"*" indicates required fields Payroll Maturity Assessment How mature is handling payroll? Payroll DiagnostIQ is our free assessment tool that enables you to plot your maturity against a 5-level rating to help you identify areas of improvements. The questionnaire will take approximately 10-15 minutes to complete and we will analyse the results and send you a bespoke report. The questions will help determine your people data and analytics maturity from the following lenses: People and Operating Model Policy, Process and Compliance Data and Reporting Payroll Tools and Technology Register for the assessment Before you get started please can you complete the following information. First Name*Surname*Job title*Work Email* Number of Employees*1 - 250251 - 500501 - 10001001 - 35003501 - 1000010000+Current Payroll Systems*Consent* I agree to the privacy policy.*Read our privacy policy People, Strategy & Culture The first section of the assessment is about understanding the strategic direction, data literacy and responsibilities of the people managing and using people data. Question 1 - To what extent do you agree or disagree, the following groups fully trust HR data and the insights provided by HR help influence their decision makingWe see people data management as a broader team effort rather than the responsibility of the HR Systems and Reporting team* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People from different teams and levels of seniority regularly discuss people data and how to act on it* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data is used internally to ask difficult questions and challenge organisational practices* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data is easily accessible to people outside of the HR systems and reporting teams* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 2 - To what extent do you have the people capability to produce, model and interpret the followingBasic headcounts counts and/or charts* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Descriptive analytics (about what happened e.g. summarising the overview averages, variation, ranges, past trends)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Diagnostic Analytics (about why it happened e.g. drilling down to explore causes, patterns, anomalies, discovering differences, correlations)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Predictive analytics (about what will happen in the future e.g. forecasting, modelling trends, behaviour patterns, machine learning)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Prescriptive analytics (about how you can do it in the best way, e.g. optimisation, recommendation, AI driven recommendations, simulation)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 3 - To what extent do you agree or disagree with the following statement about your broader people analytics capabilityThere is a clear people data and analytics strategy for our organisation* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know There is a clear people data and analytics roadmap for the next 3-5 years* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know There is sufficient budget approval to improve the people data and analytics capability over the next 3-5 years* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have appropriate numbers of people managing and developing our people data and reporting capabilities* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Most HR staff are data literate and use data as part of their conversations with the business* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have the right skills and capabilities to maximise the use of our people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We coordinate our people data expertise to create a specific career path (e.g. analyst, senior analyst, specialist, senior specialist etc)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We understand our needs around people data skills and capabilities* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We invest in our people to continually build their data and analytics knowledge, skills and capability* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know There is a strong understanding among employees of the value of collecting people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 4 - To what extent do you agree or disagree with the following statement about people data accountabilities and responsibilities Data owners are clear about their accountabilities and responsibilities* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Data Custodians are clear about their accountabilities and responsibilities* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Data Stewards are clear about their accountabilities and responsibilities* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Broader senior leadership understand the need for a clear people data ownership model* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data owners, custodians and data stewards play an active role in broader enterprise data governance* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Data & Reporting This section of the assessment is about understanding your data quality, data sources and how you are using people data to influence decision making Question 1 - To what extent do you agree or disagree that your organisation uses people data analysis to influence the following decisionsFuture hiring decisions* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Supporting business strategy decisions* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Modelling future business scenarios* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Strategic planning* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Skills and knowledge gaps* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Diversity, equity & inclusion analysis* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Evidencing regulatory compliance* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 2 - To what extent do you agree or disagree with the following statements about the data your organisation collects about its peopleWe collect the right people data i.e. relevant, meaningful and necessary* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have a data dictionary where all terms, attributes and objects are clearly defined and we have a common business vocabulary for people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We collect people data for clearly specified, explicit and legitimate purposes* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We obtain consent from the different parties (candidates, employees, agencies and prospects) before collecting their data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We maintain a record of people data assets and who is responsible for them* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 3 - To what extent do you agree or disagree with the following statements about your people data quality? Data quality means how complete, valid, up-to-date, accurate and consistent your data is.We know the quality of the data we collect about our people* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Our people data is complete, accurate and up-to-date* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We measure people data quality on an ongoing basis* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data quality metrics form part of our standard reporting packs* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 4 - To what extent do you agree or disagree with the following about the sources of people dataWe do NOT use filling cabinets (paper records, forms etc) to store personal information* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We do NOT use Excel in the processing of personal information across any HR process* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We only use cloud based HR systems* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have a single core HR system (not including payroll) to manage our people from hire to retire* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 5 - Which of these best describe how your organisation brings together people data to provide a strategic overviewPeople data is aligned and merged across various data sources in a common reporting tool* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know All people data across all processes resides in a common reporting tool* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data is available in a common reporting tool in a timely manner* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People understand and take action on the management reports produced today* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 6 - Which of these types of people analytics are used in your organisation? Please tick the ones that applyBasic headcounts counts and/or charts* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Descriptive analytics (about what happened e.g. summarising the overview averages, variation, ranges, past trends)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Diagnostic Analytics (about why it happened e.g. drilling down to explore causes, patterns, anomalies, discovering