Fall 2019 Release Notes

Discover the improvements and fixes that were included in this release.

Platform

Analytics

  • 43028: When creating or viewing a Table visual that contains large amounts of data, the application would sometimes crash. We’ve made changes to reduce the amount of memory that the Table uses to reduce the risk of this occurring.
  • 44378: You may have noticed that the Virtual Assistant would not mark the Create an analysis and Analyze data in Compare tours as done. We've fixed this issue, you'll now see a checkmark after you successfully finish the tours.

Admin

  • 40224: You and your Visier Customer Success team will now be notified via email when your scheduled data refresh does not complete successfully.

Solution

This section covers the changes to content, such as metrics and prebuilt analyses, that we've added to help you tackle more complex topics.

All Solutions

What's new

  • You can also now analyze the Projection metrics for each What-if model in Explore.

Improvements

  • We've added calculation diagrams to help you understand how our What-if models work. Simply hover over the projection metric in the chart title and click More Info to access the explanation.

Bug fixes

  • 44230: We've removed the extra spaces from the end of some metric display names.

Organization

What's new

  • Introducing the ability to analyze by position. Position management will enable you to analyze: vacancies (those positions that do not have an incumbent), position cost, funded and unfunded positions, and the Organization visual by position, including changes over time. Position management is used to create an organization structure by individual job, regardless of whether or not someone is in the job.
  • As a result of newly implemented statistical disclosure policies, the EEOC will no longer publish data for certain populations. This policy will have a direct impact on the EEOC Female Ratio and Minority Ratio Benchmark metrics as they are derived from the EEOC dataset. When exploring these metrics, you'll see null values (N/As). To ensure that our EEOC Benchmarks continue to provide valuable insight, we will use an approximation technique to fill in some of the missing values. These approximated values will be included in our EEOC Benchmarks starting with the Fall 2019 release.
    • For consistency, we've renamed the following EEOC Benchmark metrics:
      • US EEOC Female Ratio → Female Ratio My EEOC Benchmark
      • US EEOC Minority Ratio → Minority Ratio My EEOC Benchmark
    • We've also added the Female Ratio - Overall EEOC Benchmark and Minority Ratio - Overall EEOC Benchmark metrics so you can compare against other organizations in different industries.
  • We've added the Headcount Ratio - High Potential metric which shows you the percentage of employees in the high potential group compared to all employees with a known potential rating. This metric provides a good starting point for analyzing the talent quality of your workforce and where the future stars of your organization are located.
  • You can now analyze the population that is tied to your Employee ID by using the Me concept. For example, when looking at Open Requisitions, apply Me as a filter to see the number of requisitions that you have open at the end of the period.
  • We've added a Non-Binary concept to include persons whose gender exists outside the male/female gender binary.
  • We've added a number of analyses to help you understand how to use the assignment metrics and allow you to explore the details of your current assignments. Find these analyses in the Organization Overview topic.

Bug fixes

  • 42987: We've updated the explanations for the Usage metrics to include a list of commonly used terms such as session, content, and action.
  • 43148: We've updated the descriptions and calculation details for the following metrics: Sessions Change, Active Users Change, and Time in Application Change. These metrics show the relative difference for the selected period compared to the previous period.
  • 43779: We fixed the formula for the External Start concept. It should now work as expected.
  • 43998: We fixed the explanations for the Employee Minority Ratio, Employee PWD Ratio, and Employee Veteran Ratio metrics. The denominator for the Employee Minority Ratio is Known Ethnicity Headcount, not Total Headcount. The denominator for the Employee PWD Ratio and Employee Veteran Ratio is Headcount, not Average Headcount.

Healthcare

What's new

  • We've added the What-if Safety model, which will allow you to project the impact of injuries by changing hours worked, injury frequency, and the severity of injuries.
  • We've added support for aggregated Expenses data. You can now make key business comparisons based on the amount of money spent by the organization.

Learning

Improvements

  • For data accuracy, we've changed the At or past stage calculation so that it is no longer affected by backward movement. For example, if an applicant went from Stage A to Stage B to Stage C, and then back to Stage B, they would only be counted At or past stage for Stage A and Stage B. Even though the applicant was previously at Stage C, we no longer look at previous history or consider the furthest stage the applicant may have reached for this calculation.
  • For clarity, we've renamed the following Participation Ratio metrics:
    • Current Employee CT Participation Ratio → Compliance Training Participation Ratio
    • Current Employee LD Participation Ratio → Leadership Development Participation Ratio
    • Current Employee Participation Ratio → Employee Participation Ratio
    • Current Employee ST Participation Ratio → Safety Training Participation Ratio

Safety

What's new

  • We've added the What-if Safety model, which will allow you to project the impact of injuries by changing hours worked, injury frequency, and the severity of injuries.

Improvements

  • The Drivers chart now supports Recordable Frequency and DART Frequency metrics.

Bug fixes

We corrected the formula for the Short Overtime Shift concept so that it looks at overtime shifts that last less than fifteen minutes.

