Project 03 · People data
HR Dashboard
A simple people dashboard for PageTurn Books using fictional data. The goal was to track a few meaningful metrics well, so store leaders can see headcount, experience, and retention at a glance.
Workforce overview
Who works at PageTurn Books
55
Employees
One NYC store and café
32
Full-time
58% of the team
23
Part-time
42% of the team
Department breakdown
Headcount by team.
Full-time vs part-time
58% full-time · 42% part-time
Employee experience
How the team is doing
New hires completing all 30-day steps. Below our 90% target.
Required modules finished this quarter
Quarterly pulse survey average
HR metrics
Retention and staffing
64%
Retention
Rolling 12 months
36%
Turnover
Rolling 12 months
2.4 yrs
Average tenure
All employees
Retention is strongest among full-time booksellers with more than one year of tenure.
Most turnover happens in the first 90 days of part-time café roles.
Staffing needs
- 2 part-time booksellers for the holiday season
- 1 café shift lead for weekend coverage
- Cross-training 3 booksellers on inventory
What the data suggests
How to tighten onboarding
The biggest lever is manager accountability. Every new hire's onboarding checklist should be completed within the first week of employment at minimum, and managers are responsible for making sure that happens. That means each manager owns their hire's progress, follows up daily during week one, and signs off once every step is done. If a checklist is unfinished after the first week, it gets flagged to HR so we can step in before it snowballs into early turnover.
- Managers own their new hire's checklist and confirm completion by end of week one.
- Daily check-ins during the first week to unblock anything slowing the new hire down.
- HR reviews any open items after week one and follows up directly with the manager.
- Onboarding completion becomes part of manager performance reviews.
Start over
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