Work profiles

A work profile is one set of answers — which award, what level, the usual pattern, breaks and allowances — applied to everyone it fits. Answer the questions once for your truck drivers and once for your office staff, rather than once per person, and reuse both on the next upload.

What a work profile is

A profile holds two things: the conclusions (award, classification, employment type, typical pattern, breaks and allowances) and the answers that produced them, kept so the result stays explainable. The person's own record is still what their pay is checked against — a profile changes nothing until it's applied to someone, and applying it copies the conclusions onto their record.

The list shows each profile's name, a summary of the award, level and weekly hours, the award's own description of the level, how many people it's applied to, and any assumptions the answer rests on. A profile that never settled on an award reads "Not qualified — no award settled".

Qualify a group

"Qualify a group" asks a few plain questions about the work — not about awards or grades — and works out which rules cover it, what level it's on, and the things a payslip can't show: when they work, their breaks, and which allowances they should be getting.

Questions are asked one at a time, each answered with a tap. The run starts from what's already known, so a fact already on file is never asked about. It typically covers:

• what the work is, and confirming the award it points to (the most likely award is offered for confirmation; the full list is there if it doesn't fit)
• the questions that change the rate under any award: employment type, whether the person is an apprentice or trainee (and which year), and age group
• the questions that settle the level within the award
• hours pattern, breaks and allowances, where the award has content for them, and whether the work changes day to day

"Not sure" is always a valid answer: the run proceeds on its best guess and records the assumption, so the result says so. "Back" undoes one answer; "None of these fit — start again" restarts. None of this makes an AI call — answers are resolved from award data and authored award content.

The result shows one "Recommended" level with its rate and the award's own description, up to two alternates under "Also possible" (the levels either side of it), any assumptions, and links to read the award itself.

Once the run resolves, the save card appears:

• "Call it" — a name you'll recognise next time, so you can apply it again on the next upload without answering anything. A suggested name is offered.
• "Apply it to" — tick the people it fits, or "Select everyone". Beside each person you can see the profile they're on now, or "Not qualified" if they have no award, so applying is never a silent overwrite. With no employees yet, save the profile and apply it when their payslips arrive.
• "Save profile" stores it and applies it to the people ticked.

When you save, the server re-runs the questions over your answers rather than trusting what the browser reports, so a profile can only ever hold a result the answers actually produce.

Re-running from a person's page (see Employees) shows their last answers as history marked "Last time", updates their own profile in place if nobody else shares it, and otherwise saves a new one.

Rename and delete

"Rename" changes only the name. Changing what a profile means is a re-run, not an edit — the answers and the conclusions have to move together.

"Delete" removes the profile. Everyone it was applied to keeps their current settings.

Pattern is an estimate

A profile's hours pattern is a typical pattern, never evidence of what any one person actually worked. Applied to someone, it's always treated as an indication (see Employees): it can flag a possible problem but never claim a dollar figure. Only a person attesting to real hours on their own record can make hours count as evidence.

Other chips on a profile card: