Data Template: Hire to Retire - Employee Lifecycle

This attribute describes a single step or milestone in the hire-to-retire process, such as 'Offer Accepted', 'Performance Review Conducted', or 'Employee Terminated'. These activities form the nodes in the process map.

Analyzing the sequence, frequency, and duration between these activities is the core of process mining. It helps identify common process paths, deviations, and bottlenecks, which is critical for understanding and optimizing the employee lifecycle.

This attribute defines the steps in the process, allowing for the visualization and analysis of the employee journey.

This is typically derived from event logs, audit trails, or by mapping status changes in various UKG Pro modules (e.g., Recruiting, Onboarding, Performance).

The Employee ID serves as the primary key that connects all lifecycle events for a single employee. It traces the journey from the initial job application and hiring, through various roles and performance reviews, to the final termination and offboarding.

In process mining analysis, this attribute is fundamental as the Case ID. It allows for the reconstruction of each employee's end-to-end journey, enabling analyses such as tenure calculation, career path visualization, and turnover pattern identification across different employee segments.

This is the essential Case ID that links all employee-related events together, making it possible to analyze the entire employee journey.

This is a core field in most UKG Pro employee profile or master data modules.

This attribute provides the exact date and time for each activity, which is essential for ordering events chronologically and calculating durations between them. It forms the timeline of the employee's journey.

In process analysis, this timestamp is used to calculate all time-based metrics, such as hiring cycle time, onboarding duration, and time-to-promotion. It is fundamental for performance monitoring, SLA adherence checks, and identifying delays in the process.

This timestamp is crucial for sequencing events correctly and calculating all performance metrics like cycle times and durations.

Every transaction or event record in UKG Pro should have a creation or effective date timestamp.

This attribute indicates the freshness of the data being analyzed. It records the date and time of the last successful data extraction from UKG Pro.

In any analysis, knowing the data's timeliness is critical for interpreting the results correctly. It helps users understand if they are viewing the most current process performance and avoids drawing conclusions based on outdated information.

Informs users about the timeliness of the data, ensuring that analyses are based on up-to-date information.

This is a metadata field generated by the data extraction tool or script, recording the timestamp of the run.

This attribute specifies the origin of the event data, for example, 'UKG Pro'. It is particularly useful in environments where data from multiple systems is combined.

For analysis, it helps in data governance, troubleshooting data quality issues, and understanding the technological landscape of the process. It ensures that insights are attributed to the correct system of record.

Provides essential context for data origin, which is crucial for data governance, validation, and multi-system process views.

This is typically a static value added during the data extraction and transformation process to label the dataset's origin.

This attribute represents the department, such as 'Engineering', 'Finance', or 'Human Resources', to which an employee is assigned. Like the job role, this can change during an employee's tenure.

Analyzing by department is a primary way to break down process performance across the organization. It is used in nearly all dashboards, from Hiring Cycle Time to Performance Review Adherence, to identify which parts of the business are performing efficiently and which require attention.

Enables performance comparison across different business units, helping to pinpoint department-specific process issues or best practices.

Available in the employee's organizational assignment information in UKG Pro.

This attribute identifies the individual or automated system responsible for completing a process step. This could be a recruiter, a hiring manager, an HR administrator, or a system batch job.

Analyzing the event performer helps understand resource allocation, workload distribution, and performance differences between individuals or teams. It can highlight opportunities for automation where manual activities are causing bottlenecks and can be used to see if specific users deviate from the standard process.

Identifies who performed an action, which is essential for resource analysis, workload balancing, and identifying training opportunities.

This is often found in audit trail logs or 'Last Modified By' fields associated with transactions in UKG Pro.

This attribute links all early-stage recruitment activities, from creation to offer acceptance, to a specific job opening. It acts as a mini-case ID within the broader employee lifecycle, grouping all candidates who applied for the same position.

For hiring analysis, this ID is crucial. It allows the calculation of 'Average Hiring Cycle Time' per requisition and helps analyze the efficiency of the recruitment process for different roles or departments. It connects the 'Job Requisition Created' activity to all subsequent candidate-related events.

