# Employee Onboarding controlled synthetic source contract

## Document control

| Field | Value |
| --- | --- |
| Document ID | EO-BENCH-SOP-001 |
| Version | 1.0.0 |
| Classification | Synthetic controlled public benchmark |
| Process owner | Head of People Operations |
| Source status | Controlled reference contract; not client evidence |

## Purpose and scope

This contract defines a generic employee-onboarding process for independent modelling and public benchmarking. It begins when a candidate formally accepts an employment offer. It ends when the employee's mandatory readiness is confirmed and a probation review is scheduled, or when a governed terminal outcome closes the case.

In scope are required-document collection, screening and references, employment agreement acceptance, identity and access, equipment and workplace readiness, payroll/HRIS setup, induction and compliance assignment, the manager onboarding plan, readiness convergence, exception recovery and probation-review scheduling.

Out of scope are recruitment before offer acceptance, ongoing payroll processing, performance management after the initial probation-review booking, leave, promotion, routine access review and offboarding.

## Participants and systems

- **Employee / candidate** supplies required documents, consents to screening, accepts the employment agreement and receives outcomes.
- **People Operations** owns the case, controls eligibility, coordinates readiness, escalates mandatory gaps and seals evidence.
- **Hiring Manager** confirms role data, creates the onboarding plan and owns team introduction.
- **IT / Identity and Access** applies least-privilege entitlement controls and provisions positively authorised access.
- **Workplace Services** prepares equipment, physical access and delivery or collection arrangements.
- **Payroll / HRIS** records employment and payroll setup from verified inputs.
- **Screening Provider** is a black-box external provider returning screening evidence.
- **Generic systems** include an HRIS, identity service, service-management platform and evidence repository. No vendor-specific behaviour is assumed.

## Trigger and terminal outcomes

**Trigger:** Candidate formally accepts the offer.

Every case must reach exactly one controlled terminal outcome:

1. **Onboarding ready:** all mandatory readiness evidence is positive, the employee is notified and the probation review is scheduled.
2. **Controlled commencement:** the authorised owner accepts specifically recorded non-critical outstanding items, with owners and due dates; mandatory eligibility, identity and safety controls remain satisfied.
3. **Candidate withdrew:** withdrawal is recorded before commencement and downstream preparation is cancelled.
4. **Screening failed:** the governed screening decision does not permit employment to proceed.
5. **Agreement lapsed:** the employment agreement was not accepted within the disclosed acceptance period.
6. **Onboarding cancelled:** an unresolved mandatory readiness condition prevents safe commencement.

## Current-state control contract

1. Screening and reference evidence must be received before employment eligibility is confirmed.
2. A failed or ambiguous screening result fails closed to accountable People Operations review; it never permits unrestricted onboarding.
3. The employment agreement must be accepted before pre-start workstreams are released.
4. Identity, role and entitlement data must be positively established before routine access provisioning. Privileged or ambiguous access requires accountable review.
5. Identity/access, equipment/workplace, HRIS/payroll, induction/compliance and manager-plan work may proceed concurrently only after the eligibility and agreement gate passes.
6. Each workstream produces an explicit readiness record. Silence is not completion.
7. A readiness assessment occurs before commencement. Missing mandatory identity, safety, legal or payroll prerequisites cannot be waived silently.
8. Non-critical outstanding items may support controlled commencement only when an owner, due date, compensating action and approval are recorded.
9. Unresolved mandatory items are escalated to the People Operations owner and either recovered or closed as onboarding cancelled.
10. Completion requires an evidence seal and a scheduled probation review.

## Synthetic timing assumptions

All durations are synthetic elapsed-time assumptions because the simulator does not apply working calendars.

| Control | Current-state assumption |
| --- | --- |
| Candidate document turnaround | mean 18 h; 4 to 72 h range |
| Screening provider turnaround | mean 60 h; 12 to 168 h range |
| Agreement acceptance period | 72 h expiry control |
| Identity/access provisioning | mean 12 h; 2 to 48 h range |
| Equipment/workplace preparation | mean 36 h; 8 to 120 h range |
| HRIS/payroll setup | mean 8 h; 1 to 32 h range |
| Induction/compliance setup | mean 6 h; 1 to 24 h range |
| Manager onboarding plan | mean 16 h; 2 to 72 h range |
| Pre-start readiness checkpoint | 24 h before commencement |
| Mandatory readiness recovery | mean 12 h; 1 to 48 h range |
| Mandatory training completion | within 5 calendar days after commencement |

## Evidence requirements

The case evidence includes the candidate document set, screening result, employment agreement, role/entitlement record, access result, equipment/workplace record, HRIS/payroll record, induction assignment, manager plan, readiness assessment, exception decisions and final onboarding evidence seal.

## Simulation contract and limitations

- 5,000 deterministic runs use fixed seed `20260817`.
- Routing probabilities and bounded duration distributions are synthetic.
- The operating-improvement scenario keeps the same BPMN semantics and changes only disclosed timing assumptions.
- No real client, employee or vendor data is used.
- Resource queues, staffing capacity, utilisation and working calendars are not modelled.
- Parallel workstream elapsed time uses the maximum simulated branch duration; shared-resource contention and cross-branch correlation are not modelled.
- Parent and subprocess outcomes are not correlated by the current simulator.
- Monetary benefits and labour savings are not simulation outputs.
- Human review and calibrated operational data are required before operational use.