Configure contribution and recognition¶

HiveOrbit configuration defines how an organization describes contribution, assigns role expectations and manages recognition programmes. Administrators can review the scoring model, adjust permitted priorities, configure badge and sharing policies, create role profiles, assign people to a profile, and manage campaigns and recorded award delivery.

These decisions affect how people interpret their work. Managers should explain the expectations before using contribution measures in a discussion. Executives should agree the purpose, recognition budget and responsible owners. Employees should be able to ask which profile and period apply to them and inspect the available supporting evidence. Configuration is not an employment decision, payment instruction or guarantee that every work activity has been captured.

The source-processing and recovery overview explains how saved configuration meets actual evidence processing. Normal ingestion does not currently select configured tenant bonus rules, and monthly closure does not independently gate on reconciliation/backlog. Saving a setting does not establish recalculated history, automatic campaign qualification or complete source coverage.

Availability and responsibility¶

This is a draft description of the implemented rules and intended administration experience. The frontend is still in progress. The newer backend includes explicit initial setup; its final-screen journey, the main configuration response, some design details and automatic campaign processing still need reconciliation. The following pages do not establish that these capabilities are deployed in your organization.

Configuration requires HiveOrbit access and a separate permission to manage its settings. Being a manager, an organization head, a campaign owner or a recipient does not by itself grant that permission. Ordinary readers can use this overview to understand the rules without receiving editing rights.

Before the first activation has been recorded, use the supported initial-setup choices. After an activation or scheduled start has been recorded, ordinary configuration can remain available for authorized repairs while scoring is paused, provided the organization still has active HiveOrbit access. Cancelling a scheduled start does not return it to first-use authoring. A saved repair does not restart scoring; that requires the fresh activation review described in setup.

The configuration areas¶

Use the administration guide for the intended navigation, fields, confirmations and recovery steps.

First use and setup readiness¶

An authorized administrator can explicitly prepare HiveOrbit, review the required organization information, work sources, role expectations and recognition audience, then choose when scoring may begin. Preparation and activation are separate decisions. The setup explanation covers those decisions, their requirements, scheduling, pausing and recovery. The frontend journey and environment availability still need verification.

Preparation installs the standard model, recognition catalog, compatible pairing and initial policies as drafts only where that configuration family has no existing versions. It preserves independently authored drafts and established history. Starting the analytics service or repeatedly preparing setup does not reset the organization's settings, replace incompatible records or automatically enable scoring.

When a calendar family is first created from organization information, its weeks begin on Monday. A later headquarters-timezone change preserves the chosen first weekday in the applicable reporting period and in replaced future periods. It retains version history; it does not silently reset those choices to Monday. Conflicting periods, a gap at the change time or a replacement that would overwrite an already-started scheduled period need diagnosis.

Missing or inconsistent prerequisites prevent activation. Review the setup requirements and ask support to resolve the specific configuration or synchronization problem. Do not interpret unavailable values as a valid zero score, a deliberate decision to disable recognition or permission to invent a replacement model. A missing calendar can still prevent an ordinary configuration read.

Calendar and effective changes¶

An effective start is the instant from which a version applies. Where there is an end, the end is exclusive: a version applies before that instant, and its successor can begin at that instant. A scheduled version has been saved but has not reached its start.

Calendar changes, scoring policies, badge policies, visibility policies, profiles and employee assignments have different lifecycles. A successful save may create a future version; it does not necessarily make the change current immediately. The previous version's end and the successor's start need to be read together. The displayed lifecycle label alone can be insufficient when a successor has already been scheduled.

Campaign periods are a separate boundary: the implemented campaign calendar uses UTC dates and ISO Monday-based weeks. Do not assume that an organization-local midnight or customized first weekday defines the campaign boundary. Timezone conversion in the final interface still needs verification.

Scoring model and permitted priorities¶

The underlying model and recognition catalog belong to a supported release version. Administrators can change the permitted organization settings, but cannot install a different scoring algorithm by editing those settings. An altered or unsupported stored definition can prevent configuration reads and needs support.

The standard model defines eight dimensions: output, speed, quality, reliability, responsiveness, impact, collaboration and consistency. Its reference weights are equal at 12.5% each. A role profile can supply different required-dimension weights. These measures are explained in personal and team insights; recognition points are a separate measure.

The standard reference definition includes the following values. The organization's returned, applicable model must be checked before treating them as its active settings.