Groups all recruitment activities for a specific job opening, enabling accurate hiring funnel and cycle time analysis.

This is a primary key in the UKG Pro Recruiting or Talent Acquisition module.

The Job Role attribute captures the employee's position, such as 'Software Engineer', 'Sales Manager', or 'HR Business Partner'. This can change over time through promotions or role changes.

This is a critical dimension for analysis, used to segment and compare process performance. It helps answer questions like, 'Which job roles have the highest turnover?' or 'What is the average hiring time for technical vs. non-technical roles?'. It is essential for the Employee Turnover and Hiring Cycle Time dashboards.

Allows for filtering and comparing processes by employee function, which is key to identifying role-specific trends and bottlenecks.

This information is stored in the employee's job or position record within UKG Pro.

This attribute identifies the direct supervisor of the employee. The manager is often a key actor in many hire-to-retire subprocesses, such as approving promotions, conducting performance reviews, and initiating role changes.

In analysis, the manager dimension helps identify variations in process execution that may be tied to specific managers or management styles. It supports KPIs like 'Manager Transition Cycle Time' and can reveal inconsistencies in how processes like onboarding or performance management are handled by different leaders.

Helps analyze process variations by manager, identifying potential training needs or recognizing high-performing leaders.

This is part of the employee's reporting structure data within UKG Pro's core HR module.

The Service Level Agreement (SLA) Target Date defines the deadline for certain time-sensitive activities. It is most commonly used for performance reviews, which are typically scheduled annually or semi-annually.

This attribute is essential for measuring compliance and adherence to internal policies. By comparing the actual completion time ('EventTime') to the 'SlaTargetDate', we can calculate KPIs like 'Performance Review Adherence' and identify departments or managers who are consistently late with critical tasks.

Enables the measurement of compliance with internal deadlines, especially for performance reviews and other scheduled tasks.

This date is often stored in the UKG Pro Performance Management module or can be derived based on the employee's hire date.

This attribute provides context for why an employee's tenure ended. Reasons are often categorized into groups like 'Voluntary - Resignation', 'Involuntary - Performance', or 'Retirement'.

This is a vital attribute for any meaningful turnover analysis. It allows the business to distinguish between regrettable and non-regrettable attrition and to focus retention efforts effectively. For example, a high number of voluntary terminations in a specific department may signal management or cultural issues.

Provides critical context for turnover analysis, helping to differentiate between voluntary and involuntary departures.

This data is captured during the termination process and stored in the employee's record in UKG Pro.

The Business Unit represents a higher level of organizational structure than a department, such as 'Consumer Products' or 'Enterprise Solutions'.

This attribute allows for high-level, strategic analysis of the workforce. It can be used to compare process performance across major divisions of the company, providing an executive-level view of HR process efficiency and employee turnover.

Enables high-level analysis of process performance across major organizational divisions.

This is part of the employee's organizational assignment data in UKG Pro.

The Candidate ID tracks an individual throughout the recruitment process, from application to offer. Once hired, this ID is linked to the new Employee ID.

This identifier is crucial for analyzing the pre-hire process in detail. It allows for tracking candidate conversion rates at each stage (application, interview, offer) and is essential for dashboards like 'Background Check Compliance' to ensure all steps are followed for each candidate who accepts an offer.

Tracks individuals through the recruitment funnel, enabling analysis of conversion rates and pre-hire process compliance.

This is a primary key in the UKG Pro Recruiting or Applicant Tracking System (ATS) module.

Employee Tenure is a calculated duration representing the period from the 'Employee Hired' date to either the 'Employee Terminated' date or the current date for active employees. It provides a measure of employee longevity.

This metric is fundamental for workforce analysis. It can be used as a dimension to understand how process issues affect employees at different stages of their career. For example, analyzing turnover by tenure can reveal if new hires are leaving disproportionately, indicating potential issues with onboarding or role alignment.

