AddisFly - Daily Work Report — Rating Your Team
Daily Work Report — Rating Your Team
Every person who reports to you files a daily work report. Rating it is part of your job and it appears on your scorecard: at least 90% of your team's reports rated within 24 hours.
The fastest way
- Open the employee's Daily Work Report.
- Click Rating in the toolbar.
- Set the stars, add a remark if it is useful, click Submit Rating.
That is the whole thing. The old way — scrolling to the grid and adding a row by hand — still works, but the button is quicker and fills in your name and the time for you.
- You can change your rating later, even after the report is submitted. Your row is updated, not duplicated.
- Several managers can rate the same report. The average and the number of raters update themselves.
- The employee's Self Rating is separate and untouched.
Who can rate whom
You can rate the people who report to you — anyone below you in the reporting line. HR and System Managers can rate anyone.
If you try to rate someone outside your team the system will stop you and say so. If you believe someone should report to you and does not, that is an Employee record to correct, not a permission to request.
Finding what is waiting
Daily Work Report Rating Queue — /app/query-report/Daily Work Report Rating Queue
Opens on your own team. Shows every report waiting for you, how many hours it has been waiting, and flags any report that is a copy-paste of a previous day.
DWR Rating Performance — /app/query-report/DWR Rating Performance
How you and every other manager are doing against the 90% target — rated, rated within 24 hours, average hours to respond, and how many were never rated at all.
Why this matters
For a long time reports were filed and never answered — thousands of them, none rated. People learned they were not being read and adjusted accordingly. A rating takes ten seconds and is the difference between a report that means something and a form nobody looks at.
It is now the first task of your day
Rating your team is no longer only a line on your scorecard. "Rate yesterday's team daily reports" is a mandatory routine task on your own daily work report, and your day cannot be closed out until you have answered it.
This applies to every manager who has people reporting to them:
| Manager | Where the task appears |
|---|---|
| Chief Executive Officer | HR Manager (additional role) |
| Ticketing Supervisor | Ticketing Supervisor |
| Sales & Marketing Manager | Sales & Marketing Manager (additional role) |
| Operations Manager | Operations Manager (additional role) |
| Visa Supervisor | Visa Supervisor |
| Accountant – Senior | Accountant – Senior |
| Financial Controller | Financial Controller (additional role) |
If you hold an additional role that manages people, the task lives on that role's template, not on your main job — your main job's day is about your own work.
Why it was added. The 90% target existed for months and produced three ratings out of 3,622 reports. A target on a document nobody opens is not a duty; a checkbox on the day is. Nothing about the target changed — only where you meet it.
What to look at, in this order
The report is a page of prose. These four things turn it into something you can score.
1. Was the day closed out? Every routine task answered — Done, Not Done or Blocked. Not Done and Blocked are perfectly good answers. Everything left Pending means the day was never actually closed.
2. What do they say they produced? Look for numbers, not effort. "Handled 27 customers, issued 15 tickets, voided 3" is an answer. "Worked hard on bookings" is not.
3. Does the system agree? The auto-fetch block on the report counts what they actually produced — bookings, invoices, cases, leads. Nobody types those figures; they come from the records. If the narrative and the count disagree, ask.
4. Is it against their target? Their KRA targets are on their Job Scorecard, and the rating dialog now shows them to you while you rate. A Booking Agent – Senior is expected to issue 12 tickets a working day; a Junior 5 to 6. Judge the day against that person's target, not against the best person in the company.
The scale
| Stars | Means |
|---|---|
| 5 | Beat the target, and the report shows it |
| 4 | Target met — a solid ordinary day |
| 3 | Roughly on target, report thin |
| 2 | Below target, or the report does not show what happened |
| 1 | No real output, or copied from yesterday |
Rate the output, not the writing. The best-written report in the company described fifteen tickets on a day the system counted none. A short honest report of a good day beats a long one about a quiet one.
Two things to ignore
The self rating. Of every report ever self-rated, 1,996 gave themselves full marks and 603 gave anything else. It is a reflection, not evidence. Score the day yourself.
How long they stayed. Hours are attendance and overtime, handled separately. A rating is about what the day produced.
If you disagree with yourself later
You can change your rating at any time — your row is updated, not duplicated. Several managers can rate the same report; the average and the count look after themselves.