Migrate every active Sage People report, dashboard, and list view to the right Oracle Fusion reporting tool — with field-by-field mapping, parallel-run reconciliation, and a top-30-reports-on-day-one delivery model.
The data migration moves rows from Worker__c to PER_ALL_PEOPLE_F. The report migration is a separate workstream that re-platforms every active report onto OTBI, BIP, or OAC. Skipping it leaves HR ops blind on day one.
Sage People customers routinely underestimate the report migration workstream. The instinct is 'we'll figure out reporting after the data migration', which is precisely how go-live becomes a crisis. On day one, HR business partners need their headcount-by-department report, the payroll team needs the monthly payroll register, the leadership team needs the executive HR dashboard, and finance needs the salary-by-cost-centre extract. If those aren't ready in the new environment, the entire programme is judged a failure regardless of how clean the data migration was.
The right approach treats Sage People report migration as a parallel workstream that starts week one. Inventory and rationalise first — typical engagements remove 40-60% of the report estate as zombies or duplicates before any rebuild begins. Classify the remainder against the three target tools: OTBI for self-service ad-hoc, BIP for pixel-perfect operational, OAC for executive dashboards. Build the field-mapping dictionary. Rebuild the top 30 by usage frequency first. Parallel-run reconcile against the live Sage People environment for proof of equivalence.
Syntra's Sage People report migration playbook ships with the report inventory tool (pulls usage telemetry directly from Salesforce setup audit), the field-mapping dictionary template (Worker__c ↔ PER_ALL_PEOPLE_F + every common custom field), and the parallel-run reconciliation harness that auditors and HR stakeholders both trust.
Six common report categories and their target Oracle Fusion reporting tool. Most Sage People reports fit one of these patterns.
Headcount-by-department, manager-one-up rosters, joiner-leaver-attrition, span-of-control. Migrate to OTBI ad-hoc analyses with subject-area drag-and-drop. HR business partners self-serve.
Monthly payroll register, P60 year-end summaries, P11D taxable benefits, P45 leaver documents. Migrate to BIP with pixel-perfect XSL-FO templates. HMRC-acceptable layouts.
Leadership team dashboards: workforce KPIs, diversity trends, attrition forecast, cost-per-hire. Migrate to OAC with richer visualisations, cross-source data, sharable workbooks.
Leave balance by team, absence-pattern analysis, statutory leave (SSP/SMP/SPP) tracking. Migrate to OTBI with HR self-service drill-down. Manager dashboards via Infolets.
Equality Act 2010 categories, gender pay gap, diversity-by-grade. OTBI for the analyst; BIP for the formal published report (gender pay gap report, ESG submission).
Employee letters, contract templates, salary review letters. Migrate to BIP with template library, conditional sections per employment type, electronic signature integration.
Parallel workstream alongside the broader data migration. Top 30 reports ready before go-live; long-tail follows in cleanup phase.
Pull every Sage People report, dashboard, list view, and report type from Salesforce setup audit. Pull usage telemetry to identify active vs zombie reports. Catalog all custom fields referenced.
HR stakeholder workshop to confirm which reports are genuinely needed. Eliminate zombies, merge duplicates, prioritise by usage frequency. Typical 40-60% reduction in scope.
Classify each surviving report to OTBI, BIP, or OAC. Build field-mapping dictionary: every Worker__c, Employment_Record__c, Salary__c custom field mapped to Fusion equivalent.
Rebuild the top 30 reports by usage frequency. These are the day-one critical reports HR ops will hit on go-live. Aggressive prioritisation prevents day-one panic.
Rebuild remaining reports in priority order. Dashboards re-decomposed into component reports, then re-assembled on target tool. Letter templates migrated to BIP with conditional logic.
Side-by-side output validation against live Sage People environment. Reconciliation pack generated per report. Variance investigation. Sign-off by HR stakeholders. Go-live ready.
Six accelerators that compress the report migration timeline without compromising rigour.
Connects to Salesforce setup audit and pulls usage telemetry for every report. Output: usage-ranked CSV ready for rationalisation workshop.
Pre-built mappings for every standard Sage People object (Worker__c, Employment_Record__c, Salary__c, Leave_Request__c) to Fusion equivalent. Custom fields added incrementally.
Decision tree: refresh cadence × audience × layout precision × cross-source = OTBI/BIP/OAC target. Speeds up classification workshop.
Pre-configured OTBI subject areas for common HR analytics: Workforce Headcount, Compensation, Leave, Attrition, Diversity. Bootstraps the rebuild.
Reusable BIP templates for offer letters, salary review letters, contract amendments, leaver documents. UK statutory format compliance built in.
Automated parallel-run reconciliation between live Sage People and target Fusion. Auto-generates auditor-friendly reconciliation pack per report.
Sage People report migration means converting the reports, dashboards, list views, and report types built on Sage People's Salesforce platform into the equivalent artefacts on Oracle Fusion HCM — primarily Oracle Transactional Business Intelligence (OTBI) for self-service analytics, Oracle Business Intelligence Publisher (BIP) for pixel-perfect operational reports, and Oracle Analytics Cloud (OAC) for executive dashboards. Most Sage People customers have built between 80 and 400 custom reports over the years: headcount-by-department, leave-balance-by-team, salary-band-analysis, joiner-leaver-attrition, equality-monitoring, manager-one-up rosters. Every one of those reports has to be re-platformed because the underlying data model is completely different — Sage People uses Salesforce custom objects (Worker__c, Employment_Record__c, Salary__c) while Fusion uses HCM Cloud tables (PER_ALL_PEOPLE_F, PER_ALL_ASSIGNMENTS_M, CMP_SALARY). Syntra's Sage People report migration service inventories, classifies, and migrates the report estate alongside the data migration.
