2ba9b37aa73f41acbd885d5e8e9784a57336a048
8 Commits
| Author | SHA1 | Message | Date | |
|---|---|---|---|---|
| 27669e0359 |
Put the whole application on the OM model, and delete what it replaced
Die Datenbank stand seit dem Cut-over auf org_units/om_positions/
position_assignments, die Anwendung fragte weiter nach employees.division_id,
team_id und manager_id — Spalten, die es nicht mehr gab. Die Oberfläche war
deshalb leer, obwohl die Daten vollständig da waren. Das ist jetzt behoben,
und zwar nicht durch Nachbau der alten Begriffe, sondern indem sie verschwinden.
Neu ist eine dünne Schicht, die die Verkettung Person → Besetzung →
Planstelle → Einheit einmal auflöst (lib/placement.ts) und der Baum als reine
Funktionen darauf (lib/org.ts): Vorfahrenkette, Teilbaum, Brotkrume. Alles
Weitere hängt daran.
Was sich dadurch von selbst erledigt hat:
- Das Organigramm musste drei Quellen versöhnen, weil keine den ganzen
Zeitstrahl abdeckte. position_assignments ist zeitabhängig, also
beantwortet eine Abfrage "wer besetzte am Stichtag welche Planstelle" —
für Vergangenheit und Zukunft gleichermassen. Wer keine Planstelle hatte,
war nicht da; eine zweite Zugehörigkeitsregel braucht es nicht mehr.
- Die Struktursicht war auf genau vier Ebenen verdrahtet und rendert jetzt
rekursiv über parent_id. Liste und Grafik entstehen aus *einem* Baum;
vorher lag dieselbe Hierarchie zweimal vor und konnte auseinanderlaufen.
- Eine offene Stelle ist keine eigene Tabelle mehr, sondern eine Planstelle
ohne laufende Besetzung — das Komplement kann nicht aus dem Tritt geraten.
- Eine Versetzung ist der Wechsel auf eine Zielplanstelle statt Zielteam
plus frei getipptem Titel. Sie kann damit nicht mehr dort landen, wo es
keine Stelle gibt, und die Tätigkeit kommt aus dem Job-Katalog.
- Beim Anlegen einer Planstelle entfällt die Suche nach der vorgesetzten
Person: sie ergibt sich aus der Einheit, die Frage kann nicht mehr falsch
beantwortet werden.
Zwei Auswertungen werden dabei richtiger, nicht nur anders. Ein
Stichtagsbericht gruppierte bisher nach der *heutigen* Zuordnung, weil es
keine Historie gab; er löst sie jetzt zum Stichtag auf. Und ein Ereignis
trägt die Einheit, in der die Person am Tag des Ereignisses sass — vorher
stand ein Austritt von vor zwei Jahren unter einem Team, in das sie nie
versetzt worden war. Der Bereichsfilter greift überall auf den ganzen
Teilbaum; auf den Bereich allein angewandt lieferte er nur die
Bereichsleitung.
Gelöscht: die Reorganisations-Werkbank samt Szenarien und Zügen (sie
verschob Teams und Abteilungen zwischen Bereichen — Objekte, die es nicht
mehr gibt; im OM-Modell ist das ein Umhängen von parent_id), die
Mitarbeiter- und Vorgesetztensuche, die nur sie und die Ausschreibung
brauchten, und aus lib/supabase/types.ts die Tabellen divisions,
departments, teams, positions und employee_assignments.
Die beiliegende Migration räumt die Datenbank entsprechend auf. Sie entfernt
auch Funktionen, die der Cut-over verfehlt hat: create_position,
delete_position und undo_reorg existierten zusätzlich in einer
jsonb-Variante und tauchen deshalb weiter in der PostgREST-Schnittstelle auf,
obwohl ihre Tabellen weg sind — ein Aufruf wäre erst zur Laufzeit
gescheitert. An ihre Stelle treten create_position und delete_position im
OM-Sinn; letzteres schliesst eine früher besetzte Planstelle, statt sie zu
löschen, sonst verschwände mit ihr die Besetzungshistorie.
Typecheck, Lint, Build und 182 Tests sind grün. Die Integrationstests sind
mitgezogen, aber weiterhin ungelaufen — dafür braucht es eine laufende
lokale Datenbank.
