The Dashboard consolidates the organization live: deliverable counts, active work plans, active people and teams; budgeted hours and budgeted cost from the planned effort; distribution by deliverable status and by plan stage; and the top 10 deliverables by hours/cost. There is a filter by team.
Choosing the period. At the top of the page, next to the team filter, the Period selector opens on Cumulative (today), which is the dashboard as it always was. Pick Month, Quarter, Year or Custom (from one date to another, up to today at most) and the hours, the cost and the two top-10 charts count only the work in that slice: the tiles become Planned hours in the period and Cost in the period. A work plan that crosses the turn of the month enters each month in proportion to the working days (Monday to Friday) that fall in it. The usual rules still hold: only plans signed by both sides count, and AI worker effort stays out of people's hours and cost. There is one deliberate difference. In Cumulative, hours and cost leave out completed and cancelled deliverables, because they show the effort still in play. In a period, all the work planned for it counts, whatever its status, because what you want to see is what was allocated in that slice.
The counts at the top (deliverables, active work plans, active users and teams) and the two donuts keep showing today. The screen says so right below the title and marks the donuts with "· today".
In the period. With a period chosen, the In the period band appears with four numbers: Deliverables with work, People with a plan, Rescheduled deadlines (of the deliverables with a planned deadline inside the period, how many had the deadline moved) and Cycles assessed by the manager (the share of cycles ended in the period that the manager actually assessed). Tick Compare with the previous period and each number gets its change against the immediately preceding period of the same length: July against June, a quarter against the one before. The change is always written out, with ▲ or ▼ and the number, never by color alone, because going up can be good or bad depending on the number.
Readings. Four cards read the work beyond the sums. With a period chosen, they read that period; in Cumulative, they read the last 90 days, and the heading says which. Each card only draws a conclusion with enough data: below the minimum, it says there is not enough to read yet.
- Deadlines: how many of the deliverables due in the period were rescheduled, the average and median delay in days, how many hours were in those deliverables, and the Largest reschedulings, each linked to its deliverable. Cancelled and recurring deliverables are left out. The minimum is 5 deliverables due in the period.
- Fragmentation: how many deliverables each work plan covered (median and maximum), how much of the allocations take up to 10% of the plan's time, and how many deliverables went through too many people (twice the median of people per deliverable, and at least 3). Show people opens the list with each person's name, the plan's dates and the number of deliverables. People who review or model naturally touch many deliverables, so the number calls for a conversation, not a verdict. The minimum is 3 people with a plan in the period.
- Management discipline: how many cycles the manager assessed, how many closed with an automatic 3★ for lack of assessment, and how many decisions people recorded in the period. The Today part holds the active deliverables (excluding completed, cancelled, paused and recurring ones) with no update by a person, on the deliverable or its tasks, for 14 days or more, and the work plans stuck in editing for 7 days or more.
- Single-person dependency: among the active deliverables with people's work (excluding completed, cancelled, on-hold and recurring ones; AI workers don't count), how many have a single person and in how many one person has 80% or more of the hours, how many hours are in them and who carries those deliverables alone. Show deliverables opens the list, with each person's share. A small deliverable with one person is normal: the number calls for a conversation, not a judgment. The minimum is 5 active deliverables with work and 3 people with a plan.
Evolution. At the end of the page, the Evolution band shows, month by month and with the same math as the period, the last 12 months or, under Since the start, everything since the first signed plan (three years at most). The first chart, Where the month's effort went, stacks each month's hours by today's status of the deliverable that received them (completed on time or late; open on schedule, with a rescheduled or a passed deadline; recurring; no deadline; cancelled), with the cost line for those who see cost. On top, hatched, comes the plans' other work, outside deliverables (meetings, management, support, training): percentages are of the month's total planned hours, and the cost line follows deliverables only. Completed late means the deadline was rescheduled or, according to the change history, it was completed after the planned deadline; recent months have more open deliverables because they have not finished yet. Next to it, Planned hours by team splits the hours on deliverables by the work plan's team (who did the work that month); below, Effort by team adds up, over the band's months, each team's hours on deliverables and outside them, with the cost for those who see cost. The other charts show deliverables with work, completed and rescheduled; the deadlines of the month; management discipline; and people with a plan, with the median of deliverables per plan.
The band follows only the team filter, and the current month is shown lighter. A month without enough data is a gap, never a zero; on the lines, a dashed stretch bridges gaps of up to three months. Completions come from the change history: months before it have no number, and the band says so. The small chart next to each card's title shows the last six months of the same number (with at least three months measured) and takes you to the full chart.
Readings from the reports. Below the Readings, three cards count what people wrote, over the chosen period (or the last 90 days, in Cumulative):
- Deliverables at risk according to the reports: from the latest report on each open deliverable, how many are at risk, need attention or are on track, with the supporting excerpt and who wrote it.
- What is holding the team back: the share of reports that mention a blocker, and which: waiting on others, missing information, rework, technical problem, scope change, overload.
- Quality of the manager's feedback: how many manager-written assessments cite concrete facts and point to a next step, and how many cycles closed with an automatic 3★.
Orion reads each text once, when it is written or edited; the dashboard only counts. The quoted excerpt is always literal. A new text takes up to half an hour to come in, and the footer says how many of the period's reports have been read.
The whole dashboard follows the team filter. In an organization with Team-level privacy switched on, someone with the User profile sees only the teams they belong to across the whole dashboard. That includes counts, donuts, hours, cost, both top 10s, readings and evolution. Deliverable titles and people's names from other teams never reach them. Admin, HR and Audit keep seeing the whole organization.
The currency. Money shows in the organization's currency, the one set at signup, on the dashboard, the deliverable page, the deliverables list and the deliverables plan.
A privacy detail worth knowing: cost values are stripped on the server for anyone without cost access — it is not the screen hiding them: the number never leaves the server. Who sees the dashboard and who sees cost is each organization's choice, on the Organization page, under Dashboard, cost and average rating access. By default, everyone sees the dashboard, and cost stays with the organization's Admin and with whoever holds the manager role on some team — assistants, members, observers, HR and Audit do not receive it. People without dashboard access don't see the item in the menu, and opening the address directly shows a notice. Salary runs by a different yardstick — your own you always see on your profile; someone else's, only Admin and HR.