HR.
Inspect employee and hiring records.

FCTE models the organizational and payroll administration behind a formal job — real graded positions inside a grade-band hierarchy, statutory payroll deductions, training and performance review — for the same synthetic citizens already employed under a real Employment Contract, across Lagos City Twin™.

Lagos City Twin™ · 1940–2026

FCTE's HR model represents how a synthetic resident's formal employment is organized — position and grade context, compensation, statutory deductions, training and performance history through time. The cards below describe the public semantic capabilities available in the Lagos release.

Position and grade-band context captures jurisdiction-specific workforce structure and compensation ranges without publishing the physical grade mapping.

Payroll context represents recurring gross pay, statutory deductions and net-pay outcomes through time.

Statutory-deduction context represents cited jurisdictional pension, health-insurance and income-tax obligations.

Completed training history is role-sensitive so course mix reflects the employee’s position and jurisdiction. Exact catalogs and selection weights are controlled.

Performance-review context represents periodic workforce evaluations with numeric and categorical outcomes through time.

Historical workforce context allows major economic shocks and policy periods to affect synthetic payroll outcomes while keeping the internal propagation logic controlled.

Synthetic by design: no position, payroll run, training record or performance review on this page represents a real employer, a real employee, or an actual compensation decision. FCTE generates a synthetic organizational history from its synthetic population.

Both domains touch the same citizen, and both read from the same underlying employment relationship — but they answer different questions.

Employment's Job Catalog spans 262 jobs across the whole economy (manufacturing, education, legal and more, dating back to 1960). HR's Position catalog is a much narrower, formally graded set of 36 roles per city — the kind of civil-service-style hierarchy (Director, Chief Engineer, Assistant Director…) that has an explicit grade band, a compensation range, and statutory payroll deductions attached to it. Not every Employment Contract maps to an HR Position; HR is the administrative layer for the subset of employment that is formally graded.

Employee-level generation has run in Lagos. Below is a real join across Employee, Position and Payroll — one representative (near-grade-average) employee per band, for the most recent generated payroll month, 2023-04.

Direct output from Lagos release, captured 2026-08-06 — one near-average employee per grade band, PayrollMonth 2023-04.

View HR Deployment Status →

Connections follow the published domain scope. Optional, contextual and planned relationships retain their stated limits below.

A headcount is a number. FCTE's HR model is a chain of dated, connected records: a contract becomes a graded position, a position becomes a monthly payroll run with named statutory deductions, and that run sits alongside training and performance history for the same persistent citizen — bounded, at both ends, by the citizen's own birth and death.

Female, DOB 1980-03-19, Lagos. Employee 124392, hired 2006-01-24 as Senior Clerk (grade GL-06) — a real, published, 20-year employment record with 21 Performance Reviews and 21 Training records, still Active today.

A real Employee row, linked to the same persistent citizen identity used across Demographics and Employment.

Her first Performance Review — the earliest of 21 real, dated review records on this employee.

Her most recent of 21 real reviews — two decades of dated performance history on the same employee, still employed today.

Employee records use the same persistent synthetic-resident identity used across Demographics, Employment and other City Twin domains. This enables longitudinal analysis without exposing the physical join design.

Payroll uses jurisdiction-relevant pension, health-insurance and income-tax context grounded in public law and policy. Exact rate application, caps and calculation logic remain controlled.

Performance Review's Rating is recorded but does not currently change Payroll, grade band, or separation likelihood for any synthetic employee. No causal effect is modeled or claimed today.

FCTE represents Nigeria-specific public-sector grade and compensation structures as distinct jurisdictional models rather than relabeling one shared model. Exact compensation mappings and internal rules are controlled.

14 of 17 defined bands have real positions today (GL-02, GL-05, GL-11 are defined but unused — a genuine, disclosed gap). Highest-paid sample: Head of Service / Permanent Secretary , GL-17, NGN 950,000–1,300,000/month.

Documented public institutions, occupational structures and labor-market evidence provide the external reference frame for the synthetic workforce.

Workforce counts, role distributions and tenure measures are computed from released synthetic HR records and aggregate certification views.

Workforce composition, role mix, tenure and organizational distributions are calibrated to documented institutional and labor evidence and checked at release level. Exact staffing weights and assignment rules remain controlled.

Individual synthetic assignments are generated under controlled domain rules. Exact sampling, assignment order and parameterization are not published.

View HR Generation Methodology →

Longitudinal synthetic pay can move beyond an entry/reference band through modeled tenure and career progression. This is a modeling choice rather than a payroll-compliance rule. Exact progression formulas, rates and grade-specific examples are not published.

Department and employer context is represented within HR, but this public release does not assert direct object-level relationships to Finance or Business. Those cross-domain boundaries remain explicit.

Payroll uses simplified withholding assumptions for synthetic analysis rather than a full statutory payroll-tax engine. The rates are not intended for payroll compliance, tax filing, or employer-specific compensation decisions.

Performance Review's Rating does not currently affect payroll, promotion or separation likelihood for any synthetic employee.

No position, payroll amount, training record or performance review represents an actual employer's policy, a real employee, or an identifiable person.

View All HR Limitations →

Open the HR Realism Report →

17 structural checks run against Lagos: reference data (positions, grade bands, statutory schemes) and employee-level data (100,000 employees, 3.78M–6.51M payroll rows) both fully populated and passing.

Realism certification (5 checks, certification check–R05): ALL PASS, 0 WARN in Lagos — every deduction rate lands inside its sourced statutory band.

Explore Every Domain's Certification Status →

• certification check Health and Pension statutory schemes populated
• certification check Grade Tier Map coverage across all defined grade bands

• certification check / H10 Employee population available + resident-reference integrity, 0 unresolved references
• certification check NetAmount ≤ GrossAmount, 0 violations
• certification check–H17 death/separation-bound payroll integrity, 0 violations Lagos

The same synthetic resident can appear across Demographics, Household, Employment and HR context.

Formal employment can be represented with position and grade context through time; exact release volumes are not a public engine parameter.

Gross-to-net pay context reflects named statutory deduction categories without exposing the calculation recipe.

Training and performance history can accumulate over the employment span as longitudinal workforce context.

Organizational history sits alongside health, household and demographic context through the shared resident identity.

Available as Standalone Domain · Multi-Domain Bundle · Full City Twin™