📊 Legend
metric bar colors
▾
Metric bars
Exceeding ★
Target met
On pace
Developing
My Progress
Your daily work totals from the nightly snapshot of the Metabase numbers, your current cycle, and your raise history.
Leaderboard
Top performers across all staff by Volume, Pace, and Quality for any week, month, or quarter — use the arrows to browse past periods. Rankings compare growth between daily snapshots, so a raise resetting someone's cycle numbers never affects their standing here.
🏆 Volume
⚡ Pace
✅ Quality
FOH — Front of House
FOH staff. Quality = CSAT score.
Total FOH
8
Promote Ready
0
Eval Ready
6
In Progress
2
Off Pace
0
| Name | Hub | Role | Volume (Cycle pts) ↕ | Pace (Avg/day) ↕ | CSAT% ↕ | Eval |
|---|
All Staff
Every BOH Tech and FOH staff member. This view is read-only — make all edits in the Settings tab.
Showing
0
| Name | Team | Hub | Role | Volume ↕ | Pace ↕ | Quality ↕ |
|---|
BOH — Technician Performance Overview
Every BOH technician. Volume bars show progress toward the target; color reflects whether each metric is on pace for the cycle end date.
Total BOH
0
Promote Ready
0
Eval Ready
0
In Progress
0
Off Pace
0
| Name ↕ | Hub ↕ | Role ↕ | Volume (cycle pts) ↕ | Pace (avg/day) ↕ | Quality (QC%) ↕ | Eval ↕ |
|---|
Settings — Edit Metrics & Roster
The one place to edit everything — staff metrics, the manager roster, leadership hub metrics, and data export. Changes save automatically.
Data & Export
Auto-save on
Last saved: —
Leadership Metrics
Edit the per-hub Hub Manager and Service Lead values shown on the Managers tab.
| Name | Team | Hub | Role / Title | Status | Notes |
|---|
🔄 Metabase Sync
Last synced: —
Date range: —
Volume, Pace and Quality come from the Metabase PFA dashboard, using whatever date range is set there. Volume is stored as the cumulative total, so logging a raise still resets it to zero — and once a raise is on file, Pace and Quality are measured from that date too (points ÷ days worked since; passes ÷ checks since). A metric a card doesn’t report is left untouched, not zeroed. Turn auto-sync off to edit numbers by hand.
Added from Metabase — needs role and pay
People Metabase reported who had no row in this app. They are now on the All Staff tab with a starter role and no pay rate — set both in the roster above. Hub Managers and Service Leads are not listed here; they are scored on their hub’s metrics.
| Name in Metabase | Hub | Metrics |
|---|
💰 Raise Log
Raises flow in automatically from the Ops Compensation Tracker. Each staff raise captures the Volume / Pace / Quality at that moment and resets all three to 0, so averages restart from the raise date; leadership raises appear as reference rows.
| Name ↕ | Date ↕ | Role at raise ↕ | Hub ↕ | Volume ↕ | Pace ↕ | Quality ↕ |
|---|
🔐 Access
People with view access to this app. Each password sees only its scope — a person sees themselves, a hub sees that hub. The comp tracker and this Settings tab stay admin only. Reset issues a new password; changes take effect on their next page load.
Path for Advancement — Evaluation Framework
Each role has a different set of evaluation categories weighted differently. Scores always normalize to 100. Select a role below to see what managers are evaluating.
🔧 BOH — Technicians
🚴 FOH — Front of House
Technician I — Beginner
TX1 techs focus on building fundamentals: builds, Forest workflow, showing up, and teamwork. No leadership evaluated.
Pass Threshold
50%
out of 100
Qualifies For
Technician II
Categories
6
Weight overview
Attendance & PunctualityHigh ×3·Attitude & ProfessionalismHigh ×3·Teamwork & CollaborationHigh ×3·Build ExecutionHigh ×3·Forest WorkflowMed ×2·Follow-Through & ReliabilityMed ×2
1
Attendance & Punctuality
High ×3
Max: 15 pts weighted
Shows up on time, minimizes unplanned absences, communicates schedule issues proactively. The most foundational expectation for any BOH tech.
1
2
3
4
5
Needs improvementMeets expectationsOutstanding
2
Attitude & Professionalism
High ×3
Max: 15 pts weighted
Positive presence in the shop, respectful to teammates, maintains composure under pressure. Sets the tone for their own experience at the hub.
1
2
3
4
5
Needs improvementMeets expectationsOutstanding
3
Teamwork & Collaboration
High ×3
Max: 15 pts weighted
Works well with other techs on the shop floor, supports shared tasks without being asked, contributes to a productive and clean hub environment.
1
2
3
4
5
Needs improvementMeets expectationsOutstanding
4
Build Execution
High ×3
Max: 15 pts weighted
Assembles new bikes from boxed inventory into ride-ready condition per SOP — including accessory installation and firmware updates. Core TX1 responsibility per R&R.
1
2
3
4
5
Needs improvementMeets expectationsOutstanding
5
Forest Workflow
Med ×2
Max: 10 pts weighted
Uses the internal asset and workflow management system accurately to track vehicle status, work orders, returns, and delivery readiness. Required at TX1.
1
2
3
4
5
Needs improvementMeets expectationsOutstanding
6
Follow-Through & Reliability
Med ×2
Max: 10 pts weighted
Completes assigned tasks without reminders. Takes ownership of mistakes and corrects them. Keeps their work area organized and work orders updated.
1
2
3
4
5
Needs improvementMeets expectationsOutstanding
Open a Scorecard
Select an employee at this role to open their evaluation.
Path for Advancement — Criteria & Targets
The Volume, Pace, Quality and Evaluation thresholds each role must hit to qualify for advancement. Leadership (Hub Manager & Service Lead) targets live on the Managers tab.
Leadership Metrics
Service Leads and Hub Manager performance, tracked per hub. Edit values inline.
🏢 Hub Manager
Volume ≥90% util
% Utilization Rate
Pace ≤7 days
Avg Days Order→Activation
Quality ≥80% CSAT
Hub CSAT / Hub
📊 Service Leads
Volume ≥90% good
Short Term Maint.
LTM + RMA
Pace
STM → Active <4d
LTM → Active <15d
Quality
QC Pass Rate / Hub
Hub CSAT [Maintenance]