HR Data Upload Spreadsheet Template
The template can be downloaded directly within the Product. See the Spreadsheet card in Integration setup, and click 'Download template'.
The template has a number of columns. Here is a quick guide on what data to use and where:
| Column Title | Notes | Required |
| Employee Number | Unique ID for each employee. Typically the unique number assigned to each staff member by your organisation. | Optional |
| HR Platform ID | Employee's ID in the HR system. The unique number assigned to each staff member by your HR Platform. This is often independent of the Employee Number and is used as an additional check to identify individuals, especially in cases where the employee number may change (for example, seasonal workers, contractors, etc). | Optional |
| First Name | Employee's first (given) name. | Required |
| Last Name | Employee's last (family) name. | Required |
| Company Email | The unique company email address assigned to each individual. | Required |
| Date of Birth | The employee's date of birth (dd/mm/yyyy), to calculate age and used in pay equity analysis. | Optional |
| Gender | The employee's gender, used in pay equity analysis. | Optional |
| Date Joined | The date the employee joined the company (dd/mm/yyyy). Used in both compensation calculations and pay analysis. | Required |
| Date Terminated | The date the employee left the company, if applicable (dd/mm/yyyy). Used in attrition analysis. The date of leaving. Include this information if you want to (a) record salary benchmarks for leavers that may be a useful reference later, or (b) you want to investigate the relationship between your pay and historical employee attrition and leaver trends. | Optional |
| Current Job Title | Current title/role of the employee. If there is a choice (for example, job family, job level), then we recommend using the title that best represents the level at which you want to apply benchmarks. So, if your policy is to benchmark at very granular levels, then consider using a combination of job title and level. For example, 'Junior engineer - IC2'. If your benchmarking policy is to be more broad so that you can track employee bands and progression through the benchmark range, then consider using a combination of job family and job title. Or, if you want to be consistent with your HR platform, then use the job title as it is recorded. This will help your benchmark data to be more consistent with your HR data when you decide to connect your HR Platform directly for automated daily updates later. | Required |
| Contract Type | The legal basis of the employment contract, such as full time, part time, contractor. | Optional |
| FTE | Full-Time Equivalent (FTE) is a standardized unit of measurement used to quantify the total workload of the individual. From 0 to 1, where 1 = full time. | Optional |
| Job Level | The level of the employee's seniority. | Optional |
| Working Arrangement | An indication of where the employee works, between their home and workplace. | Optional |
| Country | Country of the employee's residence or workplace, if different, for example, 'England', 'Wales', 'France', 'USA'. | Required |
| Postcode | The employee's post code or zipcode in their country of residence. Used to provide more location-specific analysis and benchmarks. | Optional |
| Team Level 1 | The primary team or department in your organisational hierarchy. This is used for filtering your employee lists and analyzing data. | Required |
| Team Level 2 | Sub-team or additional team level. Optional field for a second, additional level of hierarchy to be able to filter and analyse your data at a more granular point in your organisational hierarchy. | Optional |
| Team Level 3 | Sub-team or additional team level. | Optional |
| Team Level 4 | Sub-team or additional team level. | Optional |
| Payment Currency | Currency in which the employee is paid, using standard 3-letter ISO codes. | Required |
| Current Annual Base Salary | The annualised, actual base salary for the individual, in the given currency (above). If you are adding staff on different payments or contracts, then please manually adjust these to be the annual equivalent. | Required |
| Bonus (%) | Employee's bonus, if any, as a % of Current Annual Base Salary (e.g. 10%). If none or not applicable, then indicate 0%. | Optional |
| Employee Share Options | An indication whether the employee receives share options as part of their compensation. TRUE for yes, the employee has share options; otherwise FALSE. | Optional |
| Total Cash Compensation | The employee's annual total cash compensation. | Optional |
Notes
- If you have vacancies and open positions you want to include, please add them using the Open Positions feature. This upload is for actual individuals and employees.
- If you do not have HR platform ID or Employee Number, we request that you leave the columns empty. You can upload your data just using a unique email as the main identifier for each individual. But please keep in mind that if the individual's email is changed, without additional IDs to verify, our platform will assume the previous email was a leaver, and the new email is a new joiner. This could corrupt any analytics and we therefore ask you to keep a close watch on emails!
- We only support 4 levels of organisational hierarchy. If you require more, please contact us to discuss your needs.