You should bring the FTE information from the position into the employee fixed compensation. In the current solution, you need to create individual pay rate conversions and fixed compensation plans for each and every percentage of full time you have - to have the correct conversion to and from hourly pay Which means a huge number of pay rate conversions and fixed plans in several companies. With the FTE information from the position available, the system can easily do the correct conversions from the full time pay rate conversion. Both the employee compensation forms and the dialogue for adding/updating employee fixed compensation record, should display the FTE factor as of the employee compensation effective date. The actual pay, the employee receives, should be entered. And information about full time annual equivalent and full time monthly equivalent should then be added as display fields in employee compensation forms. (Often it is the full time amount the company should budget for). FYI, we have done an extensions for this in F&O.