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Personnel

Personnel

Personnel helps you maintain a single source of truth for every employee — identity, employment status, documents, and authorizations — so scheduling, compliance, and downstream workflows agree on who can do what.

Last updated February 2026

Overview

When to Use This

  • You onboard, update, or terminate officers and staff.
  • You need a single profile linked to scheduling, compliance, and downstream pay processing.
  • You need document retention and audit history for HR actions.

Model

Core Concepts

Personnel uses the following objects and relationships as its operating model.

Employee

Primary workforce identity record scoped to tenant.

Persisted Data
Name, contact data, employee number, status.
State Changes
Invited, active, suspended, terminated.

Employment Profile

One-to-one extension of employee core record.

Persisted Data
Role, supervisor, hire date, pay type.
State Changes
Draft, active, archived.

Document

Attached to employee for compliance and HR records.

Persisted Data
File metadata, classification, retention policy.
State Changes
Active, superseded, archived.

Authorization Profile

Defines what posts or zones employee can access.

Persisted Data
Allowed posts, restrictions, effective dates.
State Changes
Pending, active, expired.

Role Requirements

  • HR admins can create and terminate employee records.
  • Supervisors can edit operational fields within scoped permissions.
  • Document access permissions control visibility for sensitive files.

Side Effects

  • Termination prevents future assignments and login access by default; reactivation restores access.
  • Role changes can alter module permissions instantly.
  • Authorization updates affect scheduling eligibility.

Notifications

  • New employee invites trigger onboarding instructions.
  • Status changes can notify supervisors and dispatch leads.
  • Expiring employee documents trigger review tasks.

Automation Hooks

  • Employee activation can auto-provision mobile app access.
  • Termination can close open assignments and revoke tokens.
  • Profile updates can trigger downstream sync events.

Flow

How It Works

  1. 1

    Create employee identity and required employment profile fields.

  2. 2

    Attach documents and authorization constraints.

  3. 3

    Assign operational role and module permissions.

  4. 4

    Activate employee for scheduling and mobile usage.

  5. 5

    Maintain lifecycle changes with full audit history.

Walkthrough

Example

Scenario

A new armed officer is hired for courthouse coverage.

Walkthrough

  1. 1

    HR creates employee record and sends invite.

  2. 2

    Supervisor sets role, zone access, and reporting manager.

  3. 3

    Required documents and certifications are uploaded.

  4. 4

    Compliance validates credentials and marks officer deployable.

  5. 5

    Scheduler assigns officer to qualified posts only.

Outcome

New hire is fully onboarded with traceable authorization boundaries.

Watch Out

Edge Cases / Gotchas

  • Hard deletes break historical shift and incident references; use termination.
  • Role edits can unintentionally expand data visibility if policies are broad.
  • Missing authorization profiles can still allow assignment on unrestricted posts.
  • Document retention rules may delay deletion requests.