How it works: The threshold defines the acceptable window for clocking in before the first appointment and after the last appointment.
Any time outside this window is overage. All costs below recalculate dynamically when you change the threshold.
Overview
Position Breakdown
Overage Cost by Position
Staffing Curve — Employees vs. Appointments
Start of Day — Daily Overage Cost
End of Day — Daily Overage Cost
Location Comparison
Opportunity Prioritization: Every location ranked by annualized savings potential at the current 30-minute threshold.
Focus on the top of this list for the highest-impact interventions.
Top 25 Offices by Annualized Savings Opportunity
All Locations — Ranked by Opportunity
Employee Drill-Down: Select a location to see which employees are driving overage costs.
Each person's overage is calculated at the current 30-minute threshold.
Top Offenders — Annualized Overage Cost by Employee
SOD Offenders — Who Clocks In Too Early?
EOD Offenders — Who Stays Too Late?
All Employees at This Location
Exclusions — Audit Trail
Employees, single days, and dentists/providers removed from the analysis. Excludes apply to all overage views and headline $. Every entry is logged and revertible.
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Select a location above to see employee-level detail
Or click a location row on the Opportunity Summary page
Time Card Analysis: Mirrors the Power BI "TimeCard Employees Charted" report. Shows non-productive minutes, clock-in lead,
and clock-out lag using the same 30-minute grace period. Filter by position to focus on hygienists or other roles.
Staffing Curve — Clocked-In Employees vs. Appointments by Hour
Practice Summary — Non-Productive Time
Provider Detail
Non-Productive Minutes by Provider
Clock-In Lead vs Clock-Out Lag
Insights: Trend analysis, threshold sensitivity, and day-of-week patterns to identify persistent overage drivers.
All views respect the current filters (location, ROD, date, threshold, first-appt cutoff).
Are We Winning? — How We Define Success
The one number to track: how much of the overage opportunity we've captured since ops started driving SOD/EOD.
Success = did coaching move the typical person's overage down, and did the network move overall.
Coached — typical change — the median per-employee change in overage/day, split at each person's own conversation date, with % improved. Robust to a few extreme offices. The holy grail.
Coaching Edge — coached median minus the non-coached control median. The isolated effect of coaching above natural drift.
Network-wide movement — overage/emp-day change for all staff, per unit. Captures coaching that was never logged (esp. East).
Why median, not sum: a handful of offices with genuine long staff-presence after the last patient (team meetings, closing duties) have very large overage that dominates a sum/mean and hid the real result. We now lead with the median + % improved and cap any single day at 120 min (symmetric to both groups) so no one day/office can swing the number. Whole-team long-presence blocks are a planned Phase-2 exclusion toggle. Balanced panel only (data before AND after).
Business Unit
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Coached vs Uncoached — Where the Savings Came From
Captured run-rate split by whether the employee has a logged coaching conversation. West is the clean test — it has both. East & Specialty coaching started May 1 on the old PBI tool and was never logged, so it lands in the uncoached bucket.
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Opportunity Captured — over time
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Opportunity Captured — by Month
Each bar is that month's opportunity (grey + coloured). The coloured stack is the captured amount, split Coached / Uncoached / Unlogged (East/Specialty). Across all bars the coloured stack sums to the headline captured number and grey + coloured sums to the total opportunity. The navy line is the running total; use the toggle above to switch between annualized run-rate and real cash to date.
Opportunity Captured — by Week (2026)
Same decomposition, weekly. Sums to the identical headline as the monthly view. Captured only hides the grey remaining opportunity and zooms into the coached-vs-uncoached split.
Network-Wide Movement — Overage per Employee-Day (all staff)
The honest, coaching-agnostic proof: change in overage per employee-day since the coaching push, for every employee (not just logged-coached). East logged few conversations but coached widely — positive movement there still counts. Baseline = through the freeze; recent = after. Lower is better; green = improved.
ROD Rollup — Opportunity, Improvement & Capture
Per Regional Ops Director: total annualized overage opportunity, network improvement (min/emp-day, all staff), coached typical change, and captured $ + %. Sortable.
Anomalies — Excluded from Capture
Employees whose overage spiked >40 min/day vs their baseline — not real coaching backslide but whole-team long-presence (team meetings, closing/lab duties) or a data artifact, clustered at a few offices. Excluded so they don't mask the results; listed here for operational follow-up.
Where the Opportunity Is — Top Offices by Annualized Overage
The biggest targets — offices with the most overage on the table (annualized, same basis as the $2.0M). Sums to the Opportunity above.
Weekly Overage Trend
Week-by-week cost, so you can see where overage is accelerating vs improving.
Threshold Sensitivity
Network annualized cost at every threshold from 0 to 60 min. Use it to pick a defensible policy.
Day-of-Week Pattern
Average daily overage by weekday. Flat means uniform; spikes flag scheduling problems.
Persistent Offenders
Locations in the top quartile of overage for the most weeks in the filter range — these are the chronic underperformers, not one-off spikes.
