What is in this sandbox

Your start page: the actions you use most, the To-Do with everything waiting for your decision, and the cards of your team; it is the shortest way into any module.

The manager view of the direct reports: headcount, total FTE and average tenure, and one row per person with job, department, hire date, FTE, vacation still available and the requests waiting for your approval.

The reporting lines of the company, built from the manager written in the Job Information of each employee: walk up to the top, down into a team, and open the file of anybody you meet.

Search the people of the company by name, department or location and open their file; what you see of each person depends on your permission role and on its target population.

The employee file, section by section: personal details, employment and job, compensation, contact data, family members and emergency contacts, work permits and time off. The edit dialogs do not overwrite a field — they create an effective-dated record, which is why the file can tell you what was true last year as well as what is true today.

The organisation drawn as positions instead of people: each position has an incumbent or stands To Be Hired, and the positions under it keep existing even when nobody fills them.

Everything waiting for your decision in one list: time off approvals, workflow steps, review forms, onboarding tasks and the alerts raised by business rules.

Ask for absences and see what they cost you: the balance of each time account, the holidays of your calendar, and the requests still waiting for your manager.

Record the working time of the week: the valuation splits what you enter into regular time, overtime and on call, following the work schedule assigned to you. With a profile that records clock times a Time Clock card appears and you punch in and out instead of typing hours, and a day that has punches is rebuilt from them.

Multi-rater feedback: a 360 form collects ratings from the employee, the manager, peers, direct reports and others, the anonymous ratings stay anonymous in the report, and HR decides the sections and the questions the form asks.

Sessions where managers compare the ratings of a population against a target distribution, so a generous manager and a severe one end up on the same scale.

What happens between one review and the next: activities linked to your goals, achievements worth remembering, feedback asked and given, and the 1:1 meetings with your manager.

The goal plan of the year: your goals with weight, metric, due date and progress, the goals of your team if you are a manager, and the cascade that aligns one of your goals to the people who report to you.

The review forms of the year with their route map: the form moves from the employee to the manager and back, and each step of the route decides who may write in which section.

Every review form of your team in one table — step, owner, self rating, manager rating and final rating — with a stack rank underneath that orders the same people and draws the distribution of their ratings. The order is not a rating: it writes nothing into the forms.

The merit cycle worksheet of your team: current salary and compa-ratio, the guideline each performance rating earns, and the increases you propose inside the budget of the plan. If the plan has an equity pool you also grant stock units here, and once a grant is published you read your own equity on this page: granted, vested and still vesting.

The bonus program of the year: business goals with their achievement, the individual achievement that comes from the performance rating and can be corrected with a comment, publishing as one-time payments, and the bonus statements released to the employees.

The internal job board: the positions open to the employees of the company, the applications you have sent, and the interview slots waiting for you to choose one.

The week of the interviewers: the interviews already scheduled and the slots proposed to candidates who have not chosen yet, so you can see who is taken before offering the same hour twice.

The interviews assigned to you as an interviewer and the assessment you write after meeting the candidate; an interview waiting for the candidate to pick a slot shows the proposed times, and the application cannot move on while any interview is still open.

The tasks that a hire or a termination starts by itself: tasks for the new employee, for the manager and for HR, plus the buddy and the equipment of the process variant of that country.

Requisitions and the candidate pipeline: every application walks the steps up to the offer, carrying its screening answers and its interview assessments with it.

Requisitions you have already written, kept to start the next one from: job title, organisation, job classification, openings, salary range, description and the screening questions that came with them. You do not build a template here from nothing — you save one from a requisition that exists, and use it from this page.

Development goals tied to competencies, for the job you hold now or the one you want next, together with the Career Worksheet where you pick target roles and measure your readiness.

Mentoring programs: mentors and mentees sign up (answering the questions of the program), HR matches them or, in an unsupervised program, the mentee chooses their own mentor, and each pair records meetings and closes with a rating from the mentee.

Short assignments open to the whole company: a few hours a week beside your job, posted by a manager with the competency they need and the places available, that you apply to with a motivation.

For every critical position, the incumbent and the nominated successors with their readiness: it is the map of which key roles are covered and which are exposed.

Pools that gather people for future roles without tying them to one position: each member carries a readiness, a note, and the 9-box placement that comes from the talent review.

The 9-box grid: each person sits where performance meets potential, and the box they land in suggests what to do with them — develop, retain, or move.

Find people by competency and level, position in the 9-box, potential, risk of loss, talent pool, department or location — over the people you are allowed to see, which is the company for HR and their own team for a manager.

Instructor-led sessions with their seats, the waitlist that moves up by itself, the attendance register that completes the course, and the enrolment requests waiting for a manager when the course needs approval.

