An employee suggestion program stops ideas from scattering across email and paper forms. The first job is one record door. The web-based portal opens in the browser; staff write title, current state, proposed improvement, and expected benefit on the same form. On submit a reference number is created. A draft stays without a number; unsent text does not enter the review queue. Keeping the same idea in two channels creates conflict in an audit; one door closes that conflict.
HR completes the unit list, roles, and review steps at setup. Unit names are written in company language; an abbreviation row breaks the report filter. Role decides who sees which row on the task list. The step schema is copied from the procedure; step name, responsible role, and decision exits sit in the wizard. The program does not start while those three lines are empty. When the procedure changes the schema is updated; history on older open tasks is not deleted. The setup checklist is signed by HR and quality.
At setup the benefit-type list is loaded. A suggestion record has no category field; classification is the benefit type. The wrong type shifts the period report. The list filter looks at the same field. Quality and HR write names such as cost, quality, safety, and productivity in company language. The program does not open on an empty list. A type turned off is not chosen on new records; values on older records are not deleted.
Field guidance is clarified in training. The title identifies the record in the list; a long project sentence is not written in the title. Current state writes the situation on the floor. Proposed improvement describes the work to be done. Expected benefit is not round praise; it carries a measure, a rate, or an amount line. If place of application is empty, the reviewer asks for revision. The reference number does not change; the text is corrected on the same file.
Reviewer checks follow a fixed order. Benefit type and the expected-benefit line are read first. Then current state and proposed improvement are checked for consistency. If an attachment exists it opens from the attachment area; a chat screenshot is not the source. Approval or rejection without rationale is not accepted. A revision reason returns to the author; the author completes the text within the author due time. A missing field is named in the reason. The same order is carried into new-reviewer training.
Common mistakes are listed after setup. There is no free category field in place of benefit type. Writing a branch without choosing the company breaks the queue in a holding structure. Treating a draft as submitted does not put unnumbered text into the queue. Putting work without a kaizen measure onto a suggestion misleads the module filter on the report. Putting a near miss on the suggestion form misses HSE frequency. This list is renewed in period training.
Every open task has a due date. The duration is written from the day count in system settings for that step at the moment the task opens. Reminder, overdue badge, and the duration label on the record file look at the same date. There is no separate SLA-since-the-step-began counter. The day count changes in company settings. A lengthening queue asks for a review of owner load or the day count. A manager reads the list first.
Company, branch, and department structure decide form selection. The record binds first to company, then to branch. If there is one company, the company field is hidden. If there is one branch, branch selection is gone. If there is one department, that choice drops too. In a multi-branch structure, location is the branch place field; there is no separate location box on the form. Period comparison is read from the branch field. Records with an empty branch are listed apart.
The module menu follows company settings. An unused record type does not sit on the menu. Suggestion may be open while kaizen, HSE, or success story stays closed. Point rules and workflow screens for a closed module are hidden as well. As the program grows, a module is turned on; form and step layout stay the same. A success story is the summary of applied work; it does not replace a suggestion. Kaizen asks for before and after measure.
Reward points are optional. Without a rule, an approved record creates no points. With a rule, event, recipient, and point type sit in HR settings. Review closes first; points post to the balance if the rule runs. When a catalog request opens, points are held; they finalize on fulfillment and refund on refusal. The balance does not go negative. Points do not stand in for the decision. A notice alone does not write points.
Corporate identity is logo, color, and typeface. Staff do not see a foreign storefront. Notices land in the portal inbox; the decision does not stay in an email body. Attachments bind to the record; review is read from the same file. A notice describes a period campaign. Training notes are not pinned as the source; the portal notice and the task list are accepted as the source. The logo file is uploaded from administration; the demo theme is not carried into live.
The period meeting looks at module spread first, then the unit row. Open count alone is not treated as success; closed records and reasoned decisions are read. A silent unit is seen from a zero-submit row. Average close time is a quality signal. Rejection-reason spread guides form training. Revision rate shows missing-field information. The overdue task row is read separately. The dashboard shows open, pending, and closed counts at the same time.
In an audit, reference number, step history, person, and time stamp are enough. A parallel list on a shared spreadsheet closes. A report is the filtered portal table; a separate slide file is not the source of the program. Excel export carries the on-screen filter; a person without permission cannot export. Decision rationale stays on the file. A sample step history is added to the audit pack.
Setup is on the cloud or on a company server. The product line is one; form, step, and report do not change. Each organization's records are kept apart. SSL protects sign-in and the form. Price and calendar are clarified on the contact form. Before go-live, unit, role, benefit type, and step schema are written. Unused modules stay closed.
The demo portal shows a sample organization; live production data is not in that sample. A demo review does not replace an order. At live opening, sample rows can be separated and deleted. Catalog defaults are added from administration by an authorized person. The demo account domain is not given to a live user. Demo rows do not move into the period report.
The first three months follow a fixed checklist: is benefit type filled, does the branch field fit the period filter, do open tasks show a due date, do closes carry rationale. HR ties silent units to the training plan. Quality compares step day counts with the procedure. Missing rows are written into the period agenda. In author training a filled and an empty type sample are opened side by side.
Field guidance is issued to units as a written page. The title stays short. Current state carries a figure or an observation. Proposed improvement describes the work step by step. Expected benefit holds a measure or an amount line. Place of application completes branch and line information. The reviewer reads this order from the same file on the task screen.
In the first week after setup, form fields are tried on live with sample records. The benefit-type list is not left empty. In a holding structure company then branch selection is required. The reviewer opens the task from the list; the due date is written when the task opens. In the second month silent units and overdue tasks enter the same agenda. In the third month the audit pack is prepared with a reference list and step history.
If HSE will open, place, hazard, and first action are explained in training. Near miss is an HSE type. If kaizen will open, before and after measure are prepared. A success story is the summary of applied work. If a catalog item exists, points are held on request; they finalize on fulfillment and refund on refusal. If a module is closed, menu and point rule are hidden.
In short: an employee suggestion program is set up with form, steps, benefit type, and an optional point rule. The record is one file. Company is chosen, then branch. The demo is not live data. Decision rationale stays on the file. Participation and close time are read from the same list.