From 30 to 500+ depending on the maturity of the deployment. A typical mid-market Sage People customer (1,000–5,000 employees) carries 120–250 reports in active use, plus another 100–200 that exist but haven't been run in over 12 months. The first job of any Sage People report migration is inventory and rationalisation — running the Salesforce report usage telemetry to identify which reports are genuinely in use, which are zombies, and which are functional duplicates created when the original author left and someone built a near-identical version. Typical rationalisation removes 40-60% of the report estate before migration even starts. That alone usually saves 4-8 weeks of consulting effort and is the highest-ROI step in the entire report migration project.
Three target tools. OTBI (Oracle Transactional Business Intelligence) handles ad-hoc, self-service analytics — equivalent to Sage People's Salesforce report builder. Most operational HR reports (headcount, leave balance, salary distribution, attrition) migrate to OTBI as they're refreshable, drillable, and accessible to HR business partners. BIP (Business Intelligence Publisher) handles pixel-perfect operational reports — payroll register, P60 summaries, employment contracts, offer letters, audit trail reports. Sage People reports built for printing or formal distribution map to BIP. OAC (Oracle Analytics Cloud) handles executive dashboards and cross-functional analytics where HR data joins finance or operations data. Sage People dashboards built for the leadership team typically migrate to OAC. Syntra's Sage People report migration playbook classifies each report up-front to its target tool.
Not directly — the dashboarding paradigms differ. Sage People dashboards are Salesforce dashboards built from component reports, with each dashboard component referencing a saved Salesforce report. Oracle Fusion offers three dashboard surfaces: OTBI dashboards (live HR data, refreshable), OAC dashboards (richer visualizations, cross-source data), and the Fusion home page Infolets (KPI tiles for HR business partners). Syntra's Sage People report migration approach re-decomposes each Sage People dashboard: identify the underlying reports, migrate those reports to OTBI or OAC, then re-assemble the dashboard on the target tool. The user experience often improves because OAC has richer chart types and drill paths than legacy Salesforce dashboards, but the migration is component-by-component, not a direct dashboard export-import.
This is where most Sage People report migration projects stall without a proper data dictionary. Sage People reports reference fields directly by API name — Worker__c.Annual_Salary__c, Employment_Record__c.Start_Date__c, custom picklist values like Worker__c.Diversity_Status__c. The Fusion target model has different field names, different lookup-value sets, different effective-dating logic. Syntra's Sage People report migration service builds a field-by-field mapping dictionary at the start of the project: every Sage People field used in any active report is mapped to its Fusion equivalent (or flagged as 'no direct equivalent' for stakeholder review). The dictionary becomes the master reference for the report-rebuild team. Without it, every report-rebuild becomes a re-discovery exercise, blowing the project timeline.
Depends on the report estate. Pure HR-only operational reporting can run on OTBI alone — OTBI is included with Fusion HCM Cloud at no extra licence cost, supports refreshable ad-hoc reports, scheduled distribution, and basic dashboards. Customers who need cross-source analytics (HR + Finance, HR + Operations, predictive workforce analytics), richer visualizations (network charts, custom map plots, time-series forecasting), or shareable workbooks for non-HR consumers typically add OAC. Most Sage People customers with 1,000-5,000 employees can run 80% of their report estate on OTBI alone; OAC is the answer for the executive analytics and cross-functional KPI dashboards the leadership team cares about. Syntra's Sage People report migration consultancy includes a Tool Selection workshop at week 2.
Six to fourteen weeks for the report migration sub-project, running in parallel with the broader data migration. Week 1: report inventory pulled from Salesforce setup audit and usage logs. Week 2: rationalisation workshop with HR stakeholders, target-tool classification, field mapping dictionary. Weeks 3-5: high-priority report rebuild (top 30-50 reports by usage frequency) — these are the ones business users will hit on day one. Weeks 5-9: mid-priority report rebuild (next 50-100). Weeks 9-12: long-tail rebuild plus complex dashboards. Weeks 11-14: parallel-run validation where the new OTBI/BIP output is reconciled against the equivalent Sage People output. The critical milestone is the top-30 reports ready before go-live so HR ops can keep running on day one.
Parallel-run reconciliation. For every migrated report, the same parameters (as-of date, business unit, employee filter) are run against both the live Sage People environment and the target Fusion OTBI/BIP environment. Row counts, key totals (headcount, total salary, total leave days), and detail-level data are compared. Any variance is investigated: is it a data migration discrepancy, a field-mapping miss, a calculation-logic difference, or a known timing offset? Variance under 0.5% on key totals is typically the acceptance threshold; exact-match is required for statutory reports (P60 totals, P11D, RTI). Syntra's Sage People report migration tooling generates the parallel-run reconciliation pack as part of the audit trail — auditor-friendly evidence that the migrated report estate produces equivalent output.
Syntra's Sage People report migration service delivers a complete report-by-report rebuild on OTBI, BIP, and OAC with parallel-run reconciliation. Top 30 reports ready before go-live.