Practical Advice for Using Gecko HRM to Prepare for EU Pay Transparency
Maja Sušnik, Marketing Specialist
Pay transparency reporting may be the end result, but HR needs the right information long before the final report is produced.
For organisations using Gecko HRM, the practical starting point is understanding which employee, salary and organisational data already exists in the platform, how it can be analysed, and where information from other systems will also be required.
Here is a practical way to work through it.
1. Check the employee data you already maintain in Gecko
Gecko can provide core employee master data including employee ID, name, gender, Tax ID, position, department, employment dates and legal entity.
That information forms part of the HR data needed for pay transparency analysis and reporting.
It is worth checking whether the relevant records are complete and consistently maintained before relying on them for analysis. Gecko Workforce Administration is designed to centralise employee records and organisational information, creating a reliable base for HR reporting.
Explore Gecko Workforce Administration
2. Look at how positions and job categories are structured
Gecko can support pay comparisons by job category or position, provided the appropriate categories or positions are maintained in the system. How useful those comparisons are therefore depends on the organisation’s existing data structure.
If job architecture is still a work in progress, this is worth addressing before focusing on the reports themselves.
We have covered that topic in detail in Part 1 of our EU Pay Transparency series, which you can use that guide to review job families, levels, pay bands and progression criteria.
Read EU Pay Transparency and Job Architecture
3. Review the gross salary data available in Gecko
Standard Salesforce reporting can be used to analyse gross salary by gender, department, position and other organisational dimensions. Average gender pay analysis is supported with limitations, as is median gross salary analysis.
This gives HR a way to work with the salary information already held in Gecko before additional data sources are brought into the wider reporting process.
Gecko’s reporting tools also allow HR teams to build reports and dashboards from the information available in the platform.
See Gecko Reporting and Analytics
4. Bring salary ranges into recruitment
The new version of Gecko Recruitment allows organisations to display salary ranges on job advertisements.
That gives recruitment teams a practical way to incorporate salary range information into vacancies using Gecko.
There is more to recruitment transparency than displaying a number, of course. Recruiters and hiring managers also need to understand how salary conversations change when candidates receive pay information earlier in the process.
We explore that in Part 2 of the series.
Read How EU Pay Transparency Will Change Hiring Conversations
5. Export the HR data needed for wider reporting
Gecko provides standard employee exports containing employee master data and gross salary information. These exports can be used as an input for external reporting.
This is an important part of Gecko’s role in pay transparency.
The aim is not to force every piece of reporting into one system. Instead, Gecko can provide the HR information it holds in a structured form so it can be used alongside other relevant sources.
6. Identify which information needs to come from elsewhere
Not all remuneration data is maintained in Gecko.
For example, bonus and variable compensation information is typically held in payroll or accounting systems, while gender distribution by pay quartiles requires additional calculation beyond standard Gecko reporting.
That means the final reporting process may combine Gecko data with payroll, accounting or other sources.
This is also why reporting readiness matters before the final deadline arrives. Part 3 of our series looks specifically at the information and preparation HR teams need behind the report itself.
Read Pay Gap Reporting Readiness: What HR Teams Need Now
What is Gecko’s role in the bigger picture?
Gecko is one of the important sources of data behind EU Pay Transparency reporting.
It can provide employee and organisational information, gross salary data, salary range functionality in recruitment, standard reporting and exports. Other systems may provide the additional data needed to complete the picture.
For enterprise customers with more specific requirements, additional configuration, reporting or custom development may also be explored case by case.
The practical question for HR is therefore not, “Can one system do everything?”
A better question is: Do we know where our pay transparency data lives, and can we bring the right information together when we need it?
If you would like to explore where Gecko fits within your organisation’s EU Pay Transparency preparation, talk to our team about your current HR data and reporting setup.
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