Frequently asked questions

TascU is an innovative time-tracking and motivation system that, in addition to ordinary hour-based time tracking, also takes each employee's performance into account.
Using coefficients that change dynamically over time, TascU adjusts working hours and compensation according to the employee's contribution.
The system can increase employee motivation while helping reduce labour costs.

TascU uses the term "adjusted working hours" in compensation calculations. This means that the employee's paid working hours are increased or decreased proportionally according to that employee's performance coefficient.

A simplified example:
If an employee's performance coefficient is the default 1.0 and the employee works 4 hours, the system records 4 paid hours (4 × 1.0 = 4 h).
If a more efficient employee has a performance coefficient of 1.5 and works 4 hours, the system records 6 paid hours (4 × 1.5 = 6 h).
If an employee's performance coefficient is 0.5 and the employee works 4 hours, the system records 2 paid hours (4 × 0.5 = 2 h).

In practical terms, this means that compensation for the same amount of working time may differ between employees.
Performance coefficients are also taken into account when several people work on the same project/task. Depending on each employee's coefficient, the project budget is distributed proportionally according to those coefficients.

The system supports ordinary hourly calculation and project-based calculation at the same time. It is therefore essentially a hybrid system in which compensation can consist of both ordinary hourly pay and project/task-based compensation, for example as an additional performance payment.

Performance coefficients are calculated automatically from projects/tasks that are marked for "Assessment".
If an employee completes an assessed job faster and therefore more efficiently than the predefined estimated time for that work/project, the performance coefficient increases automatically.
If the employee spends more time on the assessed job than the predefined estimated time, the performance coefficient decreases.
In addition to automatic calculation, the administrator can also set coefficients manually.
Coefficient changes apply only to future work. If a coefficient increases or decreases as a result of an assessment, earlier work is not recalculated retroactively.

TascU gives employers an opportunity to reduce labour costs. The system calculates each employee's compensation according to work speed and actual contribution and helps companies stay within budget by linking payroll expenditure to measurable results. It works like an automatic reward system, but the distinctive feature is that additional money does not necessarily have to be added to create the rewards.

Employees benefit from having more control over their income. By working efficiently, at an appropriate speed and with good results, the performance coefficient increases and compensation for future work can increase. The system automatically rewards the best performers and gives every employee an opportunity to receive appropriate compensation for good work.

If an employee's performance is inefficient, meaning that the employee exceeds the expected time for completing the relevant project/task, the performance coefficient may decrease, depending on the configured settings. The performance coefficient is taken into account when calculating compensation for future project-based tasks. It does not affect traditional hour-based payroll calculation.

Yes. TascU can help a company save money because the system encourages employees to work more efficiently. Employee motivation increases and, ultimately, the company does not have to pay for unnecessary wasted working hours.

This function allows compensation for a project handled by only one employee to be calculated so that, if the employee's performance coefficient is below 1.0, the unused part of the calculated project compensation is redistributed to employees whose performance coefficient is above 1.0.

Example: if the compensation assigned to a project/work item is 100 € and the employee's coefficient is 0.80 at that moment, the employee receives 80 € for that project/work item (100 × 0.80 = 80 €). The remaining 20 € is moved into a bonus pool and distributed to employees whose coefficient is greater than 1.00.

This makes it possible for the best-performing employees to receive a bonus even when they did not work on that specific project, provided that their coefficient is above 1.00. Put simply, the bonus pool for the strongest employees is created from money that remains from employees whose performance was less efficient.

The model can therefore pay less-efficient employees, such as beginners, less for project-based work while rewarding the best employees from the remaining amount. It can benefit both the employer through lower labour costs and high-performing employees through better rewards, while also increasing motivation.

NB! This function can be applied only to projects handled by a single employee. For projects where several employees work simultaneously, a similar principle is already applied: employees with lower coefficients receive proportionally less compensation than employees with higher coefficients.

NB! If the function is disabled, an employee working alone on a project receives the maximum project compensation regardless of the performance coefficient. For example, if a project is estimated at 8 hours and the employee completes it in 6 hours, project compensation remains the same as if the employee had worked for 8 hours. The compensation also remains the same if the employee exceeds the estimated time and spends 12 hours on the project. If traditional hour tracking is used at the same time, the ordinary hourly wage is still calculated normally; only the additional project/task-based compensation remains unchanged.

TascU can be used in almost any industry. It is suitable both for hour-based time tracking and for calculating piecework compensation, combining both approaches in a hybrid solution.

Adjusted hours are working hours multiplied by the employee's coefficient. Example: if an employee works 40 hours and the coefficient has increased to 1.5 because of high efficiency, the adjusted hours are 60. This means that project-based compensation is calculated as if the employee had 60 adjusted hours even though the employee actually worked 40 hours.

