One workforce plan for positions, costs, approvals, and long-term forecasts.
FTE Tree gives HR, finance, and department leaders a shared system for funded positions, vacancies, staffing costs, approval requests, scenarios, annual budgeting, and long-range workforce planning.
Staffing plans drift when every team keeps its own version.
HR knows the employee record. Finance owns the budget. Managers understand the work that needs to be covered. When those views live in separate spreadsheets and systems, vacancies get missed, costs are hard to explain, long-term staffing needs are difficult to forecast, and approvals happen after the plan has already changed.
FTE Tree makes the position the shared unit of record, so the funded role, assigned employee, department, cost, approval status, forecast impact, and budget plan stay connected.
Department structure
Model reporting lines, job-code availability, permissions, and workflow routing from the same department tree.
Effective-dated history
Understand what changed, when it applies, who approved it, and how it affects the workforce plan.
Scenario comparison
Compare annual budget plans and longer-range forecasts against the Operating Budget before committing staffing changes.
Report-ready data
Run planning, vacancy, opening, approval, employee, schedule, and GL-ready cost reports.
A workforce plan each team can actually use.
FTE Tree connects the operational, financial, and approval work around every position without forcing teams back into disconnected files.
HR teams
Keep positions, employees, vacancies, effective-dated changes, and audit history in a single position control workflow.
Finance teams
Explain FTE, annualized position cost, incumbent cost, adjustments, budget forecasts, and GL-ready exports from the same data.
Department leaders
Review staffing, submit requests, track openings, and understand approval status with department-scoped access.
From funded position to approved plan.
FTE Tree keeps the full planning cycle connected, so teams can move from position setup to cost modeling, long-term forecasting, annual budgeting, approval, opening tracking, and reporting without rebuilding the same data.
Read product help-
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Plan positions
Define the funded role, department, job code, schedule, wage source, incumbent, and any custom fields your organization tracks.
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2
Calculate cost
Use schedules, annual hours per FTE, wage rates, benefits, differentials, and other adjustments to calculate staffing cost.
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3
Forecast scenarios
Model new hires, reductions, reclassifications, wage assumptions, restructuring ideas, and multi-year budget scenarios before changing the Operating Budget.
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4
Route approvals and openings
Submit staffing changes through department-aware workflows, capture approval history, and keep opening status visible.
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Report outcomes
Run workforce, vacancy, opening, approval, employee, schedule coverage with configurable entry types, target compliance, fiscal-year target loading, and GL-ready reports from the current plan.
Every FTE and cost number has a clear source.
Staffing strategy breaks down when no one can explain why an FTE or cost number changed. FTE Tree ties each calculated value to the inputs that produced it.
See the planning cycle in FTE Tree.
The screenshots below show how teams plan positions, forecast future staffing needs, budget labor costs, approve changes, and report from one shared system.
Manage funded positions, assigned employees, vacancies, departments, and approval status from a single planning view.
Model future wage, FTE, department, job-code, adjustment, and budget assumptions before they affect the Operating Budget.
Route staffing changes to the right reviewers with approval levels, impact thresholds, attachments, and department roles.
Review staffing activity and run reports for position summaries, budget forecasts, vacancies, openings, approvals, schedules, employees, and GL-ready costs.
Pricing that scales with positions, not seats.
Position control works best when the people closest to the work can participate. FTE Tree's pricing model is based on the number of positions you manage, so HR, finance, managers, and approvers can collaborate without every new user changing the budget conversation.
Get a quoteNo per-user fees
Give access to the managers, analysts, approvers, and leaders who need to participate.
Position-based scale
Align subscription size with the workforce plan you manage rather than the number of logins.
Clear subscription model
Discuss one practical pricing metric during evaluation: your managed position count.
Built for sensitive workforce data.
Staffing plans include pay, employee, budget, and approval details. FTE Tree gives administrators controls for who can see and change each part of the plan.
SSO integration
Support single sign-on with organization identity providers.
Multi-factor auth
Add stronger sign-in protection for users who access workforce data.
Department-scoped access
Limit position, employee, report, and approval visibility by role and department.
Audit history
Review who changed staffing records, approvals, settings, and access.
Bring position control, forecasting, budgeting, and approvals into one plan.
Schedule a demo to see how FTE Tree can support your staffing strategy process.