Ideas

When transferring Safeguarding files to other settings such as post 16, we are suppose to send all safeguarding items, however the documents that are attached to concerns does not download along with the pupil concern sheet and all documents need ...

Regarding a sickness absence and the RTW form that follows in EveryHR - We do need to ask whether an absence was pregnancy-related because, from an HR and legal perspective, these absences need to be recorded accurately. Pregnancy-related sickness...

Option for managers to log time sheets on behalf of an employee. Some users of Every HR are not used to using computers so being able to input time claims on another users behalf would be useful.

Useful for data analysis and auditing purposes to see which medical team member has had appointment with student.

The option to run a report from the Case Management to be able to filter how many cases and by type and or a summary page of data showing case numbers/type/open/closed etc.

It would be useful if one reward or sanction type automatically triggered another. Example 1 - when a pupil reaches 15 points they receive a distinction. Staff have to manually issue a distinction at this point, duplicating their work. Example 2 -...

When a pay award is processed in Every, can the system automatically update an employees Pay Start Date and Last Pay Review Date accordingly within their Salary Information.

Allow any changes made in Every HR, from absences, contract changes and address changes, to be synced back into Arbor. Any changes to Arbor to be reflected in Every HR after the initial sync.

As soon as a user created a diary or medication note, an automatic notification should be sent out immediately instead of the schedule time. This would ensure that parents are promptly informed of any updates or important diary or medication note....

Some absence reasons will be required to be logged by HR but shouldn't be available for Employees to select e.g. Unpaid leave, AWOL etc so need to be available for HR to log against the Employee but they don't want the Employee to be able to see t...