The 60+ item sap successfactors migration checklist Syntra ETL uses on every SF-to-Fusion programme. Module audit, OData rate-limit review, FO dependency map, MDF classification, RBP retirement, subscription end-date — nothing missed.
The migration tool moves data. The sap successfactors migration checklist makes sure every dependency, every commercial deadline, every compliance obligation and every operational handoff is closed before cutover.
Most failed SF-to-Fusion programmes don't fail because the tool couldn't move data. They fail because someone forgot to file the SAP notice-of-non-renewal 90 days before subscription auto-renewed (and the customer got billed another year for SF), or because the works-council notification didn't go out in time and production data movement got blocked, or because the OData rate-limit increase request to SAP support had a 4-week lead time that wasn't factored into the schedule.
The sap successfactors migration checklist is a 60+ item operational document covering six tracks: SF tenant readiness, Fusion target readiness, integration readiness, data readiness, people/process readiness, and compliance readiness. Each item has an owner, a due-date, a status, and an evidence artifact. It's reviewed weekly through the project and at every dress rehearsal.
Syntra ETL's checklist is derived from real SF-to-Fusion programmes — including the items that surprised previous customers. Pre-built, customer-specific items added during discovery, the checklist is the single source of truth for go/no-go decisions at every project gate.
Each track has 8–15 named items with owners, deadlines and evidence artifacts. Reviewed weekly.
Module audit (EC, EC Payroll, Performance, Comp, Recruiting, Learning, Onboarding, RMK) with row counts; OAuth client setup; OData rate-limit review + SAP support ticket if increase needed; Compound Employee permissions; Ad Hoc Report inventory; MDF object inventory; RBP role inventory; picklist inventory; FO dependency map; subscription end-date documented.
HCM pod sizing for scaled load; country setup per legal employer; currency setup per legal entity; calendar + payroll legislation per country; position management mode decision (position-managed vs position-as-suggestion); workstructure design freeze; Recruiting Cloud + Learning Cloud pod provisioning.
SAP CPI IFlow inventory + classification (replicate, event, query); OIC license sizing + provisioning; downstream consumer list (payroll, FI, AD, Concur, benefits, niche vendors); authoritative-source matrix for parallel-run; integration rebuild sequencing; monitoring + alerting setup.
Effective-dated history depth decision (5y / 10y / full); picklist cleanup + crosswalk; MDF object classification (DFF/EFF/module field/archive/retire); RBP retirement list; talent/performance migration approach decision; comp pay-component crosswalk.
HRIS lead named; project sponsor named; training plan + curriculum + delivery schedule; user comms plan + cadence; hypercare team named + on-call rotation; cutover weekend roster; dress rehearsal participation; sign-off chain documented.
GDPR DPIA; works-council notifications (DE Betriebsrat, FR CSE, NL OR) 4–6 weeks before data movement; country-specific approvals; data residency confirmation (EU data in EU cloud); SOC 2 + ISO 27001 attestations; SOX 7-year audit retention setup; right-to-erasure handling; DPO sign-off.
A repeatable cadence. Each gate has named owners and named evidence. No item carried open past its gate without explicit risk acceptance.
SF tenant readiness items closed: module audit complete, OAuth client provisioned, OData rate-limit reviewed, MDF + RBP + picklist + FO inventories complete. Subscription end-dates documented. Evidence: tenant inventory report + sized assessment.
Fusion target readiness items closed: HCM pod provisioned, countries + currencies + calendars set up, position management mode decided, workstructure design signed off. Data readiness decisions made: history depth, MDF classification, RBP retirement list, picklist cleanup.
Integration readiness items closed: CPI inventory complete, OIC provisioned, authoritative-source matrix signed off, integration rebuild sequenced. Compliance items in flight: works-council notifications issued, DPIA in review.
People & process readiness items closed: HRIS lead + sponsor named, training delivered, comms going out, hypercare team rostered. Dress rehearsal 1 + 2 complete. Three-track testing closed. Evidence: UAT sign-off pack.
Compliance readiness items closed: DPIA approved, works-council notifications acknowledged, country approvals received, sign-off chain ready. Subscription cancellation queued. Evidence: cutover go/no-go decision pack.
