The capacity forecast helps you assess whether enough staff will be available. Working-time monitoring shows team balances and exceptions in recorded hours. The two views answer different questions: how many people are available in the coming weeks, and what the working-time records show.
Check staff availability
Open Team → Capacity forecast and select a unit. You need shift-planning permission, and shift planning must be enabled for your organisation.
The forecast counts each day’s need in hours from the same staffing requirements as shift planning. When shifts are planned for the day, it shows how many hours of the need the shifts cover (On shifts). When no shifts exist yet, it counts the available people’s working hours from their working-time model (Available). Approved absences and partial-day absences reduce the hours. Leave requests still awaiting approval do not.
Each day has one of four statuses:
- Need met: the hours of the need are covered.
- Tight: the need is met, but one more absence would leave a shortfall.
- Need not met: hours are missing.
- No demand: no staffing requirement has been set for the day.
The summary shows how many hours of the need are missing over the whole period.
Select Include sub-units to include child units that you have permission to plan. The forecast opened from a leave request shows the leave’s days and the employee’s unit.
Selecting a day opens shift planning, where you see the day’s people and shifts. The forecast does not change shifts or leave decisions.
When handling a leave request, also check other absences: Handle leave requests.
Monitor working time and balances
Open Reports → Working time and select Monitoring. For the team you have permission to view, you can see flexitime balances, monitoring periods, average weekly hours, overtime, emergency work, rest-period exceptions and missing confirmations.
Working-time calculations use confirmed days. Unconfirmed days can therefore leave the figures incomplete. The flexitime balance is the employee’s current balance, not just the amount accrued in the selected date range. Weekly averages and monitoring periods use their own calculation periods, so check those dates too.
Use exceptions as a starting point for review. Calculated overtime alone does not determine what an employee will be paid: check the entries, approvals and compensation arrangements before preparing payroll data.
See the report directory for other reports and when to use them.