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| 4b9c23472c |
SAP OM: org units, jobs, positions, and a derived reporting line
The org structure was three fixed tables — divisions -> departments -> teams — with people hanging directly off them and a hand-maintained manager_id. The depth was therefore wired into the schema: an Abteilungsleitung could not exist without a migration, and a team directly under a Bereich not at all. That is what this replaces. The SAP OM object types, one table each: O org_units recursive over parent_id C jobs catalogue, so many positions can share a job S om_positions belongs to exactly one org unit P employees existing table A012 om_positions.is_chief "ist Leiter von" A008 position_assignments "Inhaber ist", time-dependent Two consequences worth stating, because they are the point of the exercise: - GF/Bereich/Abteilung/Team are now a label (unit_type), not a structure. Adding a fifth level, or hanging a team straight off a Bereich, becomes a data question rather than a migration. - Nobody hangs off an org unit any more: person -> position -> unit. A vacancy stops being its own concept — it is a position with no current assignment. The reporting line is derived rather than stored: an ordinary position reports to the chief of its own unit, a chief to the chief of the parent unit, and if that chief is vacant or on a long-term absence it keeps climbing. An unfilled Abteilungsleitung therefore needs no special case — it is simply skipped. Both ids come back, formal and acting, so the UI can show a stand-in as a stand-in instead of passing it off as the real manager. The rule exists twice, as om_reporting_lines() in SQL and resolveReportingLines() in TypeScript, because the as-of chart computes it per date in the app and a round trip per date change would buy nothing. Two copies drift silently — the org chart would just show a different manager than the export — so an integration test runs both over the whole roster and requires identical answers, plus that every line terminates at the top. Unit tests cover the rule itself: unfilled levels, several absent levels in a row, nobody above, a chief who also leads the parent unit, and a cycle in parent_id, which is an ordinary column an import could get wrong. Additive so far. The old tables still stand and the app still reads them; the cut-over follows. |
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| 8282d7f581 |
Rename Karenz to Langzeitabwesenheit and record its type
Karenz was doing duty as the name for every kind of extended absence, but the cases behave differently in payroll and reporting — Wochenhilfe, a Präsenzdienst, a long sick leave and a sabbatical are not the same thing. The concept is now called Langzeitabwesenheit and carries which kind it is. - employees.absence_type, constrained to the thirteen kinds. start_karenz stores it on both paths (written straight away, or parked in the pending_org_changes payload when the absence starts later); record_karenz_return and the karenz_return branch of apply_due_pending_changes clear it, so a returned employee does not keep looking like they are still away. It also reaches employee_history, the audit log and the employee export. - The status enum value stays 'Karenz'. Postgres can rename an enum value in place, but every stored function body that spells it would then reference a value that no longer exists — a dozen functions across fifteen migrations, rewritten for a label. The mapping lives in lib/absence.ts instead, which is the single place the UI reads the display name from. - Where a kind is recorded the chip shows it — "Bildungskarenz" says more than "Langzeitabwesenheit". Absences predating the field have none and fall back to the generic name rather than to a guess, and a value outside the list is dropped rather than echoed into the UI. - The export prints the display name, not the raw enum: a payroll hand-off reading "Karenz" for what the app calls Langzeitabwesenheit only causes questions. Audit filter options keep their stored values and change only their labels. - The seed spreads the twelve absences across the kinds; all of them being Karenz would leave any breakdown by kind invisible. |
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| 8d978981b0 |
SVNR validation, CI, and a dependency/security pass
Positions
- Removed the "Besetzen" action, the StaffInternallyModal behind it and the
now-unreachable staffPositionInternally server action: a position is filled
through the hire process, not from the positions list. Note that
transfer_employee has no position_id at all and never touched `positions`,
so with staff_position_internally out of the UI, hire_employee is the only
thing that closes a position — a transfer into an open one leaves it open.
The RPC itself is still in the database and still covered by its tests.
SVNR
- Austrian social security numbers are now validated: ten digits, weighted
check digit mod 11, and the TTMMJJ tail cross-checked against birth_date,
which is what catches a transposed date that a valid check digit would let
through. A serial whose weighted sum lands on 11 is rejected rather than
wrapped — those are never issued.