Hypercare items closed: 30 days of daily reconciliation clean, severity-1/2/3 issue log closed, EC moved from read-only to archive-only, OIC integrations in BAU support. Evidence: hypercare exit report.
The items that have caused real project delays on real SF-to-Fusion programmes. Add them to your tracker on day one.
SAP support takes 2–4 weeks to grant an OData rate-limit increase. Request it in week 1 of discovery if extract sizing suggests current limits are insufficient.
SF subscription renews automatically. File notice 90+ days before expiry per module. Missing the window costs an extra year of subscription per module.
DE Betriebsrat / FR CSE / NL OR notification 4–6 weeks before any production data movement. Missing this can block cutover entirely.
If retiring SF Recruiting Marketing, career-site URLs need redirect mapping to Oracle Recruiting Cloud, job-board posting contracts updated, SEO migration planned.
Forms launched but not closed at cutover require explicit decision: complete in EC and archive, or migrate as in-flight to Fusion Talent. Decision per template, not per form.
Fusion HCM country legislation packs need to be enabled per country. Some country payroll legislation has longer enablement lead times (4–8 weeks).
PerNationalId records (SSN, NI, RRN) require encrypted Fusion person-national-id storage. Encryption keys + access policies set up before HDL load, not after.
Calibration session results migrate as point-in-time analytical records, not as live calibration sessions. Decision per session class, with talent owner sign-off.
SF goal-plan structure rarely maps cleanly to Fusion Talent Management; goal templates recreated natively in Fusion, not migrated as-is.
SF Compensation equity records (grants, vests, exercises) often migrate to a separate equity system (Carta, Shareworks) rather than Fusion. Decide upfront.
Per entity per legal employer, which system wins on conflict during parallel run? Matrix designed in week 3–4, not in cutover week.
Bidirectional EC ↔ Fusion sync left dormant-but-ready for 30 days post-cutover for rollback. Decommission cleanly after hypercare exit, not before.
The complete sap successfactors migration checklist runs 60+ items across six tracks: (1) SF tenant readiness — module audit, OAuth client, OData rate-limit review, Compound Employee API permissions, Ad Hoc Report inventory, MDF object inventory, RBP role inventory, picklist inventory, FO dependency map. (2) Fusion target readiness — HCM pod sizing, country setup, currency setup, calendar setup, payroll legislation, position management mode decision. (3) Integration readiness — SAP CPI IFlow inventory, OIC license + sizing, downstream consumer list, parallel-run sync design. (4) Data readiness — effective-dated history depth decision, picklist cleanup, MDF classification, RBP retirement list. (5) People & process readiness — HRIS lead identified, training plan, comms plan, hypercare team, cutover weekend roster. (6) Compliance readiness — SOX evidence requirements, works-council notifications, GDPR DPIA, country-specific approvals.
The module audit section of the sap successfactors migration checklist covers every active SF module in scope and its specific risk areas. Employee Central: PerPerson count, EmpJob row count, average effective-dated row depth per employee, FO record counts. Employee Central Payroll: country coverage, in-flight pay periods, YTD data extract approach. Performance & Goals: active form templates, in-flight forms count, calibration session history. Compensation: active comp plan templates, in-flight plan count, equity tracking yes/no. Recruiting Management: open req count, candidate pool size, RMK career site dependency. Onboarding 2.0: in-flight onboarding workflows, document template count. Learning: course catalog size, user history row count, certification count. Each module gets a sized assessment + risk register.
OData rate-limit review is on the sap successfactors migration checklist because SF enforces per-tenant request budgets that limit extract throughput. Typical limits: 100 requests/sec aggregate for OData, lower for Compound Employee (often 10–20 requests/sec), even lower for some Ad Hoc Report queries. The checklist item: (1) Document current tenant's allocated rate limits via SAP support ticket or admin console. (2) Estimate extract concurrency required for full initial extract (history depth × employee count × entity count). (3) Calculate end-to-end extract time at allocated rate vs target window. (4) If extract time exceeds available window, request rate-limit increase from SAP (typically 2–4 week lead time) or design extract for off-peak parallelism. (5) Document final allocated rate for the project.
