Read Technician Analytics
The Techs section of BayWise Analytics shows individual performance metrics for every technician who was active during a selected period. Use it for monthly performance reviews, identifying technicians who may need additional support or coaching, validating incentive calculations, and understanding where your team’s capacity and skill mix are best deployed.
Unlike the Overview section — which gives you a workshop-level summary — the Techs section gives you a per-person breakdown. You can see not just that the workshop generated a certain revenue figure for the month, but which technicians contributed to that number and how efficiently each one operated.
How to open Technician Analytics
Click the Analytics tab
From the main navigation, click Analytics.
Select Techs
On the Analytics landing page, click the Techs section.
The Techs view opens, defaulting to the current period. All technicians who were active during the period are listed.
The metrics in the Techs section
The Techs section displays three main views:
Productivity ranking (hours worked per tech)
A ranked list of all active technicians by total clocked-in hours for the selected period. This shows who is carrying the heaviest workload and who had the least time on the clock.
How to read it: A technician at the top of the hours ranking is not necessarily the most productive — they may simply have worked the most shifts. Compare hours worked to the revenue and profit figures below to understand whether those hours translated into output.
Revenue per technician
Total billed revenue from jobs completed by each technician during the selected period.
How to read it: Revenue reflects the value of work completed, not just the volume. A technician who completed fewer jobs but worked on higher-value services may generate more revenue than a colleague who completed many small jobs.
Profit per technician with efficiency %
Revenue generated by the technician minus the cost of their labour time, alongside an efficiency percentage.
The efficiency percentage shows how productively the technician’s time was used:
- 100% means the technician’s actual job time matched the estimated time from the service catalog
- Above 100% means work was completed faster than estimated
- Below 100% means work took longer than estimated
How to read it: A technician with high revenue but low efficiency is generating value but taking longer than expected — their catalog estimates may need adjustment, or they may need support on specific service types. A technician with high efficiency but low revenue is working fast on low-value jobs — consider reassigning them to higher-value work.
How to read the efficiency percentage
Efficiency is one of the most frequently misread metrics in workshop analytics. The number looks simple but requires context to interpret correctly.
The baseline: 100% efficiency means a technician completed a job in exactly the estimated time from your service catalog. This is not necessarily ideal — it just means the estimate and the reality matched.
Above 100%: The technician completed jobs faster than estimated. This is generally positive. However, a consistent reading far above 100% — say, 140% — may indicate that your catalog duration estimates are too generous for this technician’s skill level and equipment, not that the technician is performing exceptionally. Review which specific services are driving the high figure.
Below 100%: Jobs are taking longer than estimated. This requires investigation. Common causes:
- The service catalog duration for the relevant service types is underestimated
- The technician is working on tasks outside their core skill area
- Jobs are being assigned to this technician that require equipment or parts access that creates delays
- The technician has a training need for a specific category of work
| Range | Interpretation |
|---|---|
| Below 70% | Jobs are taking significantly longer than estimated. Investigate whether estimates are incorrect for specific services or whether the technician needs support. |
| 70% — 90% | Normal working range. Some jobs run slightly over; the technician is generally in step with catalog expectations. |
| 90% — 110% | Strong performance. Actual times are close to or faster than estimates — reliable and predictable. |
| Above 110% | Consistently faster than estimated. Positive, but verify that catalog durations are not too conservative. |
Never read efficiency in isolation. A technician showing 60% efficiency on complex bodywork jobs may be a highly skilled mechanical specialist doing work outside their core competency — not a poor performer. Always cross-reference the efficiency figure with the service types those jobs were for and the technician’s configured skill profile. A skill mismatch will show as low efficiency consistently in one service category. The right response is reassignment and scheduling adjustment, not coaching.
Sort the report by any column
Click any column header to sort the full technician list by that metric, ascending or descending.
Practical uses for sorting:
- Sort by Efficiency % descending — quickly identify your fastest-completing technicians for the period. These are candidates for high-complexity work or for mentoring others.
- Sort by Revenue descending — see who generated the most value. Pair this with efficiency to distinguish high value at sustainable paces from high value at the cost of overruns.
- Sort by Hours Worked descending — identify any technicians accumulating significantly more hours than their peers, which may indicate overtime or shift misalignment.