Did the conversation work? Two views below. Coaching Impact (auto) measures each coached employee against their own conversation date — no need to know when each talk happened. Fixed Windows compares two shared date ranges for everyone.
Business Unit, ROD, Practice & threshold use the filter bar above.
Coaching Impact — Per Employee (auto-windowed)
Baseline = N days before each person's conversation. After = the day after the conversation onward. Click a row for their timecard.
Business Unit, ROD, Practice & threshold use the filter bar above.
Total Improvement — Baseline vs Coaching
Every eligible employee's overage, annualized at each period's run-rate (304 workdays/yr). The gap is the rollup improvement.
How this relates to the Insights "success" number: identical per-employee math — the difference is the windows (and min-days). Here you pick them (default: the last 11 days vs the prior 30). The Insights tab fixes them to before coaching (→ May 13) vs since coaching (May 14 → now), and splits coached vs non-coached. Set Baseline 09/01/2025 → 05/13/2026, Coaching 05/14/2026 → 07/31/2026, Min Days = 5 above and this total lands on exactly the Insights figure ($134,761). Neither is "more correct" — different timeframe, same method.
Entity / Division Breakdown
Baseline vs Coaching by business unit — where the improvement is concentrated.
Office Movement — Baseline vs Coaching (Avg overage min/day)
Bars show how each office's daily overage minutes shifted. Green = improved, red = worsened.
Position Movement — Network Average
Avg overage minutes per employee-day, before vs after, by position category.
Office Scoreboard
Sorted by improvement (best at top). Click an office row to drill into its employees below.
Top Improvers — Employees
Largest reductions in average overage minutes per day (eligible: meets min-days in both windows).
Sliding Backward — Employees
Largest increases in average overage minutes per day. These need a follow-up conversation.
Employee Drill — Did the conversation stick?
Pick an employee to see their daily clock-in lead and clock-out lag across the coaching window, with the baseline average drawn as the line they need to beat.
Clock-In — Daily Minutes Early
Clock-Out — Daily Minutes Late
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Select an employee above to see day-by-day movement
Try Keaton Toms (New Horizons) — coached on May 1
ROD Accountability: Which RODs are coaching their offenders — and is it working. Offenders = employees whose average daily overage runs past the grace — up to 30 minutes on each side of the schedule (before the first patient and after the last), set in the top filter bar. Coaching comes from logged conversations. Compliance = who's having the conversations; Effectiveness = whether the number actually moved. Logging conversations that don't move the mark does not earn a green status.
Everyone gets a 30-minute grace on each side — up to 30 min before the first patient and 30 min after the last. Clock in earlier or out later than that and the extra minutes are overage (counted from minute zero). Anyone with any average daily overage is an offender. Date range & grace come from the top filter bar.
ROD Leaderboard
Ranked by coaching compliance, with effectiveness and realized $ alongside. Click a ROD to open their offender worklist. Realized $/yr is net of regressions — a red negative means coached employees slipped after coaching; the column sums to the Net KPI. Status:On track = coaching most offenders & the number is dropping · Coaching — not moving yet = conversations logged but overage hasn't fallen · Needs action = most offenders still have no logged conversation.
Offender Worklist
Who you still need to talk to, biggest $ first. Red = no logged conversation yet. Click a row for the employee timecard.
Conversation Log: Record every coaching conversation you have with an office. We track who you spoke to, when, and which employees you discussed. Touched employees auto-flag on the Are We Improving? page so you can see whether the conversation moved the mark.
Log a Conversation
Pick an office to see its employees.
Recent Conversations
Last 100 conversations for your offices — including any logged by a prior ROD before the office was assigned to you (the original logger's name stays on each record). Conversations follow the office, not the person. Admins see everyone's.
Admin Audit: Are RODs actually using the dashboard? This view shows logins, time in the system, page-by-page usage, and how many coaching conversations each ROD has logged. If a ROD isn't viewing Are We Improving AND Conversations, they aren't moving the mark.
Generated —
User Engagement
Green = healthy use of both Are We Improving and Conversations. Red = not engaging with the solution.
Recent Sign-Ins (last 200)
Page Activity (last 500)
All Conversations
Every coaching conversation logged across all RODs.
Conversation Audit Trail
Every conversation created or reverted, who did it, and when. Reverts are admin-only.
Practice Exceptions: Overage analysis needs BOTH sides — the appointments feed AND the timeclock punches. Practices missing either side can't be analyzed. This lists them and flags which feed is missing, so the data gap can be chased down.
Practices Missing a Data Set
Data Quality: Surfaces problems in the underlying data so you can decide what to trust.
Flags coverage gaps, appointment-window anomalies, and punches that can't be evaluated.
First-Appointment Time Distribution
Distribution of days by first-appointment hour. Most practices cluster at 7–9am.
Early Clock-Ins — >2 Hours Before First Appointment
Locations ranked by number of times an employee clocked in more than 2 hours before that day's first scheduled appointment. Click a row to see the employees, dates, and clock-in times.
Punches Without Appointment Coverage
Punches on loc+date combos where no appointment record exists. These are silently skipped from overage calc.