Aggregated manager view of their direct reports' learning activity — open assignments, completions, tracks started, new hire counts. Useful when briefing managers on team progress.
The Manager Summary Report rolls up direct-report data per manager — totals of open and completed assignments, tracks in progress, and new hire counts. Use this when you need to brief managers on their team's learning, when auditing manager coverage across the org, or when identifying managers whose teams are lagging.
For per-learner detail, managers can use their individual manager tab to drill in. For broader reporting, see Reporting: Which Report Should I Use?.
When to Use This Report
Manager briefings on team learning. Aggregated team stats are easier for managers to act on than per-learner detail. This report supplies the executive summary view managers need.
Identifying lagging teams. Managers whose direct reports have high open-assignment counts compared to peers are usually a coaching opportunity — not because the manager is failing, but because something specific to that team needs attention.
New hire onboarding tracking. The new hire count column lets you focus follow-up on managers who have recent additions to their team.
Column Reference
Manager Internal ID / External ID — Unique IDs for the manager.
Manager First / Last Name / Email — Manager identification.
Number of Direct Reports — Learners reporting to this manager.
Number of New Hires — Recent additions based on hire date.
Open Assignments — Total open assignments across the team.
Completed Assignments — Total completions across the team.
Tracks Started — Learning Tracks the team has started.
Plus standard manager profile columns and aggregated team-activity columns.
How to Use This Report Effectively
Look at ratios, not totals. A manager with 20 direct reports having 40 open assignments is a different situation than a manager with 5 reports having 40 open assignments. Open Assignments / Direct Reports gives you the workload per learner.
Filter to managers with new hires for onboarding follow-up. Specifically targeting onboarding-period interventions is more efficient than broad outreach.
Use as the source for manager-facing communications. Email managers a personalized note with their specific team stats — much more actionable than a generic "please check on your team's learning" message.
Configuration Pitfalls
Treating High Open-Assignment Counts as Manager Failure. Sometimes high open counts reflect a recent bulk assignment, a busy team season, or a content issue — not management. Investigate before attributing to the manager.
Missing Skip-Level Visibility. Manager Summary reports on direct reports only. Skip-level relationships aren't aggregated. For broader views, combine with org-chart data offline.
Old Hire Dates Skewing New-Hire Counts. The "new hire" count depends on hire date data being accurate. If profiles have stale or missing hire dates, the new-hire count is unreliable. Verify the underlying data before drawing conclusions.
Comparing Across Departments Without Context. Different functions have different learning loads. Sales managers often have heavier onboarding than backend roles. Compare within function, not across.
Where This Fits
You're here because you need a manager-level view of team learning. For the per-learner detail behind these totals, see Assignment Summary Report.
See Also
- Reporting: Which Report Should I Use? — the strategic anchor.
- Manager Enablement: Tools for Driving Team Capability — the strategic frame on manager tools.
- Admin Reports in Continu — running and filtering reports.
- Assignment Summary Report — per-learner detail.
- Tracking Journeys For Admins — Journey-specific tracking.
Use ratios (open assignments / direct reports), not totals. Filter to managers with new hires for targeted onboarding follow-up. Verify hire date data before relying on new-hire counts.