We completed a major organizational restructure three weeks ago that involved moving approximately 200 employees across different departments and updating reporting relationships. The changes were made directly in the Core HR module and the org chart looks correct when we view it there.
However, our succession planning analytics dashboards are still showing the old organizational structure. The succession pipeline reports are displaying outdated manager-employee relationships, and the talent pool analytics are calculating bench strength based on the pre-restructure organization. This is causing significant confusion in our leadership succession reviews because the data doesn’t match current reality.
We’ve tried manually refreshing the dashboards and even logging out and back in, but the analytics data hasn’t updated. The succession plans themselves show the correct current managers when we open individual employee records, so the underlying data appears to be accurate. It’s specifically the analytics and reporting layer that’s stuck on the old structure.
Our quarterly succession review with the executive team is in two weeks, and we absolutely need these analytics to reflect the current organization. What controls the refresh schedule for succession analytics? Is there a manual sync process we need to trigger?
I want to emphasize the importance of monitoring the ETL job completion. Don’t just trigger it and assume success. Watch the job status in the Data Pipeline Monitoring console until it shows ‘Completed Successfully’ with a green status indicator. Check the record counts to verify it processed the expected number of employees and succession relationships.
One more thing to check - make sure your succession plans themselves have been updated to reflect the new reporting relationships. Even if the org chart sync runs successfully, if the individual succession plans still reference old managers, the analytics will show inconsistencies. You may need to run the Succession Plan Sync utility after the analytics refresh to ensure everything aligns.
Let me provide a complete solution addressing all three critical areas:
Analytics Refresh Schedule Configuration:
Your succession planning analytics are controlled by the Succession Planning Analytics ETL job, which runs on a default weekly schedule (Sunday 11:00 PM system time). After major organizational changes, this schedule is insufficient. Navigate to System Administration > Analytics Engine > Scheduled Jobs. Locate ‘Succession Planning Analytics ETL’ and review the schedule settings. For organizations undergoing frequent changes, consider adjusting to a daily refresh schedule, or at minimum, implement a policy to manually trigger refreshes within 24 hours of significant org structure changes.
Org Chart Sync Process:
The disconnect between your current org chart and analytics dashboards occurs because the analytics layer maintains its own denormalized data structure for performance reasons. Here’s the complete sync process:
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Verify all org changes are committed: Go to Core HR > Organizational Management > Pending Changes. Ensure zero pending approvals.
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Trigger the org chart sync: Navigate to System Administration > Analytics Engine > Data Pipeline Monitoring. Find ‘Succession Planning Analytics ETL’ job.
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Click ‘Run Now’ - this initiates the full refresh. For 200 employee changes, expect 12-18 minutes processing time.
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Monitor job progress: Stay on the Data Pipeline Monitoring screen. Watch for status changes: Queued > Running > Completed Successfully. Check the ‘Records Processed’ counter - should match your total employee count.
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After ETL completion, run the Succession Plan Sync utility: Go to Talent Management > Succession Planning > Utilities > Sync Succession Relationships. This ensures individual succession plans reflect the new organizational structure.
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Clear analytics cache: Navigate to System Administration > Analytics Engine > Cache Management. Click ‘Clear Succession Analytics Cache’ to force dashboard rebuilds with fresh data.
Data Pipeline Monitoring Best Practices:
Implement ongoing monitoring to prevent future stale data issues:
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Set up email alerts for ETL job failures: System Administration > Analytics Engine > Alert Configuration. Configure notifications to go to your HRIS admin team when the Succession Planning Analytics ETL job fails or exceeds expected runtime.
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Create a dashboard monitoring checklist: After any organizational change affecting 50+ employees, manually verify: (1) ETL job completion within 24 hours, (2) Dashboard record counts match expected totals, (3) Sample check of 5-10 affected employees to verify correct reporting relationships in analytics.
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Document the refresh timestamp: Your analytics dashboards should display a ‘Data as of’ timestamp. After triggering manual refreshes, verify this timestamp updates to confirm the refresh processed successfully.
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Review the ETL job logs: In Data Pipeline Monitoring, click on the job history to see detailed logs. Look for any warnings about skipped records or data validation errors. These can indicate underlying data quality issues that need resolution.
Immediate Action Plan:
For your upcoming executive review in two weeks, follow this sequence: (1) Trigger the ETL refresh today, (2) Run the Succession Plan Sync utility after ETL completes, (3) Clear the analytics cache, (4) Wait 30 minutes for dashboard rebuilds, (5) Spot-check 10 restructured employees in your succession analytics to verify accuracy, (6) If any discrepancies remain, investigate individual succession plan data quality issues.
The root cause is that succession analytics prioritize query performance over real-time accuracy by using a scheduled ETL architecture. Understanding this design principle helps you implement the right refresh cadence for your organization’s change frequency. Going forward, treat major org restructures as triggers for immediate manual analytics refreshes rather than waiting for the weekly schedule.
I found the Data Pipeline Monitoring screen and you’re right - the last successful run was April 14th, which is before our restructure on April 17th. I see there’s a ‘Run Now’ button next to the Succession Planning Analytics ETL job. Is it safe to trigger this during business hours or should we wait until evening? I don’t want to cause performance issues for our users.
This is a common issue after major org changes. Succession analytics don’t update in real-time - they run on a scheduled batch process. By default, the succession planning analytics refresh runs weekly on Sunday nights. After a major restructure, you need to manually trigger the analytics refresh job to update the dashboards immediately rather than waiting for the next scheduled run.
For 200 employee changes, running the ETL during business hours should be fine - it’ll take maybe 10-15 minutes. If you were processing thousands of changes, I’d recommend off-hours. Before you trigger it, verify that all your org chart changes are fully committed in Core HR with no pending approvals. The analytics ETL pulls from committed data only, so any pending workflow approvals won’t be reflected in the updated analytics.
Check your data pipeline configuration. Navigate to System Administration > Analytics Engine > Data Pipeline Monitoring. Look for the ‘Succession Planning Analytics ETL’ job and verify when it last ran successfully. You should see a completion timestamp and record count. If the job hasn’t run since before your restructure, that explains why your dashboards show stale data. You can trigger an immediate refresh from this same screen.