{"type":"video","version":"1.0","html":"<iframe src=\"https://www.loom.com/embed/16b2f3881da94eb48ed7622a2039f93c\" frameborder=\"0\" width=\"1920\" height=\"1440\" webkitallowfullscreen mozallowfullscreen allowfullscreen></iframe>","height":1440,"width":1920,"provider_name":"Loom","provider_url":"https://www.loom.com","thumbnail_height":1440,"thumbnail_width":1920,"thumbnail_url":"https://cdn.loom.com/sessions/thumbnails/16b2f3881da94eb48ed7622a2039f93c-f67ac1c00cced42b.gif","duration":52.9,"title":"Welcome to Data Onboarding","description":"Welcome to data onboarding, and it should be a fairly brief step. The first core decision is how to deal with your pay components, and I recommend setting up an internal workshop or working with your advice package to decide what components to include and at what granularity. My rule of thumb is to align your pay structures to the pay gap level of detail you may later want in a total reward statement, so you can use the platform functionality. If you have extra data elements beyond the standard template, add them as custom fields in the file. Review the data template and data specification, then update the file accordingly."}