A structured 3–4 week diagnostic that quantifies your Sage People-to-Oracle Fusion migration scope, customization depth, integration complexity, and risk — with a confidence-rated timeline and budget you can take to your steering committee.
Most Sage People migrations slip not because the migration team is bad — but because the scope, customization profile, and integration map weren't understood at SOW signature.
Consultant-led Sage People migrations typically spend the first two to three months in 'discovery' — interviewing HR, IT, payroll, and Salesforce admins; cataloguing customizations one Apex class at a time; mapping integrations by reading MuleSoft flows; identifying which reports actually matter. By the time discovery completes, half the original timeline is consumed and budget is already under pressure.
Syntra ETL's migration assessment inverts this. Automated discovery against the Salesforce Metadata API in week one produces a complete inventory of every Apex class, Flow, Process Builder, Visualforce page, custom field, validation rule, and integration in the source org. What would take a consultant team six weeks to interview-and-catalog, the discovery engine produces in hours. The conversation that consumed the first month of every traditional project happens in week two — with hard evidence in front of stakeholders.
The result is an assessment document — signed, evidence-backed, defensible — that quantifies migration effort with confidence-rated timeline and budget ranges. Whether your steering committee uses it to approve a Syntra-delivered migration, to issue a consultant RFP with realistic expectations, or to defer the migration entirely based on scope reality, the assessment pays for itself in avoided surprises.
Each dimension scored 1–5; aggregate score maps to defensible timeline and budget bands.
Total row counts per object, history depth (oldest record date), growth rate. Light = under 1M rows, Heavy = over 10M with 8+ years of history. Drives extract complexity.
Count and complexity of Apex classes, triggers, Flows, Process Builders, Visualforce pages, Lightning components, validation rules, custom fields. Light = under 50 artifacts, Heavy = over 500.
Count of inbound/outbound integrations (payroll, learning, SSO, benefits, recruiting) with criticality. Payroll integration scores higher than internal SSO.
Count and business-criticality of standard reports, custom report types, dashboards, list views in production use. Heavy = over 200 active reports.
HMRC RTI integration, P11D processing, auto-enrolment, salary sacrifice, statutory leave calculations. UK-only customers may rank 1–3; UK + multi-country may rank 4–5.
Number of HR teams, payroll teams, geographies, legal employers, business units involved in the migration. Drives governance and change-management effort.
A repeatable 3-4 week diagnostic that produces signed, evidence-backed migration sizing.
Project kick-off with HR, IT, payroll, Salesforce admin team. Create read-only Integration User in your Sage People org. Run automated discovery against Metadata API and data layer. Output: raw discovery catalog.
Walk discovery catalog with stakeholders. Validate Apex/Flow business purposes. Document integration counter-parties and criticality. Prioritise reports by business value. Identify UK payroll integration specifics.
Score the six complexity dimensions. Build target Fusion HCM mapping outline (Worker, Assignment, Salary, Position, Element). Draft phased migration timeline. Identify risk register entries with mitigation.
Present findings to stakeholders. Refine timeline based on business priorities (HCM-only vs full payroll, M&A constraints, UK RTI cutover timing, parallel-run vs big-bang). Issue signed assessment document with confidence-rated timeline and budget.
Each deliverable signed, evidence-backed, defensible at steering committee or procurement.
Every Sage People custom object with row count, growth rate, history depth, sensitive-field profile. Identifies high-volume objects requiring partition-aware extraction.
Every Apex/Flow/Visualforce artifact with business purpose, complexity score, dependency graph, Fusion-equivalence recommendation (native / Design Studio / VBCS / OIC / retire).
Every integration with counter-party owner, data contract specification, cutover sequencing recommendation, expected Fusion target (OIC, direct REST, file feed).
Every report/dashboard classified by business value tier (critical / important / nice-to-have / retire) with Fusion-equivalent rebuild recommendation (OTBI, BI Publisher, HCM Design Studio).
Phased timeline with weekly resource estimates, confidence ratings, budget range, risk register, recommended pilot scope, project organisation chart.
Executive-ready presentation summarising scope, complexity, timeline, budget, risk — designed for steering committee approval or procurement RFP issuance.
A Sage People migration assessment is a structured pre-project diagnostic that quantifies the scope, complexity, risk, and effort of migrating from Sage People (formerly Fairsail) to Oracle Fusion HCM (or another target). It produces five outputs: (1) data inventory — every Sage People standard custom object plus customer-added objects, with row volumes and growth rates; (2) customization catalog — every Apex class, trigger, Flow, Process Builder, Visualforce page, Lightning component, validation rule, custom field added to the source org; (3) integration map — every MuleSoft flow, Salesforce Data Loader job, point-to-point integration with payroll, learning, benefits, SSO; (4) report inventory — every standard report, custom report type, dashboard, list view used in production; (5) complexity score and effort estimate — a defensible, evidence-backed timeline and budget range.