differences, correlations)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Predictive analytics (about what will happen in the future e.g. forecasting, modelling trends, behaviour patterns, machine learning)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Prescriptive analytics (about how you can do it in the best way, e.g. optimisation, recommendation, AI driven recommendations, simulation)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Policy, Process and Compliance This section of the assessment is about understanding your data management policies and process and also your compliance to data regulations. Question 1 - To what extent do you agree or disagree with the following statement about data governancePeople data is categorised, classified and has clear ownership* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Design changes to core people data (Organisations, Cost Centres and Job Architecture) follow a robust governance process and are impact assessed more broadly across the organisation* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Design changes are signed off by impacted stakeholder and have a clear audit trial* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data governance is part of a broader enterprise data governance framework* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 2 - To what extent do you agree or disagree with the following statement about data management policiesPeople data management policies are clearly defined and approved by the leadership teams* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data management policies are reviewed on a periodic basic and are well understood by the impacted stakeholders* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know For all aspects of the people data management policies, there is clear training for all impacted stakeholders* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know There is a clear process where a people data management policy has been breached* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 3 - To what extent do you agree or disagree with the following statements about maintaining and measuring people data qualityThere is a clearly documented process for logging, resolving and recording data quality issues* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know There are periodic audits of people data quality in the HR systems* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know There are periodic reconciliations of data across the HR system(s) and other core downstream systems* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know There are periodic risk assessments on different people datasets* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 4 - To what extent do you agree or disagree with the following statement about data privacyWe can evidence compliance with all relevant data protection regulations such as GDPR, CCPA, HIPAA and other local regulations* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We are compliant to all data residency requirements for all countries and geographies* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know HR receives induction and regular training on data privacy, data protection and information security when handling people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Employees receive training on security best practices, including phishing, awareness, password management and data handling procedures* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know The legitmate purpose to grant access to people data across the organisation is clearly define and tracked* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have a clear process as to how to respond to a people data breach, potential breach and near miss* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Data subject access requests are efficiently processed* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Data retention policies are defined for all types of people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data is deleted and destroyed in accordance with the data retention policies* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data access is only granted on a principle of least privilege* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Transactions and data changes always have a clear audit of who and when the change was made* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Clear contract and data-sharing agreements are in place that define how third-party vendors handle and protect our people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 5 - To what extent do you agree or disagree with the following statement about information security in relation to people dataSensitive personal data is always stored securely (encrypted at rest)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Personal data is always transferred to other applications and 3rd parties securely (strong encryption protocols (e.g TLS)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Regular audits are performed to ensure only authorised people continue to access personal data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Robust due diligence is conducted on 3rd parties handling people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know All people data is backed up and secured at a different location to the production HR systems* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know All systems that contain people data have single sign on as a mimimum or strong password protocols* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know All systems that contain personal information have multi-factor authentication (MFA)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Job information from the HR system drives Role-based Access Control (RBAC) to ensure only authorised people can access sensitive people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know There are clear business continuity plans in place if any of the HR systems are unavailable for an extended period of time* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know There is automated monitoring, error handling and alerts on all critical integrations moving people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Tools & Technology This section of the assessment is about understanding the tools and technologies you use to store, manage and report on your people data. Question 1 - To what extent do you agree or disagree with the following statements about your HR and Reporting systemsWe have invested in cloud-based HR technology for collecting and managing people data* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have invested in cloud-based technology for basic headcount reporting* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have invested in cloud-based technology to support descriptive analytics (about what happened e.g. summarising the overview averages, variation, ranges, past trends)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have invested in cloud-based technology to support diagnostic Analytics (about why it happened e.g. drilling down to explore causes, patterns, anomalies, discovering differences and correlations)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have invested in cloud-based technology to support predictive analytics (about what will happen in the future e.g. forecasting, modelling trends, behaviour patterns, machine learning)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We have invested in cloud-based technology to support prescriptive analytics (about how you can do it in the best way, e.g. optimisation, recommendation, AI driven recommendations, simulation)* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 2 - To what extent do you agree or disagree with the following statement about the collection and storage of people dataExcel is NOT used to store people data in any form or to create reports* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Any historic HR systems have been decommissioned and data migrated or deleted* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Sensitive personal information is encrypted at rest with strong access controls for all applications storing people data.* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know People data in test environments is anonymized or pseudonymized to protect individual's privacy* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know All systems that store people data have full audits on any changes that have been made* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Question 3 - To what extent do you agree or disagree with the following statement about your integration landscapeWe have clearly documented where HR data flows, who has access and for what reason* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know We do NOT use email to send employee lists across the organisation* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know Core HR data is replicated accurately across all downstream systems* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know The payroll system(s) get a secure automated feeds of data from the HR system for payroll changes* Strongly Agree Agree Partially Agree Disagree Strongly Disagree Don't Know
