Free 5-minute Assessment
Netchex Index Score
Most HR and payroll problems don’t announce themselves. They show up as overtime you can’t explain, turnover you can’t reduce, and admin hours you can’t get back. The Netchex Index Score is a free, 5-minute assessment that benchmarks your setup against your industry and calculates the real dollar cost of the gaps — so you know exactly where to focus.
Free 5-Minute Assessment
Find out what your HR & payroll setup
Find out what your HR & payroll setup
is really costing you
Answer 14 questions. Get benchmarked against your industry. Walk away with a dollar-value picture of where you’re losing time, money, and people.
Avg Netchex customer score by industry
These are real benchmark scores from Netchex customers in your industry. Most companies that complete the assessment are surprised by where they land — and what that gap is actually worth. Where will yours fall?
64/100
Hospitality
▲ with Netchex
71/100
Healthcare
▲ with Netchex
60/100
Food & Drink
▲ with Netchex
69/100
Automotive
▲ with Netchex
🎯
Your company here
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Free personalized report
Question 1 of 14
I am primarily the…
💼
CFO / Financial Leader
Focus: ROI & cost control
👥
HR Director / VP of People
Focus: People & retention
⚙️
Office Manager / HR Generalist
Focus: Daily operations
🏢
Business Owner / Operator
Focus: Growth & risk
Question 2 of 14
What industry best describes your organization?
📊 This calibrates your benchmark comparisons — industry averages for overtime, turnover, and admin burden vary significantly by sector.
Hospitality
Hotels, resorts, venues
Food & Drink
Restaurants, QSR, catering
Healthcare
Clinics, senior care, home health
Automotive
Dealerships, service centers
Building Services
Facilities, janitorial, maintenance
Consumer Banking
Banks, credit unions
Education Services
K-12, charter schools, tutoring
Retail
Stores, distribution, fulfillment
Fitness & Health Clubs
Gyms, studios, wellness
Car Wash
Express, full-service, detail
Sheriff / Public Safety
Law enforcement, public safety
Other
Deskless or hourly workforce
Question 3 of 14
How many employees do you have?
1 – 25
26 – 50
51 – 100
101 – 250
251 – 500
501 – 1,000
1,000+
Question 4 of 14
Do you manage employees across multiple locations?
📊 Multi-location operations increase HR admin burden by 30–40% — separate payroll runs, location-specific compliance, and limited manager visibility all stack up fast.
No — single location
Yes — 2 to 5 locations
Yes — 6 or more locations
Question 5 of 14
Do you pay tipped wages, piece-rate, or variable pay?
📊 Tipped wage and variable pay compliance is one of the top FLSA risk areas — tip credits, tip pooling rules, and flat-rate pay calculations are common audit triggers.
Yes — tipped wages
Restaurants, hotels, bars
Yes — piece-rate or variable
Auto flat-rate, production, commissions
No — standard hourly or salary
Question 6 of 14
What percentage of your workforce regularly works overtime?
📊 The target is below 8% of workforce hours. Above 12% is a measurable cost signal — typically $1,400 per overtime-heavy employee annually.
0%
0%35%+
Question 7 of 14
How many hours per week does your HR or admin team spend on payroll, benefits, and employee questions combined?
📊 Best-in-class teams spend fewer than 6 hours/week on payroll processing. Most teams are surprised by how far above that they are.
0hrs/wk
2 hrs/wk40 hrs/wk+
Question 8 of 14
What is your current annual employee turnover rate?
📊 Every point above industry average has a real dollar cost — typically 50–150% of that employee’s annual salary to replace.
0%
0%150%+
Question 9 of 14
How do your employees typically access their schedule, pay stubs, and PTO requests?
📊 Employees without mobile self-service generate 3–5× more HR desk traffic — calls, texts, and walk-ins that pull your team away from higher-value work.
They use a mobile app
Self-service is working well
They log into a website
Available, but not always convenient
They call or text a manager
High volume of manual requests
Mostly paper or in-person
No digital self-service
Question 10 of 14
Do you know why your employees leave?
📊 Organizations that track exit reasons reduce voluntary turnover by 18–26%. If you don’t know what’s driving people out, it’s hard to change it.
Yes — we track it consistently
Exit interviews or stay conversations
Sometimes — when we remember to ask
Rarely — we piece it together after
No — usually when they ghost us
Question 11 of 14
Have you experienced any payroll tax notices, ACA filing issues, or benefits enrollment errors in the last two years?
📊 Best-in-class companies have zero compliance notices. Even one tax notice costs an average of $8,000–$25,000 to resolve — and signals systemic exposure.
None — clean record
1–2 issues
3+ issues
Yes — with financial impact
Question 12 of 14
Does your HR, payroll, time, and benefits data live in one system — or does your team re-enter information between platforms?
