Implementation checklist: from data to your first analysis

Use this checklist to plan your first implementation of Evenpay. It links the detailed guides in a practical order and adds checks between steps. It is a recommended workflow, not a list of mandatory product fields or a certification of legal compliance. Choose the optional workflows that match your organisation's needs.

Who this is for: HR teams and administrators setting up an organisation.

1. Agree the scope and access

Decide which employees, countries and entities you are setting up, who owns the source data, and who should have access. Review How the group and entities work and Giving people access to entities when using a group structure.

Check before continuing: you are working in the intended organisation and view. Use View Access to review a user's effective access before sharing sensitive data.

2. Prepare and bring in your data

Start with Quick setup, a CSV employee import or an HR system connection. Use the template or connection's field mapping rather than guessing the required format.

Review employee identifiers, positions, gender data for comparisons, pay components, currency and the period each pay amount represents. Keep agreed pay and actual payroll history distinct. Check currency handling and employment-history import effects before importing those data.

Check before continuing: reconcile the imported employee count with your source. Review failed or skipped rows, and compare a sample of employee identifiers, pay amounts, currencies and periods. Investigate differences rather than assuming a completed import means every row was accepted.

3. Review your job structure and comparisons

Use How Evenpay structures jobs to check positions, levels, grades and families. Review job evaluation and work of equal value groups for the comparison approach you will use.

Check before continuing: inspect a sample of positions and their assigned employees. Confirm that your comparison groups reflect the work being compared, not merely convenient labels. Document decisions that need review with your HR or compensation team.

4. Run and review your first analysis

Review your pay factors, then follow Running your first pay equity analysis.

Check before continuing: review the selected population, filters, included employee count and coverage on the Overview. Investigate unexpected omissions or results. Do not treat a blank or suppressed figure as a zero pay gap.

5. Activate your reviewed baseline

When you are satisfied with the data and configuration, follow Activating your baseline. Keep the distinction between running an analysis and activating a scenario clear.

Check before continuing: review the scenario you activated and the resulting alerts. If you expected alerts but see none, use Why are there no alerts? rather than assuming there are no issues to investigate.

6. Add the workflows you need

Configure pay bands, merit cycles, pay information requests and reporting as appropriate. Before sharing an output, check its population, period, pay basis, recipients and privacy settings against its intended use.

Introduce colleagues to their guides

Use Inviting users to grant sign-in access. Share the manager guides or employee guides with each audience. Partners can use the partner guides for client setup and handover.

For help with setup or unexpected results, see Contacting Evenpay support. Do not send passwords, API keys or unredacted payroll files in a support request.