Filter by period
Open the period selector
At the top of the Techs section, click the period displayed. The period picker opens.
Select a period
Choose from:
- DAY — single day view
- WEEK — rolling seven-day window
- MONTH — rolling thirty-day window or calendar month
- CUSTOM — pick any start and end date
For monthly performance reviews, use MONTH or a custom range matching your payroll cycle.
For coaching conversations, a shorter window — a single week — can reveal whether a recent pattern is new or consistent with longer-term history.
Data updates automatically
The technician list updates to show metrics for the selected period only. Technicians who had no activity in the period are hidden from the list.
For detailed guidance on period filtering, see Filter Analytics by Period.
Use the report in a performance review
Technician analytics are most valuable when used as a structured input to review conversations, not as a substitute for them. Numbers provide the starting question; the conversation surfaces the explanation.
A practical review process for a monthly one-to-one:
Before the meeting:
- Open the Techs section for the previous month.
- Note the technician’s efficiency %, revenue, profit, and hours worked relative to the team average.
- Identify any metrics that are significantly above or below their own previous months.
- Note which service categories the technician completed most of — this provides context for the efficiency reading.
In the meeting:
- Share the numbers with the technician. Do not present them as verdicts — present them as data to discuss together.
- Ask open questions: “Your efficiency on wheel alignments was 65% this month — does that feel accurate to you? Were there specific jobs that took longer than expected?”
- Validate positive performance: “Your revenue contribution was the highest on the team this month — that tells me you were consistently productive and well-assigned.”
- Agree on one or two actions where improvement is needed.
After the meeting:
- If a skill gap is identified, consider whether additional training or a reconfiguration of the technician’s skill profile is needed. See Assign Skills to a Technician.
- If scheduling gaps are causing low output, review the scheduling process with the workshop controller.
Sample reading: Al Faris Auto, Dubai Marina
The following table illustrates a month-end view of the Techs section for a five-person team at Al Faris Auto in Dubai Marina. The reporting period is March 2026.
| Technician | Hours Worked | Revenue (AED) | Profit (AED) | Efficiency % |
|---|---|---|---|---|
| Khalid Al Mansoori | 172h | 48,200 | 22,100 | 94% |
| Priya Ramachandran | 168h | 41,800 | 18,600 | 87% |
| Tran Van Minh | 164h | 37,500 | 14,200 | 76% |
| Amara Diallo | 180h | 54,300 | 27,900 | 98% |
| Yusuf Okonkwo | 155h | 28,100 | 9,400 | 61% |
Reading this report, the workshop manager would note:
- Amara Diallo is the standout performer this month — highest revenue, highest profit, highest efficiency, and also the most hours worked.
- Yusuf Okonkwo shows both low efficiency and low revenue relative to his hours. The manager would check whether Yusuf was assigned work outside his primary skill area, whether there were scheduling gaps, and whether his low-efficiency jobs cluster around a specific service type.
- Tran Van Minh’s efficiency at 76% warrants a conversation — not urgent, but worth understanding whether specific service categories are pulling the number down.
- Khalid and Priya are both performing solidly in the 85—95% range.
Common questions
Why does a technician appear in the report with zero revenue but non-zero hours worked? This means the technician clocked in during the period but did not complete any jobs to the Delivered status. Possible explanations: jobs were started but left in progress at period end; the technician was present but not assigned jobs; or the technician was on administrative or training time. Check the job board for their open jobs.
Our technicians work across two locations. Which location’s report do they appear in? Technician metrics are recorded against the location where the job was completed. If a technician completes jobs at two locations in the same period, they will appear in the Techs section for each location, with metrics reflecting only the work completed at that location.
Can I export the Technician data to use in payroll or incentive calculations? Export functionality for analytics is on the product roadmap. At present, the data is available within BayWise only. For incentive calculations, use the Incentive Schemes feature — it calculates the incentive figure directly from the same underlying performance data.
A new technician has only been working for two weeks of the monthly period. Should I use a different period for their review? Yes. For new starters, filter to the period they have actually worked rather than the full month. Their metrics will be unrepresentative of a full period and direct comparison to longer-tenured colleagues would be misleading. Use the CUSTOM date range from their start date.