- Applies to Austrian locations only; the German/Czech/Slovenian equivalents
have their own formats and stay free-form.
- Enforced by a trigger, not inside hire_employee/change_employee_data, for
the same reason as the assignment history: both have been redefined by
half a dozen migrations. Only a *newly written* value is checked, so a
legacy number never blocks an unrelated transfer or address change.
- The seed drew a random four-digit prefix, so its check digit was right
only by chance and every seeded Austrian row would now be rejected;
it computes the check digit properly now.
Tech stack
- next 16.2.11 closes nine advisories against 16.2.10, including a
middleware/proxy bypass in App Router apps on Turbopack — proxy.ts is this
app's entry gate. RLS remains the real boundary, so the blast radius was a
blank page rather than data, but it is a patch-level fix. Also react
19.2.8, tailwind 4.3.3, lucide-react 1.26, supabase-js/ssr, postcss.
- CI runs lint, typecheck, schema/type drift, tests and build; a second job
replays every migration onto an empty database and runs the integration
suite against it, so a migration that cannot be replayed from scratch
fails here instead of during a restore.
- scripts/check-schema-types.mjs diffs the hand-written lib/supabase/types.ts
against the migrations. Reading the SQL rather than a live database keeps
Postgres out of the fast CI job. Verified in both directions.
- vitest now runs two projects: node for logic, jsdom for components. The
first component test covers the org chart expand control, which broke
earlier this session when elementsSelectable={false} made React Flow
compute pointer-events:none for the whole node; re-introducing that prop
fails three of these tests.
- Content-Security-Policy is emitted report-only. Enforcing a policy derived
from inspection rather than from violation reports risks blanking the app;
'unsafe-inline' on script-src is required until a nonce is threaded through
proxy.ts, which is a separate change.
- Fixed supabase/seed.ts, which this session's SVNR change had broken: the
extensionless "../lib/svnr" import does not resolve under Node's ESM
loader, so the seed failed at startup.
- engines pinned to node >=22 <25, tsconfig target ES2022, and the dead
test:e2e script removed (no Playwright is installed).
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| 79f0e19bf8 |
Org assignment history, mobile support, and a correctness pass
Data model - employee_assignments records org placement over time (valid_from/valid_to), written by a trigger on `employees` rather than inside each RPC: ~70 `update employees` statements spread over fifteen migrations mean per-call bookkeeping would miss paths today and again with every future RPC. A partial unique index enforces the one-open-interval invariant the trigger relies on when closing the current row. - The Organigramm gains a Stichtag (default today). Membership comes from entry/exit/karenz, past placement from the new history, future placement projected from pending_org_changes. Placements predating the migration are backfilled with today's values and flagged as such in the UI, since employee_history only ever stored free text and cannot be reconstructed. Correctness - Reports and exports silently truncated at PostgREST's 1000-row cap (db.max_rows); employee_history is already past it at ~800 staff. Every whole-table read now pages explicitly. - XLSX date cells were a day early: ExcelJS converts a Date to an Excel serial straight off getTime(), so a Date built at local midnight lands on the previous day's serial in any positive-offset zone. - Date handling is pinned to Europe/Vienna throughout, and date-only strings are formatted without a Date round-trip. The dashboard's YTD window was built by round-tripping a local Date through toISOString(), which shifted it a day early and dropped 31 December entirely. - Export routes parsed measure/group/split/eventType with unchecked `as` casts, so an unknown value reached column headers as `undefined` and the Content-Disposition filename. Parsed against the label maps now, with the filename slugged as a backstop. - toXlsx keyed columns by header text, silently dropping the second of any two columns sharing a name — split columns take their header from data. - The org chart tree walks had no cycle guard; nothing in the schema forbids a manager_id cycle, and one would hang the tab rather than misreport. - The login page reflected ?error= verbatim, letting anyone put arbitrary text on the real sign-in screen; messages are looked up by code now. - React Flow needs elementsSelectable on, or it sets pointer-events:none on the whole node and the expand control stops