Workforce Attendance Profile Diagnostic Quiz

The Assessment

For each question, pick the answer that best describes your organization today and note its points. Add up your points as you go. Your total maps to a result band below.

1. 1

   How many distinct physical locations does your organization operate?

   Location count is the second-strongest predictor of system configuration requirements, affecting data aggregation, hardware deployment and reporting needs.

   • One location only0 pts
   • Two to four locations1 pt
   • Five to nine locations2 pts
   • Ten or more locations3 pts
2. 2

   How many distinct shift types (day, swing, night, split, rotating) run in a typical week across all sites?

   Shift complexity is the single strongest predictor of attendance system configuration requirements, determining the need for differential rules, real-time alerts and schedule adherence tracking.

   • One shift type; everyone works the same hours0 pts
   • Two shift types (for example, day and night)1 pt
   • Three to four shift types including rotating or split shifts2 pts
   • Five or more shift types, often varying by site or season3 pts
3. 3

   What percentage of your workforce regularly works remotely or from the field rather than clocking in at a fixed site?

   Remote and field ratios determine whether mobile-first clock-in and geofencing are baseline requirements or optional additions.

   • Less than 5% work remotely or in the field0 pts
   • 5% to 24% work remotely or in the field1 pt
   • 25% to 49% work remotely or in the field2 pts
   • 50% or more work remotely or in the field3 pts
4. 4

   How many state, provincial or national overtime and wage-hour jurisdictions apply to your workforce?

   Compliance jurisdiction count drives the need for configurable rule engines, audit-trail depth and certified payroll output.

   • One jurisdiction only0 pts
   • Two to three jurisdictions1 pt
   • Four to six jurisdictions2 pts
   • Seven or more jurisdictions3 pts
5. 5

   How does your organization currently capture clock-in and clock-out events?

   Current capture method reveals how far the organization sits from automated, identity-verified time capture and what migration path is needed.

   • Paper timesheets or manager sign-off only0 pts
   • Basic punch clock or badge reader with no software integration1 pt
   • A single digital method (web portal or mobile app) at most sites2 pts
   • Multiple verified methods (biometric, mobile with geofencing, badge) deployed across sites3 pts
6. 6

   How does approved time data reach your payroll system today?

   Payroll handoff method determines integration complexity and the degree of manual cleanup required each pay period.

   • Manual re-entry from paper or spreadsheets into payroll0 pts
   • CSV or file export that requires manual mapping or review before import1 pt
   • Semi-automated export that flows into payroll with occasional corrections2 pts
   • Direct API integration where approved hours, departments and pay codes sync automatically3 pts
7. 7

   How are overtime thresholds, break rules and shift differentials applied to time records?

   Rule enforcement method reveals policy automation maturity and the risk of manual calculation errors.

   • Calculated manually by a manager or payroll clerk each pay period0 pts
   • Applied using spreadsheet formulas that someone maintains by hand1 pt
   • Partially automated in software but managers still override frequently2 pts
   • Fully configured in the system with automatic application and exception flagging3 pts
8. 8

   Do managers have real-time visibility into who is clocked in, who is absent and where exceptions exist?

   Manager self-service need determines whether the system must deliver live dashboards, alerts and mobile supervisor tools.

   • No; attendance status is only known after the pay period ends0 pts
   • Partially; managers can check a report but it updates once a day or less1 pt
   • Mostly; a dashboard exists but exception alerts are not automatic2 pts
   • Yes; managers see real-time clock status and receive automatic alerts for missed punches, early departures and no-shows3 pts
9. 9

   How complex is your leave and time-off policy structure?

   Leave policy complexity influences whether a basic accrual tracker suffices or a full rules engine with approval workflows is required.

   • One simple PTO bucket with no accrual rules0 pts
   • Two to three leave categories (vacation, sick, personal) with basic accrual1 pt
   • Multiple leave types with tenure-based or jurisdiction-based accrual differences2 pts
   • Complex leave policies including FMLA tracking, union leave banks or jurisdiction-specific mandates3 pts
10. 10

    Does your organization need to allocate labor hours to specific jobs, projects, cost codes or departments for costing purposes?

    Job costing requirements drive the need for on-clock job selection, cost-code tagging and project-level reporting.

    • No; all hours go to one cost center0 pts
    • Yes, but allocation is done manually after the pay period1 pt
    • Yes; employees select a department or project at clock-in but options are limited2 pts
    • Yes; employees select from detailed job, cost code and task options at every clock-in, and reporting breaks down labor cost by each3 pts

Score Yourself

Add up the points from every answer. Your total falls between 0 and 30. Find your band below.

• 0 to 8 points

  Office-Centric Employer

  Your workforce operates from one or a few fixed locations with standard hours and minimal shift variation. Compliance exposure is concentrated in a single jurisdiction, and payroll integration needs are straightforward. You are the archetype most likely to self-implement an attendance system without dedicated IT support, given lower integration and rule-engine complexity.

  Next step: Start with a basic cloud time clock and direct payroll integration; prioritize fast deployment over advanced rule configuration.

• 9 to 15 points

  Hybrid-Remote Employer

  A meaningful share of your workforce works remotely or from the field, creating a need for mobile-first clock-in combined with project-code tagging for accurate cost allocation. Your shift structure is moderate, but visibility gaps emerge because employees punch in from many locations. Manager approval workflows and geofencing are higher priorities than biometric hardware.

  Next step: Evaluate mobile time clock apps with GPS geofencing, manager approval workflows and project-code tagging as your non-negotiable feature set.

• 16 to 23 points

  Distributed Shift Employer

  You run multi-location, shift-heavy operations where biometric or mobile clock-in, real-time schedule adherence alerts and shift-differential rule engines are essential. Inconsistent punch methods across sites are likely your biggest bottleneck, preventing unified reporting and creating payroll reconciliation work every period. Without real-time missed-punch alerts and automated differential calculations, payroll error rates tend to be the highest in this archetype set.

  Next step: Prioritize a platform that supports mixed clock-in methods (biometric, mobile, badge) at every site and automates shift differentials, overtime thresholds and exception alerts in real time.

What to Do Next

Your archetype result identifies which attendance system capabilities deserve the most weight in your evaluation. EasyClocking by WorkEasy Software built this diagnostic on observed deployment patterns across industries including construction, manufacturing, warehousing, transportation and staffing. To go deeper, take the Attendance System Readiness Assessment for a dimension-by-dimension gap analysis, or visit the Attendance Management Frameworks Hub to review the full methodology behind each archetype's recommended configuration. EasyClocking by WorkEasy Software publishes both resources to support your next step.

• Attendance System Readiness Assessment
• Attendance Management Frameworks Hub
• Manual Attendance Cost and ROI Calculator
• Attendance Metrics Benchmark Comparator