Changelog

All notable ERS changes are recorded here. Releases use Semantic Versioning.

Unreleased

Controlled organization data: reusable departments and department-specific job roles, shared by employee records and promotion targets.
Organization Setup, available to HR and CEO, for adding, archiving, and reactivating approved departments and roles.

Existing employee data has been linked to the organization master list. Known historical department-name variants were consolidated; archived values remain visible on historical records.
First-time case upload can create a valid department or role from confirmed extracted details. Placeholder values such as Unknown Department and Unassigned remain blocked.

Senior-management compensation analytics with grade curves, budget impact, exceptions, filters, CSV export, and table/chart modes.
Management analytics can be filtered by case type so renewal offers, new-hire offers, or the combined portfolio can be reviewed separately.
AI contract variation review and signature placement suggestions.
CEO Decision Brief on each approval page with salary percentile, quartiles, grade/department/role cohorts, evidence signals, and an advisory approval posture.
CEO action to mark a signed offer as declined, void the linked approved compensation, and notify HR.
Responsive application shell, grouped role navigation, breadcrumbs, page headers, Help, About, and admin System Health.
Immutable build metadata containing application version, Git SHA, build time, environment, and dirty-worktree status.

Management Analytics and its CSV export are CEO-only. CEO lands on Analytics; HR lands on the HR Renewals worklist.
HR must confirm a complete employee profile, including department, role, current grade, and applicable case grade, before creating or advancing a case. Unknown and unassigned placeholders are rejected.
Offer extraction now prepares an editable HR review instead of creating an employee immediately.
Login is focused on authentication; role guidance and service health move behind authentication.
Application release version is sourced from the build artifact instead of editable database settings.
Grade labels are normalized and salary curves use one effective compensation per active employee.
Declined signed offers are excluded from default management analytics and committed budget impact.

Interview and performance evaluation PDFs can no longer be stored as offer letters.
Manager submissions no longer appear as resubmission requests unless a newer request was sent.
Missing performance snapshots are visible to HR and CEO.
Confirmed RM 4/RM 5 salary scale-entry errors were corrected with audit records.