by hours worked — end dates don't affect points, though late jobs are still flagged for visibility. The Efficiency figure shown is the monthly overall for context. All thresholds, points, penalties and bonuses are editable via ⚙ Edit points above. Mark your site leaders with the "Site leader" checkbox on the painter card.

Budget hours per job come from the won quote's labour lines (plus approved variations), falling back to the job's budgeted hours. A painter's fair share = job budget × their portion of the crew's hours. $ impact uses each painter's cost rate. Jobs with no hours budget are shown but excluded from the on-budget stats.

Work days = weekdays minus public holidays and company RDOs (half-days count 0.5). Headcount = all active painters right now — employees and subcontractors, since subbies are scheduled to jobs too. Planned leave = annual + RDO; unexpected = sick + other; rain days tracked in their own column (never blocked by the floor). Average painter number = headcount − average painters away per work day — this is what the capacity band (80–100% of average painters × work days) is built on. Utilisation = employee scheduled painter-days ÷ capacity: green in the 80–100% band, amber under 80%, red over 100%. Booking annual or RDO leave that would drop a day below the minimum is blocked (with a management override); sick leave is always recorded.

Tap a cell to cycle the level: ⬜ Not shown yet → 🟡 Learning (needs full supervision) → 🔵 Checking (can do it, check the result) → 🟢 Solo (trusted without checking). Tap an apprentice's name for their card — the 🎯 Teach next strip is the two-second answer to "what do I show them today". Every rating is stamped with who set it and when. Moving ratings is for project managers only; if that's not you, look but don't tap. Apprentices = painters whose Level on the painter card is "Apprentice".

Hours come from the scheduler (8h full day, 4h half day). ★ LH = leading hand on a job that week. Cells: L leave · S sick · RDO · PH public holiday · RN rain day.

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