Introduction

Position job codes are required on positions. Job codes are organized as a tree, so you can build job code families, classifications, or other groupings that match your organization. Values such as default wage rates and adjustments can flow down the job code tree, allowing shared settings to apply to lower-level job codes.

You can use the job code tree to build your list of job code families, classifications, or organizational divisions. FTE Tree also lets you assign a position at any level of the tree. For example, if you have a job class called “Financial Analysts” with levels I, II, and III, but you are not sure which level to staff yet, add a default wage rate to “Financial Analysts” and allow positions to be assigned there. If users know the exact level, they can attach positions directly to that level.

When you first set up your organization, a default 'Organization Default' job code is created. This is the highest level of your job code tree, and every job code you create sits under it. For most organizations, we recommend keeping this as a single root job-code family and organizing every job class, level, or grouping underneath it. A single root keeps inherited defaults, adjustments, reporting filters, coverage target rules, and descendant job-code selection easier to understand. You may make this job code unavailable for use, rename it, or modify it, but you may not delete it.

Before configuring your job code tree, please consult this documentation and think through the implications for how you assign job codes and their associated settings within FTE Tree. Please contact us with any questions on how to best set up your organization.

Job codes and scenarios

Job codes are part of your organization setup. Creating job codes, renaming job codes, changing general job code settings, or deleting job codes must be done from the Operating Budget.

When a forecast scenario is active, job code settings pages can still show scenario-specific job code field assumptions for existing job codes. Calculations use the scenario's effective-dated job-code values and parent tree when a scenario is selected, while the Operating Budget continues to use approved job-code values. The scenario view does not create scenario-only job codes. To add or restructure job codes, switch back to the Operating Budget first.

For examples of scenario job-code assumptions, inherited default wages, and Operating Budget versus scenario calculations, see Position calculations and examples.

General job code settings

There are two primary parts to configuring a job code. The first set includes general settings that apply to the job code across time.

Job code name

  • The name of your job code is case sensitive and must be unique across your organization.
  • Depending on how your job code tree is structured, the value entered here may be the name of a job class or family, or a department's worth of job codes.

Parent job code

  • The parent job code is the job code under which this job code is placed. Parent changes are effective-dated, so calculations use the job code tree that applies on the calculation date.

  • Keep job codes under one root unless you have a clear reason to separate the tree. This makes inherited job-code values, descendant filters, reports, and coverage target rules easier to apply consistently.

  • Mapped job codes and default adjustments will be inherited from the parent job code.

  • FTE Tree prevents a job code from being placed under one of its own child job codes. If that would happen, the change is blocked with an error message.

Include in breadcrumb label

  • This setting determines if this specific entry is included in the breadcrumb label for the job code. For example, if you have the family of "Financial Analysts" and a job code of "Sr. Financial Analyst", enabling the breadcrumb label for both of these will display it as "Financial Analysts / Sr. Financial Analyst". Disable the label for "Financial Analysts" and it will only be displayed as "Sr. Financial Analyst".

Historical job code fields

These fields are applied to the position at a point in time. This allows for changing the effective job code values over time. At least one entry is required. The entry with the earliest effective start date serves as the baseline value, or if left blank, the value is treated as always active (displayed as "Initial").

Effective start date

  • Optionally enter the effective start date of the entry. If provided, this value will be used when calculating a position's job code values starting on that effective date. If left blank, the value is treated as always active.

Default wage rate

  • A job code default wage rate can provide the compensation source for a position when your organization has made Position Base wage rate optional.

  • Default wage rates are effective-dated. To satisfy active position readiness, the default wage rate must be approved and effective on or before the position's active date.

  • Default wage rates can be inherited from parent job codes. For example, if a child job code does not have its own default wage rate, FTE Tree can use the nearest inherited default from the Operating Budget or selected scenario tree when calculating a position.

  • If Position Base wage rate is required in position field settings, a job code default wage rate does not replace the required position-level wage rate for approval readiness.

For direct and inherited job-code wage examples, including incumbent-cost fallback cases, see Position calculations and examples.

Adjustments

  • Enter adjustments to apply to this job code. The adjustments will apply to every position with this job code. Adjustments are also inherited from parent job codes further up the tree as of the calculation date. These inherited adjustments are displayed on the update form.

For examples of inherited job-code adjustments combined with position adjustments, see Position calculations and examples.

Department mapping

Job codes can be mapped to specific departments, controlling which job codes are available in each department. This mapping ensures that job codes and their associated wage rates are only visible in the departments where they should be used. Job codes must be explicitly mapped 1:1 to a department; there is no hierarchy or cascading for department mappings.

Job code field settings and audit events

Job code field settings are configured separately from position field settings. To manage job code core fields, custom fields, option sets, and audit event settings, navigate to Settings and use the Job Code row.

Pay grades

Pay grades allow you to define salary ranges for job codes, providing visibility into where a position's base wage rate falls within the expected range.

Configuring pay grades

Pay grades may be created and managed in the Pay Grade settings. Each pay grade requires:

  • Minimum value: The minimum base wage rate for the pay grade.
  • Maximum value: The maximum base wage rate for the pay grade.

Pay grade values are historical, allowing you to adjust ranges over time using effective start dates.

Assigning pay grades to job codes

To assign a pay grade to a job code, select the appropriate pay grade in the job code's historical fields. When a pay grade is assigned, FTE Tree will display the range penetration of the position's base wage rate relative to the pay grade's minimum and maximum values. This is optional and provides additional context for position costing.

Need help?

If you have questions about configuring your job code tree or pay grades, please contact us or email us at support@ftetree.com.