Buying guidance · Features checklist
Explore StarGarden capabilities through real employee, payroll and workforce scenarios. Use this checklist to focus your demonstration.
Choose the areas that matter to you. Confirm the modules, configuration and release in your proposal, then record the demonstrated result. Selections on this page are temporary.
Follow a hire, transfer and later change through one employee history.
Show a vacancy, a shared position and the resulting organisational view.
Enter time against two positions and check the rate and cost-centre result.
Compare union, location and individual overrides without losing the group defaults.
Show an effective-dated increase and the employees it affects.
Compare budgeted and actual FTE and the warning for a hire or transfer.
Show employee and employer contributions, caps and individual exceptions.
Follow a balance earned, taken, adjusted and carried into the next cycle.
Demonstrate the pay groups and calendars your organisation uses.
Show how a trained payroll user maintains the required pay codes.
Reconcile a representative unionised pay period to expected results.
Show the effective-dated change, recalculation and resulting history.
Follow the correction record, offset, reports and payroll history.
Show the payment file and employee pay statement for your banking setup.
Demonstrate the current T4, ROE and remittance outputs you require.
Reconcile pensionable earnings, rate tiers and both contribution totals.
Trace earnings, deductions and allocations into the agreed financial-system output.
Review pay-to-net results, exceptions and control totals before release.
Submit time and follow manager approval into payroll preparation.
Show entitlement, approval and the resulting recorded absence.
Apply a pattern, change a shift and review the pay consequences.
Show available candidates, the relevant qualification checks and acceptance.
Show pay advice, balances, schedules and the approvals each role can act on.
Reconcile the selected clock or external timesheet source with payroll.
Follow requisition, posting, application and recruitment decisions.
Show exactly which recruitment information reaches the employee record.
Route the relevant tasks to HR, managers and other responsible teams.
Follow course completion into the skill record and review expiry information.
Demonstrate the organisation’s forms, reviewers, outcomes and follow-ups.
Show the chronology, responsibility, action and recorded outcome.
Show a dated delegation, its limit, expiry and an unauthorised action refused.
Follow one request through its responsible people, decisions and completion.
Show role-restricted documents and the evidence of acknowledgement.
Build a relevant report and show that access restrictions still apply.
These newer capabilities are available for focused evaluation. Confirm the release and rollout, then test your agreement’s clauses, exceptions and expected pay results.
Test adjacent shifts, maximum continuous hours and overlapping duties.
Test the first allowed and first refused duty sequence.
Extend a night duty and review the next assignment and configured finding.
Publish inside the notice window and follow the controlled exception or consent.
Test an expired credential, required skill and dated work restriction.
Compare bid awards, refusals and overtime standings against the agreement.
Follow an on-call period, phone call and return to work into the allowance estimate.
Check both people and the agreement’s pay treatment for the changed hours.
Show the required credential and allowance code for an acting shift.
Match clock punches to the roster and approve an extended or shortened shift.
Test an actual missed break and the approved pay line it produces.
Compare overlapping premiums and an alternative-holiday result to expected values.
Agree external connections and delivery responsibilities separately. Advanced workforce models may require additional work.
Agree the identity provider, data exchange, error handling and ownership.
Reconcile migrated history and parallel pay results before agreeing go-live.
Review the deployment, current assurance documents and the required accessibility tests.
Define overtime scenarios, vacancy assumptions and multi-year forecasting before scoping.
Include the normal case, an exception, a change of responsibility and the expected payroll or operational outcome. Detailed agreement rules deserve tests at their boundaries.
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