Fixed-fee paycom migration assessment producing a board-ready plan. Data volume sizing, integration inventory, customization catalog, multi-state footprint, compliance posture, complexity scoring, sized timeline and budget. Credited against migration fee.
Most Paycom-to-Fusion migrations slip not because of execution failure but because the initial scope was wrong. Assessment fixes scope before commitment, not after.
A typical paycom to oracle fusion migration runs 10–14 weeks for mid-market customers — but the variance is enormous. Pay-history depth alone can swing the timeline 4–6 weeks. Multi-state complexity (a single-state customer vs. a 30-state customer) shifts it by 6+ weeks. Beti audit rule preservation, ERISA 401(k) plan complexity, self-insured health plan HIPAA scope, active employment litigation and year-end timing constraints each move the needle.
Consultant-led migration projects often start with a vendor-pitched headline number, discover the actual scope in week 3, and then either descope (leaving compliance and reporting gaps) or extend (blowing the timeline and the budget). A paycom migration assessment does the discovery first — in 5–10 business days — and produces a sized plan with confidence intervals before commitment.
Syntra ETL's paycom migration assessment is fixed-fee, scoped to workforce size, and credited against the migration project fee. The assessment runs a discovery engine against the Paycom tenant (read-only OAuth scope) in parallel with 8–16 hours of stakeholder interviews. Output: data volume inventory, integration map, customization catalog, multi-state footprint, compliance posture, risk register, complexity score and sized timeline with budget range. Plus a 90-minute executive walkthrough.
Each scored 1–5; composite maps to migration tier with sized timeline and budget.
Employee count, pay-history depth (years), archive volume (TB), punch record density. Drives extraction time, archive cost, parallel-run window.
Deduction code count, custom report count, custom field count, Beti audit rule complexity. Drives crosswalk effort and report rebuild time.
Number of states, locality count (NYC/PHL/SF/Newark), tax jurisdiction complexity. Drives Fusion PSU/TRU setup.
GL feeds, 401(k) carriers, health insurance, time clocks, background check, E-Verify, workers' comp — count and criticality.
ERISA 401(k) plan count, self-insured health HIPAA scope, active audit/litigation, year-end timing constraints.
Change-management readiness, payroll-ops bandwidth, treasury cutover capacity, HR systems team experience.
A repeatable, scoped discovery. Most assessments complete within 7 business days; complex multi-tenant cases run 10.
Stakeholder kickoff, OAuth scoping for read-only Paycom tenant access, integration documentation request, calendar for stakeholder interviews.
Syntra ETL discovery engine pulls inventory from Paycom REST API: employees, deduction codes, garnishments, Beti audit rules, custom reports, integrations, multi-state footprint.
8–16 hours of structured interviews: HR systems, payroll ops, treasury, IT integrations, compliance, legal. Risk register populated.
Six-dimension complexity scoring, composite tier assignment, sized timeline derivation, budget range calculation with confidence interval.
Sized migration plan: timeline with key milestones, scope tiers (must / should / could), budget range, risk register, recommended sequencing.
90-minute executive walkthrough: data volume reality, complexity hot-spots, risk surfacing, sized plan presentation, Q&A. Pack delivered as PDF + supporting Parquet inventory.
Six common ways the assessment pack drives the next 90 days of program decision-making.
Sized timeline, budget range and risk register give the steering committee what it needs to approve the migration project — without uncomfortable surprise emails 90 days in.
Scope tiers (must / should / could) frame the descope conversation. Cut the 'could' to hit deadline, defer the 'should' to phase 2, protect the 'must'.
Sized plan with deliverables lets you compare apples to apples across vendor proposals. No more 'fixed fee' that means six different things.
Risk register surfaces W-2 / 941 year-end timing constraints early. Schedule cutover for after year-end filings or before, but with eyes open.
Active employment litigation flagged in assessment. Archive scope adjusted to preserve legal hold tags before any Paycom data moves.
Even pre-migration, decommissioning savings are quantified. Finance gets the post-migration subscription drop modeled into year-2 budget.
A paycom migration assessment is a structured discovery, sizing and risk-scoring exercise that produces a board-ready plan for migrating from Paycom to Oracle Fusion HCM/Payroll (or to a long-term archive). The assessment quantifies data volumes (employee count, pay-history depth, W-2 archive size, 1095-C record count, punch-record density), inventories integrations (GL feeds, 401(k) carriers, health insurance, time clocks, background check, E-Verify, workers' comp), catalogs customizations (deduction codes, garnishments, Beti audit rules, custom reports, dashboards), scores complexity per dimension, and produces a sized timeline (typical 10–14 weeks), budget range and risk register. Syntra ETL completes the assessment in 5–10 business days for most US mid-market customers.