These definitions explain configuration; they are not a promise that the current evidence screen supplies every input needed to reproduce a score. Evidence and calculation limits still apply.

Priority adjustments are percentage-point changes, not a direct award of points. For example, adding two percentage points to a dimension's emphasis does not award an employee two recognition points. A bonus rule needs a name, eligibility condition, proof requirement, positive percentage and effective window. Each configured bonus percentage must be no greater than 25%; the final calculation must also honor the applicable model's cap. Saving a collection of rules does not establish that their combined application has been validated or recalculated. Bonus recognition does not become productivity merely because a rule exists.

Badge catalog and sharing¶

The standard catalog contains these badge families. The conditions below summarize their reference definitions; actual issuance also depends on the required evidence and processing.

Administrators can enable or disable a known family, set its public-visibility preference and tighten allowed thresholds. They cannot weaken the catalog's lower bound, invent a threshold or change its fixed qualification conditions. Decimal changes must follow the catalog increment and maximum. Count changes use whole numbers; the current validator allows up to ten above the base count. Catalog maxima and mutation validation need reconciliation where those bounds differ.

The catalog also defines first-contribution and closed-month milestones; point milestones at 1,000, 5,000 and 10,000; and Rising, Established and Distinguished Contributor levels at those point thresholds. Achievement titles depend on specified gold badges: Reliable Professional, Quality Standard-Bearer, Impact Builder, Team Catalyst, Governance Custodian and Service Champion. These are catalog definitions, not additional tenant-editable fields or a guarantee that the recognition wall displays every class.

Sharing choices are private, team, department and organization. Private must remain an allowed fallback, and the default must belong to the allowed set. Separate preferences cover high-impact contributions, team achievements and cohort achievements. “Public” means sharing through the organization's recognition experience, not publishing to the internet.

The current recognition reader has unresolved enforcement differences: its output is not proof that every configured audience and badge-visibility preference is applied. Review recognition access and sharing before relying on a narrower audience as a confidentiality boundary.

Role expectations and assignments¶

A profile describes compatible activities, work types and complexity, optional expected standards, contribution dimensions, source coverage, collaboration expectations and a comparison cohort. Standards may include effort, cycle time, completion count, response time and enabling work. Optional means the benchmark can be absent; an entered benchmark cannot be negative.

Every dimension has a positive weight. At least one is required, and the required weights must total exactly 100%. Source rules identify the work signals used by the profile and whether they are required or advisory. Activation needs at least one required source rule. A stored custom value is not proof that a matching producer exists or that its evidence is arriving.

Activation makes the version immutable. Changes require a new version through the supported authoring flow. Employee assignments retain the specific version selected for them; publishing a new profile version does not rewrite those assignments. The person must be active at the assignment start, and the selected profile must be activated and effective at that start. This is not a grant of product permissions or a purchase of a licence.

Campaigns, costs and fulfilment¶

A campaign records objective qualification criteria, a supported period, a qualification window within that period, benefit details, finite budget or inventory, a fixed allocation order and a responsible person. Supported periods are day, week, month and year. A quarter is not a supported campaign duration.

Benefits can represent airtime, data, vouchers, gifts, training, time off, certificates, money or another described benefit. Amounts are nonnegative and at least one budget or inventory limit is required. A zero limit is permitted by validation and does not promise an award. The configuration contract does not identify a currency or exchange rate, reserve money in a bank, debit a billing account or deliver a benefit.

Draft campaigns are editable. Activation is rejected after the configured period has ended. The intended interface offers closure once that period has ended. Existing awards retain their fulfilment records after closure. Automatic qualification, deterministic allocation across competing candidates, reservation persistence and award creation still require implementation verification; an active label alone is not evidence of them.

An existing award can move to In progress or Delivered. Both updates require a proof reference; Delivered also needs a delivery reference. The references record evidence of work performed through the organization's process. Saving them does not perform a transfer, upload a proof document or independently verify delivery. Delivered is final in this surface: cancellation, reversal and further progress updates are unavailable.

Questions readers should be able to answer¶

• Which profile version and effective period apply to this person?
• Are the model, recognition catalog and their pairing actually present for this organization?
• Is a number a contribution measure, recognition points, a configured threshold or a campaign amount?
• Is a scheduled change being mistaken for the current setting?
• Has the campaign benefit been delivered, or has only a status/reference been recorded?
• Does an empty list mean no matching records, missing setup, a filter or a failed read?

The guide explains how to investigate these questions and request help without losing the context of a change.