Typical engagement is 3–4 weeks end-to-end. Week 1: kick-off, connect to source Salesforce org (read-only Integration User), run automated discovery scans against Metadata API and data layer. Week 2: review discovery output with HR, payroll, IT — validate customization business purposes, document integration counter-parties, prioritise reports. Week 3: complexity scoring, build the target Fusion HCM mapping outline, draft phased timeline with risk register. Week 4: present findings to stakeholders, refine the timeline based on business priorities (HCM-only vs full payroll, M&A constraints, UK RTI cutover timing). Output is a signed assessment document with confidence-rated timeline and budget.
The discovery engine reads two Salesforce APIs comprehensively. Metadata API: every ApexClass with source code and version history, every ApexTrigger, every Flow definition, every ProcessBuilder, every Visualforce page, every Lightning Web Component and Aura Component, every validation rule, every custom field on every Sage People custom object, every page layout, every record type, every sharing rule, every Profile and Permission Set. Tooling API: dependency graphs (what Apex calls what), test coverage data, deployment history. Plus the data layer: row counts per object, history depth per object (oldest record date), API call consumption patterns. Output is a structured catalog with each artifact, its purpose (where derivable), its dependencies, and a migration-action recommendation.
A six-dimensional scoring model. (1) Data volume — total rows, history depth, growth rate per object class. (2) Customization depth — count and complexity of Apex/Flow/Visualforce artifacts; deeply customized orgs score higher. (3) Integration breadth — count of integrations and their criticality (payroll integration scores higher than internal SSO). (4) Report dependency — count and consumer-criticality of reports/dashboards in production use. (5) UK payroll integration complexity — HMRC RTI integration patterns, P11D processing, auto-enrolment, salary sacrifice — UK-specific complexity. (6) Stakeholder breadth — number of HR/payroll teams, geographies, legal employers involved. Each dimension scored 1–5; aggregate score maps to timeline and budget bands.
Five deliverables. (1) Data inventory report — every Sage People custom object with row counts, growth rates, history depth, sensitive-field flags. (2) Customization catalog — every Apex/Flow/Visualforce artifact with business purpose and Fusion-equivalence recommendation (native / HCM Design Studio / VBCS / OIC / retire). (3) Integration map — every integration with counter-party owner, data contract, cutover sequencing recommendation. (4) Report inventory — every report/dashboard classified by business value (critical / important / nice-to-have / retire) with Fusion-equivalent rebuild recommendation. (5) Migration plan — phased timeline with confidence-rated weekly estimates, budget range, risk register, recommended pilot scope, project organisation.
Yes — that's precisely where assessment value is highest. Customers with light customization can scope by inspection; customers with hundreds of Apex classes and dozens of Flow definitions need the assessment to avoid week-six-discovery-surprises. The discovery engine processes 1,000+ Apex artifacts in hours where manual review would take weeks. Each artifact gets classified by trigger type, complexity (lines of code, cyclomatic complexity, dependencies), test coverage, last modified date, and business purpose. The output lets HR and IT leaders see exactly how much customization needs Fusion-equivalent re-implementation versus how much can be retired because Fusion provides the capability natively.
UK Sage People deployments have several distinctive complexity drivers that the assessment specifically captures. HMRC RTI integration: how Sage People feeds Sage 50 Payroll, MHR iTrent, ADP, or another payroll provider for FPS/EPS submission. P11D processing: how taxable benefits are captured, calculated, and reported. Auto-enrolment: which pension scheme, contribution rules, salary sacrifice arrangements, qualifying earnings calculations. Statutory leave: SSP, SMP, SPP, SAP, ShPP entitlements and pay calculations. The assessment captures the configuration of each, identifies what Fusion Payroll for UK provides natively, and what needs to be re-engineered as Fusion configuration or OIC integration.
Two paths typically. Most customers move directly into the migration project using the assessment timeline and budget as the basis for SOW, with the assessment team transitioning into the migration project (significant continuity benefit — no re-onboarding for the technical team). The assessment SOW is normally credited against the migration SOW. Some customers use the assessment to compare Syntra ETL against consultant-led alternatives, in which case the assessment serves as a 'pre-engagement diligence' deliverable suitable for procurement review. Either way, the assessment is an independent deliverable — there's no obligation to proceed with Syntra ETL for the migration.
30-minute scoping call. We'll confirm fit, expected discovery scope, stakeholder participation, and timing — and confirm a 3-4 week assessment engagement that pays for itself in avoided migration surprises.