NB! Adjusted hours are used only in project-based working-time calculations. In ordinary hour-based time tracking, the number of hours recorded is exactly the number of hours registered by the employee. If hour-based and project/task-based calculation are used together as a hybrid solution, total compensation is calculated from both components.

Traditional time-tracking systems generally calculate compensation only by the hour and do not take the employee's actual contribution to the work into account. TascU links compensation much more closely to actual contribution and work speed. In a traditional hour-based system, an employee may benefit from registering more hours. With TascU's project-based model, the employee benefits from completing the planned work as quickly and efficiently as possible and therefore registering fewer hours for the same result.

TascU motivates employees by linking compensation directly to contribution. The more efficiently and quickly an employee performs the work, the greater the potential project-based reward. For employers, this can mean a more motivated workforce, better results and lower operating costs.

We designed TascU to avoid the typical complicated configuration process. After the company account has been created, the administrator logs in, adds the employees and TascU is ready for use. Employees can start registering working time immediately and project-based tasks can be assigned to them.

Yes. Although the system's main focus is project/task-based work, working hours can also be logged traditionally by the hour. TascU can be used as a hybrid solution combining hour-based and project/task-based calculation, or as a basis for an automatic reward or bonus system.

Unfortunately, not currently. However, we do not rule out adding this functionality in the future.

Generally, yes. The administrator, team leader or responsible person can mark project/task-based work as assessed. When the employee completes such work, the performance coefficient can be recalculated. The employee does not need to know which specific work item is being assessed, helping make the assessment result as representative as possible.

The administrator can always adjust coefficients and compensation manually when necessary. The system also allows minimum and maximum coefficient limits to be configured, as well as the number of assessed jobs used in the calculation.

From the employee's perspective, the system is generally very simple. Operations can be performed from a smart device using a straightforward web application, requiring only the device and an internet connection. Employees can start and end the working day for traditional hour registration and can also start and end project/task-based work. Project/task-based work can be selected from a drop-down menu.

Employees can also register working time manually afterwards if they forgot to start or stop the timer. Every employee can change their login password and view their own working-time log and registered entries from the same employee interface.

Yes. All working-time entries registered in the system must be reviewed and confirmed by an administrator.

Yes. The administrator can configure upper and lower limits beyond which coefficients cannot move automatically. The administrator can still set coefficient values manually when necessary.

Yes. The administrator can manually change coefficients that were set automatically by the system. The only coefficient that cannot be entered manually is the project/task efficiency coefficient itself, because that value is calculated automatically from the registered working hours.

If this parameter is enabled, the employee's performance coefficient moves up or down by the configured step. The steps can be changed under Coefficients → Auto Step Up / Auto Step Down. For example, if the step is 0.01 and the employee's existing coefficient is 0.80 at the time of assessment, the coefficient can increase to 0.81 or decrease to 0.79 depending on the work result.

This parameter is useful when the nature of the work means that very large coefficient changes are undesirable. By default, if the parameter is disabled, the coefficient may move up or down by a much larger amount depending on how quickly or slowly the employee completes the task.

This parameter determines how many assessed jobs an employee must complete before the average dynamic performance coefficient is calculated. Example: if the value is set to "1", the employee's coefficient is calculated from the most recent single job and therefore changes immediately. If the value is "5", the dynamic coefficient is calculated from the average coefficient of the last five assessed jobs.

This makes coefficient changes smoother and less dependent on a single result. For example, if an employee has one assessed job that goes badly for some reason, the coefficient does not necessarily fall sharply; instead it is calculated from the number of most recent assessed jobs previously configured by the administrator.

First, please review the pricing and place an order for the required number of user accounts.
After placing an order, you can pay directly, using card payment, bank links or ESTO (hire payment) - service will be activated within in few minutes after successful payment.
If you have chosen pay by invoice, the invoice will be generated on self service portal (My TascU) and also sent you by an e-mail.
After payment, we will activate the service generally within 1–2 working days, most likely in the same working day.

The time required to introduce TascU within your company cannot be predicted precisely because it depends on the company, existing processes, organization and the number of employees. You can also start with a smaller group and add more users later once the system is working effectively.

The user-account limit determines how many users your company can create on the platform. You cannot add more user accounts than your limit allows. Administrator accounts and all employee accounts count toward the user limit.

If an invoice for the service remains unpaid, we may restrict access to the system for the company's employees, including the administrator. Access is restored after the outstanding invoice has been paid.

Suggestions and good ideas are always welcome. Please contact us and describe needed functionality.

TascU itself cannot directly guarantee the quality of the work. Quality control should be integrated into the company's work processes in another suitable way. However, before compensation is calculated, the administrator must review and confirm the working-time entries registered by employees and can make corrections when necessary.