Culminating Assignment
Overview
For your culminating assignment, you will assume the role of a data analyst tasked with analyzing employee attrition for a fictional business. The company's CEO is concerned that too many employees are leaving and wants you to help her understand more about why attrition is occurring. She would also like your recommendations for possible solutions to the issues you identify.
Your final dashboard should consist of no less than four objects (i.e., graphs, charts, maps, and/or tables) that are interactive and adhere to design best practices. Titles and labels should be clear and descriptive. Include concise instructions if specific abilities (e.g., filtering, highlighting, drill-down) are available through the object.
You will use your completed dashboard to record a 10-minute presentation for the CEO. In this presentation, you will screen share your dashboard and use it to walk the CEO through the key findings of your analysis. You will also make data-driven recommendations for strategies the company might implement to reduce attrition.
You have a great deal of flexibility in where you go with this assignment. There are many variables to explore, and there is no one "right" solution. Give yourself time to understand and explore the data and work through any technical challenges you might encounter. This assignment is as much about the journey as the destination. Only once you have a sense of the story you want to tell should you begin to develop and/or fine-tune your final dashboard for submission.
Assessment
Your grade on this assignment will be determined as follows:
• Meeting the assignment's minimum requirements (25 pts.)
• Appropriateness and design of the graphs, charts, and/or tables depicted in the dashboard (100)
• Formatting and labeling of the dashboard and objects (20 pts.)
• Effective and appropriate use of colors and shading (10 pts.)
• Coordination of objects in the dashboard using filters/dashboard objects as filters, and/or highlighting (20 pts.);
• Quality of analysis (25 pts.)
• Quality of recommendations made (25 pts.)
• Quality of presentation (25 pts.) Getting Started/Minimum Requirements
• Download the Employee Attrition CSV file from D2L, then open Tableau to connect to the CSV file. Save your file as a packaged workbook named: LastName_Assignment.twbx
• Create a minimum of two calculated fields of your choosing to use in your analysis.
• Set the appropriate default properties for the measures you use in your analysis. You are not required to set the default properties for every measure in the dataset, but you must set them for
Culminating Assignment
all measures you use in your analysis. This is critical to your ability to interpret the data correctly. Setting the appropriate properties refers to both applying number formatting and selecting the proper default aggregate statistic for a given measure. The following table provides a list of the measures contained in the dataset, their descriptions, and an explanation of values where
necessary:
Field Name Description
Employee Number Unique ID for each employee
Age Age of employee at the time of data collection
Attrition Documents whether or not an employee left the company:
• Yes – Employee left the company
• No – Employee is still with the company
Business Travel Indicates the extent to which an employee is required to travel for work
Department Department in which the employee works
Distance FromHome Distance the office is from an employee's home (expressed in miles)
Education Describes the employee's level of education
• 1 – Below College
• 2 – Some College
• 3 – Bachelor
• 4 – Master
• 5 – Doctor
EducationField Employee's educational field (i.e., their major)
EnvironmentSatisfaction Indicates the extent to which an employee is satisfied with their work environment
• 1 – Low
• 2 – Medium
• 3 – High
• 4 – Very High
Gender Employee's gender
JobInvolvement Indicates the extent to which an employee feels that their job is central to their identity
• 1 – Low
• 2 – Medium
• 3 – High
• 4 – Very High
JobLevel Indicates the responsibility level and expectations of roles at the employing organization
• 1 – Entry Level
• 2 – Mid-Level Junior
• 3 – Mid-Level Senior
• 4 – Middle Management
• 5 – Senior Management
JobRole Employee's job title/role
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