For Those Concerned About In-Office Adherence

Since this topic continues to come up, here are some points you may find helpful that have been shared in other threads.

Disclaimer: Yes, I am aware the goal posts have changed and are likely to change. This information is based on current expectations.

The adherence data is delayed every single month. Every. Single. Month. If it isn't corrected by week two of a given month, there is a process you can follow in MyHR to have it corrected.
The current metric is the average over each rolling three-month period. January, February, and March are no longer factoring into that. Neither is April. Right now, it's May, June, and July.
If you've averaged more than 60% per three-month period (Jan-Mar, Feb-Apr, Mar-May, Apr-Jun, May-Jul), you're fine.
If you continue to average more than 60% across Jun-Aug, Jul-Sep, Aug-Oct, Sep-Nov, Oct-Dec, and so on, you will continue to be fine.
If your May-Jul average (or any three-month period in the future) is less than 60%, yes, you will have to work additional days in office to raise that average.
You can calculate in advance how many days you need to be in office each month, based on your Adjusted Working Days (Total Possible Days minus Vacation/Holiday/Sick days) to maintain the more-than-60% average across each rolling three-month period.
Yes, I am aware we should not have to do that.
The "Working in the office: In-office attendance and reporting (Global)" article FAQs in MyHR address the change that took place in April.

"Q. Am I held to the 'more than 60% in-office' expectation for Q1 2026 if the updated measurement approach didn't take effect until Q2 2026?

A. Yes, as the expectation of working three-plus days in the office was established and communicated over 12 months ago."

Reason being that three-plus Total Possible Working days in office each week in January, February, and March (not Adjusted Possible Working Days) averages at more than 60% and would have been achieved by employees following the expectation for Q1, which, again, is no longer factoring into the three-month average.

This isn't opinion or preference or bootlicking, just math.

#RTO #InOffice #BadgeAnalytics #PolicyAndProcedures #Metrics

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Bumping.

If you need to sell your time to an employer, you are a salary slave. The stock price is doing well and the lunacy of RTO will continue. Wall Street has spoken.

Only way out is financial Independence.

it would be easier if they just counted WFH days

@bg Attendance is discussed in general, but since the more-than-60% metric was only announced this past April, an official metric for YTD at year-end hasn't been announced, and every manager performs differently, there's no way to know for certain, but it's highly likely.

What do y’all think the Y in YTD will stand for come end of year review time?

C’mon folks! Plan better and hit those numbers.

Does a year-end performance review still count attendance from January through March if my rate dipped below 60% for those first three months, even though I brought it back up above 60% for the rest of the year and hit a 60% Year-To-Date average overall?

@av "Disclaimer: Yes, I am aware the goal posts have changed and are likely to change. This information is based on current expectations."

This is fine, but even though the company says 3 month rolling average, the fact is that there is now a YTD calculation. That implies that YTD will be used for review time most likely. So what is it? YTD clearly has more weight than failing any given 3 month window.

Thread regarding U.S. Bank layoffs

For Those Concerned About In-Office Adherence

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