Three reasons. (1) Sizing accuracy. Pay-history depth alone can swing a migration project from 8 weeks to 16 weeks. Beti audit complexity, multi-state payroll footprint, ERISA 401(k) plan complexity and self-insured health plan HIPAA scope each shift the timeline materially. Assessment quantifies before you commit. (2) Risk identification. Active employment litigation, pending DOL audits, in-flight ACA Letter 226-J examinations, year-end timing constraints — each can derail a migration project. Assessment surfaces all of them up front. (3) Budget defensibility. Finance wants a sized number with a confidence interval, not a vendor-pitched headline. Assessment produces a tiered budget (best case / expected / contingent) with itemized scope.
Seven deliverables. (1) Data volume inventory: employees, pay history depth, W-2/941/1095-C archive size, punch density, benefits enrollment volume, talent record count. (2) Integration inventory: every active integration (GL, 401(k), health, time clock, background check, E-Verify, workers' comp) with criticality scoring. (3) Customization catalog: deduction codes, garnishments, Beti audit rules, custom reports, dashboards, custom fields. (4) Multi-state payroll footprint: every state, every locality, every Payroll Statutory Unit and Tax Reporting Unit. (5) Compliance posture: IRS, FLSA, ACA, ERISA, HIPAA, state UI obligations. (6) Risk register: active litigation, pending audits, year-end timing, integration cutover constraints. (7) Sized plan: 10–14 week timeline, budget range, scope tiers.
Six dimensions, each 1–5 scale. (1) Scale: employee count, pay-history depth, archive volume. (2) Customization: deduction code count, custom report count, custom field count, audit rule complexity. (3) Multi-state: number of states, locality count, tax jurisdiction complexity. (4) Integrations: count and criticality of active feeds. (5) Compliance: ERISA 401(k) plan count, self-insured health plan scope, HIPAA exposure, active audit/litigation. (6) Organizational: change-management readiness, payroll-ops bandwidth, treasury cutover constraints. Composite score maps to migration tier — simple (10–12 wk), moderate (12–14 wk), complex (14–18 wk), high-complexity (18–24 wk).
Yes — and most are. The assessment requires read-only API access to the Paycom tenant (a scoped OAuth client provisioned for the engagement), 2–3 hours of stakeholder interviews per business function (HR, payroll ops, treasury, IT, compliance, legal), and review of integration documentation. All conducted remotely over video, with the Syntra ETL discovery engine running against the Paycom tenant in parallel. Total elapsed time: 5–10 business days. Total customer time: 8–16 hours of stakeholder interviews spread across the assessment window.
Fixed-fee, scoped to workforce size. Typical pricing: $15K–$35K for US mid-market (under 5,000 employees, single-country, standard module footprint). $35K–$60K for larger workforces with ERISA 401(k) and self-insured health complexity. $60K+ for multi-country, M&A-driven scenarios with multiple Paycom tenants being consolidated. The fee is credited against the migration project fee if customer proceeds — so the assessment is effectively free for any customer who migrates. Deliverables include the full assessment pack, sized plan, budget range, risk register and a 90-minute executive walkthrough.
Yes — and many do. A growing pattern is customers who migrated to Fusion HCM/Payroll months ago (using Paycom or a third party) and now want to formally decommission Paycom with a compliance archive. The assessment scopes the archive-only project: data volume, retention rules per IRS/FLSA/ACA/ERISA/HIPAA/state, integration termination plan, self-serve access requirements, decommissioning timeline (typically 6–10 weeks). Fee is lower for archive-only assessments — $10K–$20K depending on workforce size — and the deliverable is a sized decommissioning plan rather than a full migration plan.
The data-volume inventory, customization catalog and integration inventory have a 6-month validity window — Paycom tenant state drifts over time (new hires, new deduction codes, new integrations) and the assessment baseline can stale. Risk register has a 3-month validity — active audit/litigation status changes faster. Sized timeline and budget range have a 12-month validity assuming no major scope shifts. Most customers move from assessment to project kickoff within 60–90 days, well within validity windows. Refreshes can be done in 2–3 business days for customers who pause and resume.
Fixed-fee, credited against migration fee if you proceed. We'll run the Syntra ETL discovery engine against your Paycom tenant in parallel with stakeholder interviews, and deliver a board-ready plan with complexity scoring, sized timeline, budget range and risk register.