A number of HR departments also need the FTE value on the employee, a change in hours may result in a difference (and cost implications) between the planned position FTE and the actual FTE of the employee. Analytics to identify cost savings/increase between the compensation on the position and the employee would benefit solution when the FTE on the employee is different to the FTE of the position.
Comments
Previously commented on Yammer
Couldn't agree more with this. Only having the FTE on the position is very limiting, however I believe the best place for holding how much of a worker's FTE is allocated to a position should be on the position assignment record. This is because a worker may be assigned to more than 1 position irrespective of their working time total e.g. a department has 2 positions (1.0 and 0.5 FTE) and a worker who is a 0.8 FTE is assigned to both. Unless you hold the FTE on the assignment record you do not know how the time is split.
Category: General