Foundation Object dependency items on the sap successfactors migration checklist: (1) Inventory every active FO type in the tenant (FOLocation, FOCompany, FODepartment, FOPayGrade, FOCostCenter, FOBusinessUnit, FOJobClassification, FOEventReason — and any custom FO types). (2) Per FO type, capture record count and last-modified date. (3) Map cross-FO dependency chain (which FO references which). (4) Identify FO types not used in any active assignment (retire candidates). (5) Define Fusion workstructure target per FO type (Location, LE, Department, Grade, Cost Center, BU). (6) Define topological load order for HDL. (7) Capture hierarchy structure (Department has parent-child; Location may be flat or hierarchical). (8) Sign-off on FO crosswalk from HRIS + workstructure owner.
Subscription end-date items on the sap successfactors migration checklist govern the commercial side of the move and prevent surprise auto-renewal. (1) Document current SF subscription end-date per module (EC, EC Payroll, Performance, Compensation, Recruiting, Learning, Onboarding, RMK). (2) Document SF auto-renewal terms and notice-of-non-renewal lead time (typically 60–90 days). (3) Confirm Fusion go-live target date allows SF subscription expiry without renewal — typically Fusion live ≥ 30 days before SF expiry, with 30-day post-cutover read-only window expiring before subscription ends. (4) If hybrid retention (e.g., SF Learning stays), negotiate single-module subscription for the retain period. (5) Issue SAP notice-of-non-renewal at least 90 days before expiry for the retiring modules. (6) Track the retire date on the master programme schedule.
Compliance and works-council items on the sap successfactors migration checklist are particularly important for EU customers. (1) GDPR Data Protection Impact Assessment (DPIA) on the migration data flow — extract path, staging location, transformation processing, target storage. (2) Works-council notification (Germany Betriebsrat, France CSE, similar in NL/IT/ES) typically 4–6 weeks before any production data movement. (3) Country-specific data residency: confirm Syntra ETL deployment in EU-region cloud account for EU employee data. (4) Encryption-at-rest + encryption-in-transit attestation for SOC 2 / ISO 27001. (5) Per-employee audit log retention (7 years SOX, longer in some jurisdictions). (6) Right-to-erasure handling for terminated employees in scope. (7) Statutory headcount reconciliation evidence for country regulators. (8) Sign-off from DPO + works-council rep + country HR lead.
Dress rehearsal sequencing on the sap successfactors migration checklist starts at week 11 of the project. Rehearsal 1 (week 11): full extract + transform + HDL load + reconciliation against EC Compound Employee snapshot in non-prod environment. Identify gaps, fix transform rules, document timing. Rehearsal 2 (week 12): full rehearsal including integration flip from CPI to OIC, business smoke tests, evidence pack generation, sign-off-style walkthrough. Identify timing risks, validate roster availability. Rehearsal 3 (optional, week 13): only if rehearsal 2 surfaced issues large enough to warrant retest. Each rehearsal generates a timing log used to refine the production cutover weekend schedule. The cutover schedule isn't finalized until rehearsal 2 has signed off.
Yes. Hypercare items on the sap successfactors migration checklist cover the 30-day window after Monday-morning go-live. (1) Daily reconciliation report: any net new transactions in Fusion, any incoming integration messages, any error queue items, any reported user issues. (2) Triage roster: HRIS lead + HR ops + Syntra ETL on-call + Fusion HCM support for 30 days. (3) Issue logging + SLA: severity-1 issues fixed in 4 hours, severity-2 in 24 hours, severity-3 in 5 business days. (4) EC stays read-only-but-revivable for 30 days; rollback procedure on standby. (5) Weekly hypercare review with business sponsor. (6) After 30 days, formal hypercare exit with sign-off; EC moves to archive-only state; subscription cancellation triggered for the retiring modules; OIC integrations move to BAU support.
Book a 30-minute discovery call. We'll walk through your SF module footprint, country mix, integration inventory and compliance requirements — and produce a customer-specific 60+ item checklist with owners and target dates.