responding. UI - Mobile: the shell was unusable below lg — a fixed 236px margin pushed content off-screen with no mobile navigation at all. The sidebar is now a drawer, dvh replaces vh, safe-area insets are honoured, inputs are 16px so iOS stops zooming on focus, and form grids stack. - Org chart nodes redesigned: per-kind accent stripes and icons, vacant roles called out, expand control moved to the bottom edge carrying the child count. - Pagination is windowed; it previously rendered one link per page (54 for the employee list, unbounded for the audit log). - Positions page reduced to open positions with a single "Besetzen" action. - The employee Organisation tab links into the org chart focused on that person, reusing the chart's existing search-match highlighting. Also included, uncommitted until now - Dependants, HR notes, academic titles, split address fields, position validity and role/employment fields, with their migrations and UI. - Docker/compose deployment setup, data-model and security-review docs. |
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| 901c5c426e |
Consolidation pass: HR-only access, effective-dated mutations, data integrity guards, test suite
Reworks the app from a two-role (hr_admin/manager) model to a single HR-only role gated by profiles.is_active, fixes transfer/promote/karenz/ reorg RPCs to actually defer future-dated changes via a new pending_org_changes table instead of writing them immediately (applied by a daily Vercel Cron route), makes reorg undo append-only instead of deleting history, adds Karenz-return and history-date integrity guards, deprecates the salary column, and adds explicit schema grants + perf indexes needed to run against a fresh (non-hosted) Postgres instance. Adds vitest unit + integration test suites (the latter against a real local Supabase instance) covering all of the above, plus lint/typecheck/ build wiring (`npm run check`). |
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| 366731ec85 |
Phase 2/3: Employees list/detail + mutation RPCs + action panels
- supabase/functions.sql, functions_2.sql: Postgres RPCs for every employee/position/reorg mutation (hire, terminate, transfer, promote, start/adjust/return karenz, change data, rehire, create position, staff internally, apply/undo reorg). Each resolves manager_id server-side, writes history + audit atomically, and enforces hr_admin via require_hr_admin() (backed by the existing RLS policy). - actions/employees.ts, positions.ts, reorg.ts: Server Actions wrapping the RPCs, returning success/error for client-side toast handling. - Employees list (search/filter/pagination) and detail (4 tabs: Stammdaten, Vertrag & Gehalt, Organisation, Historie) reading from employees_directory. - 6 action slide-over panels: Transfer, Promote, Karenz (start/adjust/ return), Daten aendern (person+contract diffing), Terminate (with direct- report reparenting warning + offboarding checklist), Rehire. - lib/org.ts: shared division/department/team/location lookups. Verified live: promote mutation updates salary, writes history/audit, and the detail page reflects it after refresh, no console errors. Note: the spec's Karenz-verwalten panel only covers employees already on Karenz; added a start-Karenz mode (Karenzbeginn/geplante Rueckkehr) to cover the Aktiv-employee case implied by the header button but not specified in the panel list. |
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| ef9852b09c |
Phase 1: project foundation for Alpenwerk HR
Scaffolds the Next.js 16 / TypeScript strict / Tailwind v3 app per NEXTJS_REBUILD_SUPERPROMPT.md, and implements the Foundation slice from the Phase 1 plan: - Corrected Supabase schema (supabase/schema.sql): org units, employees, history, positions, hire drafts, saved reports, audit log, reorg scenarios, role-based profiles, salary-masking view, RLS policies, auto-derivation triggers, position-number generator. - Seed script (supabase/seed.ts): ~800 realistic Austrian employees across 9 divisions / 16 departments / 35 teams, history, 8 open positions, and hr_admin/manager test accounts. - Supabase clients (lib/supabase/*), design tokens (tailwind.config.ts), format/color helpers (lib/format.ts, lib/colors.ts). - Shared UI kit (components/ui): Avatar, StatusChip, Toast, Modal, SlideOver, SegmentedControl, Lookup. - Auth (login page, Server Actions) and proxy.ts (Next 16's replacement for middleware) guarding the authenticated route group. - Shell (Sidebar, Topbar, NewHireButton stub) and the Dashboard page, reading live data via employees_directory. Employees list/detail, hire wizard, action panels, org chart, positions, reports, and audit log are deferred to later phases per the plan. |