Measures employee longevity, which is a key outcome metric and a valuable dimension for analyzing turnover and engagement.

This metric is calculated using the 'Employee Hired' event timestamp and either the 'Employee Terminated' timestamp or the current date.

This attribute defines the nature of the employment contract, for example, 'Full-Time', 'Part-Time', 'Contractor', or 'Intern'. This status can influence which processes and policies apply to an individual.

In analysis, segmenting by employment type can reveal different process behaviors. For instance, the onboarding process for contractors may be significantly different and faster than for full-time employees. This dimension adds valuable context to process variations.

Provides important context that explains variations in process paths and durations for different types of workers.

This is a standard field on the employee's core HR profile in UKG Pro.

While many lifecycle events are instantaneous, some, like 'Background Check' or 'Interview', have a distinct start and end time. This attribute captures the completion timestamp for such activities.

Having an end time is necessary for accurately calculating the processing time of individual activities. This allows for a more granular analysis of where time is spent within the process, moving beyond simple cycle time calculations between different activities.

Enables the calculation of the actual duration (processing time) of specific activities, offering a deeper view of process bottlenecks.

This may need to be sourced from a separate 'completion date' field in UKG Pro transaction records.

This calculated metric measures the total duration of the recruitment process for a specific job opening. It is typically calculated as the time difference between the 'Job Requisition Created' event and the 'Offer Accepted' event for a given Job Requisition ID.

This is a primary KPI for the talent acquisition function, directly measuring the speed of hiring. Analyzing this metric helps identify bottlenecks in the recruitment funnel and is the key component of the 'Hiring Cycle Time Analysis' dashboard.

This is a key performance indicator for recruitment efficiency, quantifying the time it takes to secure a new hire.

This is calculated at the case level (per Job Requisition or Employee) using timestamps from the event log.

This is a derived boolean attribute that flags instances where a 'Performance Review Conducted' activity occurred after its corresponding 'SlaTargetDate'. It is calculated by comparing 'EventTime' with 'SlaTargetDate'.

This attribute simplifies compliance analysis. Instead of comparing dates directly in every chart, this flag allows for easy filtering and aggregation to calculate the 'Performance Review Adherence' KPI. It quickly highlights non-compliant cases for further investigation.

Provides a simple, binary flag for identifying and analyzing late performance reviews, directly supporting compliance monitoring.

This is calculated during data transformation by comparing the 'EventTime' of the review activity with the 'SlaTargetDate'.

This attribute specifies the employee's physical or assigned work location, which could be a city, country, or specific office building. It helps in understanding geographical variations in the process.

Analyzing by location can uncover regional differences in hiring times, turnover rates, or adherence to global processes. This is particularly useful for large, multinational organizations looking to standardize their HR operations while accounting for local regulations and customs.

Allows for geographical segmentation of the process, highlighting regional differences in performance and compliance.

This is part of the employee's work location information stored in their UKG Pro profile.

Processing Time measures the actual time an activity took to complete, from its start to its end. It is calculated as the difference between the 'EventEndTime' and the 'EventTime'.

This metric provides a more precise measure of efficiency than cycle time, as it focuses on the duration of a single task rather than the waiting time between tasks. It is useful for identifying which specific activities are the most time-consuming in the entire process.

Measures the actual work duration of an activity, helping to pinpoint which specific tasks are taking the most time.

This is calculated from the 'EventTime' and 'EventEndTime' attributes during data transformation.

The Salary Grade is an administrative category used by HR to group jobs for compensation purposes. Changes in this grade are often associated with promotions or significant role changes.

This attribute is useful for analyzing career progression and the timeliness of data updates. For the 'Employee Data Update Delay' KPI, one could measure the time between a 'Promotion Approved' event and the corresponding change in the 'Salary Grade' field, ensuring HR systems are updated promptly.

Helps track career progression and verifies that compensation-related data is updated in a timely manner following promotions.

This is stored in the employee's compensation or job data record within UKG Pro.