Your learning plan with what is due and what has expired, the catalogue you can enrol in yourself, and the courses you assign to your team when you are a manager.

Paths made of several courses taken together between a start and an end date, with a cohort of people enrolled and a number of places when they are limited.

The standard reports of the company — headcount, turnover, compensation, time — each with its chart, its filters and an export you can take away with you.

Build a table report of your own: the data source, the columns, the filters, how rows are grouped and sorted, and who else may run it. What you build here appears in the Report Center beside the standard reports, and a shared report is one somebody else can run without being able to change it.

Pages made of tiles — a number, a breakdown, the headcount through the months — saved with a name and recalculated every time they are opened, over the population of whoever opens them. HR builds them; anybody who can open Workforce Analytics can read them.

Headcount, FTE, hires, terminations, turnover, tenure, age, span of control and internal moves for a year, broken down by the dimension you choose and drawn month by month. Every row of the breakdown is a link to the employees behind the number, over the population you are allowed to see.

The headcount and FTE you want to reach per department, next to the people you have today and next to the people the forecast expects to still be here, so what you would have to hire is a number instead of an impression. BASE is the plan; any other scenario is the same year with different targets, kept apart so you can compare before deciding.

One document produced from a template with your own data: the text is frozen as it was generated, and if the template asked for it the document waits for your electronic signature before it counts as issued.

Where an employee goes with a question: search the knowledge base first, open a request to HR when the answer is not there, and collect the documents generated for you.

The queue the HR agents work from: every request of the employees with its status, its priority and the SLA clock, so the ones about to breach it are the ones you see first.

Who may work in your place, and whose place you may take: here you name a proxy, give the assignment a period and the categories it covers, and from here you start and stop working as somebody else.

One approval request in full: the change it is holding back, the steps already walked and the ones still to come, and the activity that records who acted and on whose behalf.

Call the APIs of this company from the browser: OData v2 and the SFAPI Compound Employee, with the authentication, the query and the answer all in front of you.

Hire somebody from scratch: identity and personal data, the job with its position and manager, the worker type, and the compensation that starts on the hire date. It writes the same sequence of records an OData upsert would, which is why the new file looks exactly like everybody else's.

What in this instance wants attention today, gathered in one place from where it really happens: failed jobs and integrations, business rules that keep stopping saves, workflows waiting too long, locked accounts and roles outside their validity, data checks in error.

The home of administration: every tool grouped by area — employee files, configuration, security, time, talent, integrations — and only the ones your permission role actually grants you.

The last API calls of this company: path, user, status and API (OData, SFAPI, OAuth). It is where you check what an integration actually sent, and why a call was refused.

Backup and restore of the whole company or of one group at a time (employees, foundation, picklists, time, security, settings), and the restore that puts a group back.

Which rule ran on which record and with which result: this is where you find out why a save was blocked or why a field filled itself in.

The audit of employee data: who changed which field of which record, when, what it said before and what it says now. It answers the question every HR administrator is eventually asked — who did this — including changes made by an import or an API call rather than by a person at a screen.

Consistency checks over configuration and data, each with a Quick Fix that repairs what it found: employees without a job record, positions without an incumbent, broken foundation associations.

The identity of this company inside the portal: the system name in the header, the logo, the theme colour that drives buttons and links, and the message on its log-in page.

The merit cycle from the administration side: the plan and its budget, the merit guidelines, the pay ranges behind the compa-ratio, the worksheets of the managers up to publishing, and the equity of the plan (share price, guideline in units per pay grade, vesting and cliff).

The IF / THEN rules: the event that runs them, the scenario that decides what they are allowed to do, and the conditions and actions that derive a value, refuse a change or start a workflow.

The definition of the MDF objects: fields and their types, validity, security and API visibility, which is what turns a custom object into an entity of the OData API.

Order, visibility and titles of the profile blocks (also per language), the fields shown under the name in the header, the fields of the Quickcard, and the background elements employees maintain themselves. What anybody sees inside a block still follows their permissions.

The form layout of an MDF object: which fields appear, in which sections and in which order, and which of them are read-only or hidden when the record is opened in Manage Data.

The catalogue of packaged integrations towards payroll and travel systems (Zucchetti, ADP, SAP S/4HANA, SAP Concur). They are shown switched off: the sandbox never calls an external system.

The permanent deletion of the personal data of people who left longer ago than the retention period: this is how the system answers the right to be forgotten.

The templates the company generates documents from, with the placeholders that are replaced by the data of the employee, and every document already produced.

Every message the sandbox would have sent by e-mail, with its recipients and its attachments. Nothing ever leaves the server: delivery is simulated the way the Integration Center simulates an outbound call, so you can study what a scheduled distribution produces without anything reaching a real inbox.

Events with meaning and action, event reasons with the resulting employee status and the filter per country and legal entity.

