How team health is measured

Team health is about the shape of the team, not its average. It is what an opening's weighting reads, and the Roster shows its clearance counts. The questions it answers: can every job still be done if one person leaves, is anyone working without the records the Commission expects, and which capabilities are thin.

Who counts as active staff

Every figure starts from the same set: employments at this dispensary whose status is Active and which count as staff. Terminated and on-leave people are out. So are Dutchie accounts marked Not staff on the Roster - an outside accountant with reports access, a shared login - which are taken off the roster altogether: they will never hold a CORI, and counting them would leave a number that could never reach zero. The Roster's Needs a look filter points at rows that may not be a person, but never decides for you.

Cover

Each comparison group is counted. One person is critical: nothing covers the job if they leave. Two is a warning: one departure leaves no depth. Three or more absorbs a departure. Groups set up as "not compared" (owners, back office) are left out, and people placed in no group are reported as an unanswered question rather than folded in.

Clearance

How many active staff hold a CORI report and an RVT certificate. A missing CORI is critical because an agent registration rests on it; a missing RVT certificate is a warning.

Tenure and turnover

Tenure bands people by time since hire date. Nobody past a year means no institutional memory. Turnover reads ended employments with both dates: median days before leaving, how many left inside 90 days, and how many chose to go. Exits recorded as Never an employee are excluded, and same-day stints are ignored as import artefacts.

Skills

Every active rating criterion is listed, with its average across submitted manager evaluations. An unrated criterion shows as not measured, never as zero.

Gaps, and what hiring may use

The gap profile turns the above into a list: coverage gaps, certification gaps and skill gaps (average 3.0 or below; critical at 2.0 or below). Only coverage and skill gaps can weight an opening's criteria, because a certification shortfall is about people already hired and a new hire does not mend it. Nothing about any person enters the profile, so hiring cannot end up selecting for resemblance to the current team.

Where you see this

• Roster - No CORI on file, No RVT certificate, Needs a look.
• Opening - Weight by what the team is short of.