📊 Manual data re-entry introduces errors at 1–4% per entry. For payroll and benefits, those errors are expensive to find and fix — and create compliance exposure.
Fully integrated — one system
Partially integrated — some manual steps
Significant manual re-entry between systems
Question 13 of 14
How long does it take a new hire to receive their first paycheck?
📊 Nearly 1 in 3 hourly workers who quit in their first 90 days cite pay timing as a factor. First-paycheck speed is a direct driver of early turnover in high-churn industries.
Same day or next day
Onboarding and pay are connected
3 to 5 business days
1 to 2 weeks
More than 2 weeks
Common with manual onboarding
Question 14 of 14
If you could fix one HR or payroll problem in your organization tomorrow, what would it be?
📊 Your answer shapes the most important section of your report — we’ll show you exactly which Netchex modules solve it.
Payroll errors
OT overages
High turnover
Slow onboarding
Scheduling & callouts
Slow first paycheck
Tipped wage complexity
Multi-location visibility
Compliance surprises
Open enrollment chaos
Manual data re-entry
Report building
Employee questions
Benefits confusion
Question 15 of 22
How are new hires onboarded — paper forms, a separate HR system, or fully digital in one place?
📊 Paper onboarding takes 3–5 hours of HR and manager time per hire. Digital onboarding in a connected system takes under 1 hour — and feeds directly into payroll from day one.
Fully digital — one platform
Connected to payroll and HR
Partially digital
Mix of digital and paper steps
Mostly paper forms
Manual entry into systems after
Question 16 of 22
What is your average time-to-fill for open roles?
📊 Every extra week an hourly role sits open costs roughly 40 hours of lost productivity. In high-turnover industries, open roles stack up fast and compound the cost of every departure.
Under 2 weeks
Recruiting pipeline is strong
2–4 weeks
1–2 months
2+ months
Hiring is a recurring bottleneck
Question 17 of 22
Have you experienced any payroll tax notices, ACA filing issues, or benefits enrollment errors in the last two years?
📊 Best-in-class companies have zero compliance notices. Even one tax notice costs an average of $8,000–$25,000 to resolve — and signals systemic exposure.
None — clean record
1–2 issues
3+ issues
Yes — with financial impact
Question 18 of 22
Do you track ACA eligibility, benefits enrollment, and COBRA automatically — or mostly manually?
📊 The 2025 IRS ACA penalty is $2,970 per uncovered full-time employee. Manual tracking means the exposure is often invisible until the notice arrives.
Automated — system handles it
Alerts, filings, enrollment tracked automatically
Partially automated
Some manual steps still required
Mostly manual / not sure
Tracked in spreadsheets or not consistently
Question 19 of 22
How is employee time tracked at your organization?
📊 Paper timesheets average a 4.5% time theft rate and create FLSA audit exposure when records are challenged. Biometric or digital systems eliminate both risks.
Biometric or digital clock
Fingerprint, facial, or hardware terminal
Mobile app or web punch
GPS or device-based
Manager enters time
Manually entered per pay period
Paper timesheets
Handwritten, keyed in later
Question 20 of 22
Does your HR, payroll, time, and benefits data live in one system — or does your team re-enter information between platforms?
📊 Manual data re-entry introduces errors at 1–4% per entry. For payroll and benefits, those errors are expensive to find and fix — and create compliance exposure.
Fully integrated — one system
Partially integrated — some manual steps
Significant manual re-entry between systems
Question 21 of 22
How long does it take a new hire to receive their first paycheck?
📊 Nearly 1 in 3 hourly workers who quit in their first 90 days cite pay timing as a factor. First-paycheck speed is a direct driver of early turnover in high-churn industries.
Same day or next day
Onboarding and pay are connected
3 to 5 business days
1 to 2 weeks
More than 2 weeks
Common with manual onboarding
Question 22 of 22
If you could fix one HR or payroll problem in your organization tomorrow, what would it be?
📊 Your answer shapes the most important section of your report — we’ll show you exactly which Netchex modules solve it.
Payroll errors
OT overages
High turnover
Slow onboarding
Scheduling & callouts
Slow first paycheck
Tipped wage complexity
Multi-location visibility
Compliance surprises
Open enrollment chaos
Manual data re-entry
Report building
Employee questions
Benefits confusion
- Analyzing your answers
- Benchmarking against your industry
- Calculating People & Payroll Readiness Score
- Generating your personalized report
Questions? [email protected]
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Your Netchex Index Score
Index Score
—
/ 100
Estimated Annual Opportunity
—
across payroll, time, retention & compliance
You: —
Industry avg: —
Netchex avg: —
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