Talent

What's new

  • We've added Sales Attainment metrics to provide an individual quantitative performance metric for sales people. Use the new metrics to report on overall sales, identify retention risks among top performing salespeople, determine if performance ratings align to sales performance, uncover the connection between sales enablement (Learning) and sales attainment, and discover other areas where HR can drive improvement in sales.
  • We've extended the What-if Headcount model to account for internal movement, which will allow you to project the Female and Minority Ratios of your organization.
  • We've added Gender Pay metrics required by mandatory reporting requirements in the United Kingdom. These calculations are useful for any organization that wants to examine the state of the pay gap at their organization.
  • Use the Estimated Cost to Match Pay Level Minimum metric to see the estimated annual amount required to bring all employees who are currently below their pay band minimums up to the minimum level. To support this metric, we added the Amount Below Pay Level Minimum property and Below Pay Level Minimum concept.
  • We've added the Risk of Exit metric so you can sort the individuals in your analysis population by their Risk of Exit value. To see which employees are the most likely to resign in the next 12 months, select the Breakdown visual and group the metric by Full Name.
  • We've added annualized versions of the following metrics: Compensation Value of Absence per FTE, Compensation Value of Vacation Days per FTE, and Compensation of Sick Leave per FTE. Use these metrics when comparing periods of different sizes.
  • Use the Hourly Manager concept to group managers by the type of employees they manage (hourly versus salaried).
  • We've added support for aggregated Expenses data. You can now make key business comparisons based on the amount of money spent by the organization.

Improvements

  • We've extended the Organizational Network Analysis (ONA) data model to support scores generated by TrustSphere.

Bug fixes

  • 42254: The formulas for the Succession Depth Rate metrics were updated to account for critical incumbent employees instead of all incumbent employees.
  • 43637: We added the Converted Hourly Rate property so you can see the Hourly Compa Ratio for employees in different currencies.

Talent Acquisition

What's new

  • The Is Internal property was added to the Applicant subject so that an applicant's type (external versus internal) is no longer determined by the Candidate subject. As a result, an applicant will remain external or internal regardless of changes to the candidate.
  • We've added two new metrics that will help you analyze your requisitions. Days Open for Requisitions Active in Period shows the average number of days that requisitions were open calculated for requisitions that were actively recruited for at any time during the selected period. Opened Requisitions in Period shows the number of requisitions that were opened or moved to the open stage during the selected period.
  • We've added the following dimensions and properties: Recruiter Full Name, Recruiter Company Name, and Recruiter Contract Type so you can analyze data for external recruiters.
  • Check out the Introduction to Talent Acquisition topic in the guidebook to learn about key concepts and metrics that will help you answer your important recruitment questions.

Improvements

  • For data accuracy, we've changed the At or past stage calculation so that it is no longer affected by backward movement. For example, if an applicant went from Stage A to Stage B to Stage C, and then back to Stage B, they would only be counted At or past stage for Stage A and Stage B. Even though the applicant was previously at Stage C, we no longer look at previous history or consider the furthest stage the applicant may have reached for this calculation.
  • We've renamed the Hired Yet to Start metric to Applicants in Hired Yet to Start Stage in Period. We made this change so the display name aligns with what the metric does, which is to calculate the number of applicants who reached the Hired Yet to Start stage during the period. To coincide with this change, we've added a new Hired Yet to Start metric, which shows the number of applicants in any hiring process who reached a successful outcome during the period but start after the period.
  • We've deprecated the Evergreen Requisitions metric because it is no longer useful.

Bug fixes

  • 36026: To help you validate your Talent Acquisition data, we've added a Data Validation analysis to the Executive Overview topic.
  • 39728: We've updated the formula for the Total Active Requisitions (Applicant Process) metric to support organizations that have custom processes or have yet to configure the Campus Process concept. This update ensures that requisitions counted for this metric are part of the applicant recruiting process.
  • 43120: Even though the Hire Type dimension was deprecated, it would appear in the Drivers chart for some metrics. This has been fixed and replaced with the Requisition Reason dimension.
  • 44298: The explanation for the Requisitions Active in Period metric indicated that the metric excluded requisitions that are on hold or stagnant. This was a mistake as the metric accounts for any requisition that is not closed.

Visier Benchmarks

Support for smaller sized companies

Starting Fall 2019, your organization's data will now be mapped to a specific industry and company size category. These changes will allow us to support benchmarks for small and mid-sized companies that have 1000 employees are less. You will soon be able to compare your organization's performance against organizations of different sizes.

Changes to Visier Benchmark display names

To simplify the user experience, we have made changes to the Visier Benchmark display names. The Industry benchmarks have been renamed to My Visier benchmarks as they now show benchmark values for similar-sized companies in your industry. For example, Female Ratio - Visier Industry Benchmark™ - Trend has been renamed to Female Ratio - My Visier Benchmark™ - Trend. Just look for the My Visier Benchmarks to compare your company against similar companies. Use the Overall Visier Benchmarks to compare your company against different sized companies and companies in different industries.

Visier Benchmarks Trends

The current breakdown of Visier Benchmarks Trends:

  • Measured values from Q1 2015 to Q2 2019.
  • Extrapolated values from Q3 2019 to Q2 2020.

Visier Benchmarks Reports

The current breakdown of Visier Benchmarks Reports:

  • Measured values for 2017 and 2018.
  • Extrapolated values for 2019 and 2020.

Summary of Visier Benchmarks dataset

The Visier Benchmarks dataset was last updated July 2019.

  • Benchmark values available: 605000
  • Employee records in dataset: 6.1 million