Bulk changes from a CSV file, with a downloadable template for each kind: an incremental load that adds and updates, or a full purge that replaces everything a person had. Validation runs the whole file and reports what would happen without writing anything, which is the step worth taking first.

Build an outbound integration without code: pick the entity, choose and rename the fields, filter the rows, pick the format (CSV, JSON, XML) and the destination, then schedule it or trigger it from an event.

The business events the system publishes when something happens to an employee (a hire, a job change, a termination) and the integrations that subscribe to them.

The administration of Learning: the catalogue of courses and curricula, assignments to a whole population, approval of self-enrolments, and recertification of what expires.

The HRIS elements of the data model: the standard fields of each element with their label, their visibility and whether they are required, plus the custom fields you add to them.

The fields that change with the country: the address format and the national ID of each country, with their labels and with what is mandatory where.

The generic editor of Foundation Objects and MDF objects: create, change and delimit any record, under the same validations and business rules the API applies.

All the employments of one person: the home employment, a Global Assignment in another legal entity and any Concurrent Employment, each with its own job, pay and assignment class.

The competency model of every job classification: which competencies the role needs and the level expected for each one, read by the Career Worksheet and by the review forms.

The languages this company is available in: which ones are active, which one is the default, and the date and number formats that travel with each of them.

The structures every employee record points at: legal entities, business units, departments, locations, cost centres, job classifications and pay grades, each one effective-dated.

The hires waiting to become employees: candidates sent over from Recruiting and rows loaded by an integration, each still to be completed and confirmed.

Every approval in flight in the company: who started it, what it would change, at which step it is standing and who is expected to act next.

A dynamic group is a population chosen by criteria (legal entity, department, location, job) and recalculated when the data changes; roles use it as granted or as target population.

A role grants admin tools, sections of employee data and single fields; it is then granted to a population and acts on a target population, and the two are not the same thing.

Everything Time Off stands on: the absence types, the time profile that assigns them to an employee, the account types with their accrual, the holiday calendars and the work schedules that decide which days count.

The accounts of the company: lock and unlock, reset a password to the username, change the roles that drive the permissions, and terminate an employee.

The workflow configurations: the ordered steps of approvers, chosen by role (manager, second manager, HR business partner), by person or by position, that a business rule sets in motion.

The same Job Information change on a group of people: pick who with the filters, pick the field, the new value and the date, and read the preview before anything is written. It runs the ordinary job change once per person, so every one of them gets their own effective-dated record with its event reason, exactly as if the changes had been made one at a time.

The names of the 9-box of the talent review: the two axes, the three levels and the nine boxes, used by the talent review, the talent pools and the message you get when you rate somebody.

The history of the job runs: when each one started, how long it took, whether it succeeded, the message it left and the file it produced.

The OAuth 2.0 clients that may call this company: API key, X.509 certificate or client secret, the technical user they are bound to, and the tokens they can obtain.

Every entity of the OData API with its fields, types, keys and navigations, generated from the configuration of this company — the custom fields you added are in here too.

The administration of Onboarding: the task templates, the process variants per legal entity or country (or chosen by a business rule), the buddy and the equipment, and every process running right now.

The administration of Performance & Goals: goal plan templates, form templates with their route map, and the mass launch of the review forms for a population.

The picklists behind every dropdown of the portal and of the API, with their options, codes and labels per language, in the legacy form and in the MDF form (Picklists V2).

How positions behave: which fields are synchronised from the position down to the Job Information of the incumbent, and when a position without an incumbent counts as vacant or To Be Hired.

Bring back a former employee: on the old person record, which keeps the history and the original hire date, or as a new employment when the person must start clean.

Settings of this sandbox company (artificial latency, CSRF protection, data volume) and the dangerous actions: regenerate the data and delete the company.

The scheduled jobs of the company: what each one does, when it runs and with which parameters — data exports, Compound Employee extractions, backups, report distribution and recertification.

The sessions open right now and the OAuth access tokens that have been issued, each with the kind of client it belongs to, and the button that revokes every token at once. It is where you watch what a login and an API call actually leave behind, and what revoking them does to a client mid-flight.

The segments of the Compound Employee query with their fields, exactly as this company would return them — custom fields and deduction segments included.

Single sign-on with SAML 2.0: the asserting party, the NameID that identifies the user, partial SSO for the accounts that still sign in with a password, and the service provider metadata.

The accounts that hold the entitlement of each employee: the accrual that feeds them, the period end that closes them and carries the balance over, manual adjustments and the payout of the days left.

How working time is recorded and valuated: durations or clock times, the automatic break, the daily and weekly overtime thresholds, and whether overtime becomes time off in lieu or payment.

What one user can actually do once every role granted to them is added up: tools, data sections and fields, each with the role that grants it.