Add a compensation adjustment when employee pay needs a premium, allowance, or reduction. Choose the rule, the people or assignments it should apply to, and its dates. The adjustment changes the calculated cost while keeping the original pay entry and assignment FTE available to review.

Before you begin

To do this You need
Review applied adjustments and calculated results View actual compensation for every included department
Apply, correct, end, or remove an applied adjustment Manage actual compensation for every affected department
Use an organization-wide, job-group, job-classification, work-schedule, or shift scope Manage actual compensation for All departments
Change the underlying rule The setup permissions listed in Pay adjustment rules

Actual compensation is protected information. Confirm the pay adjustment rule, scope, and effective date before saving, and do not copy compensation values into position control or labor budget.

Apply an adjustment

Before saving, decide whether a fixed amount should shrink with part-time FTE, who should receive it, and what should happen if another adjustment also applies.

Use Search on Applied adjustments to review existing adjustments by rule, scope, or status before adding another one.

  1. Open Compensation and select Applied adjustments.
  2. Select Apply adjustment.
  3. Choose the effective date.
  4. Choose an existing pay adjustment rule and an optional end date.
  5. Choose who it applies to, then select the department, job group, job classification, position, or assignment when required.
  6. Select a work schedule or shift only if the policy applies to that work pattern.
  7. Review Advanced behavior. Keep the defaults unless the policy needs different fixed amount handling or overlap behavior.
  8. Select the applied adjustment to replace or suppress when that behavior is needed.
  9. Save, wait for the result to update, and open an affected assignment to check the added or removed amount.

The effective date is the first included day; the optional end date is the first day the adjustment no longer applies. Check the rule’s target, method, value, basis, and duplicate behavior before saving. Ask an authorized administrator to correct a wrong rule instead of adding another adjustment to compensate for it.

Choose whether fixed amounts shrink for part-time FTE

Coverage tells FTE Tree whether a fixed amount should follow the person’s part of a full-time job or be added in full to each matching assignment. For example, a $1,200 allowance could become $600 at 0.5 FTE, or remain the full $1,200, depending on this choice.

Coverage Result
Scale fixed amounts with assignment FTE Gives a part-time assignment a proportional share of a fixed amount, including when its pay is contracted.
Apply once per assignment Applies a fixed amount once to each matching assignment. Required for assignment-specific scope.

Percentage adjustments follow the value they modify under either choice. For a separate half-time contract totaling $30,000, a $2,000 yearly allowance adds $1,000 when scaled with 0.5 FTE, or the whole $2,000 when applied once. Total cost is $31,000 or $32,000. Do not halve the $30,000 contracted pay again.

If another adjustment changes FTE only for the calculation, fixed pay-rate amounts use that calculated FTE. Fixed annual-cost amounts use the assignment FTE you recorded. For example, with a recorded half-time assignment and calculated FTE of 1, a scaled $2,000 annual-cost allowance still adds $1,000. See advanced working arrangements before combining these choices.

See Adjustment calculations for rounding, calculated FTE, and a complete worked example.

Choose who receives the adjustment

Choose who receives the adjustment using Applies to. You can choose the whole organization or one of these:

  • Department
  • Job group, including job classifications in its subgroups on each selected date
  • Job classification
  • Position
  • Assignment

You can further limit the adjustment to a work schedule or a shift, but not both. It applies only when the assignment is included in your selection, the dates overlap, and the chosen schedule or shift matches.

Choose one assignment for an individual agreement, a position or job classification for a policy about that work, or a department for a local policy. Choose the whole organization only when the policy is intended to apply everywhere. Assignment-specific adjustments use Apply once per assignment.

The work schedule used for matching comes from the assignment when the assignment has its own actual schedule. Otherwise, the approved position schedule supplies the match. A shift condition matches the classification of that selected schedule.

Example: assignment schedule overrides the position schedule

A position uses the Weekdays schedule, but one employee’s assignment uses Night shift beginning October 1. A Night-shift premium can match that assignment beginning October 1 even though the position-level schedule remains Weekdays. Other assignments on the position continue to use their own schedule or the position schedule.

An adjustment selected by organization, job group, job classification, schedule, or shift can affect people in several departments. Managing those shared adjustments requires compensation-management access to All departments. For an adjustment limited to a department, position, or assignment, you need access to the departments it affects.

Control overlapping applied adjustments

FTE Tree first identifies applied adjustments that are active on the selected date and match the assignment. It resolves explicit replacement and suppression, then applies the remaining rules in the calculation order configured under Settings > Pay adjustment rules. An applied adjustment cannot change that shared order.

Overlap behavior Use it when
Add with other applicable policies This applied adjustment should contribute alongside the other selected policies.
Replace a selected applied adjustment This applied adjustment should contribute instead of the specific applied adjustment selected below it.
Suppress a selected applied adjustment The selected applied adjustment should not contribute, and this suppressing adjustment should add no amount of its own.

Use these rules to predict the outcome:

  • Additive applied adjustments for different rules can all contribute in their rule-level calculation order.
  • When the same rule could match more than once and Allow duplicates is off, the applied adjustments conflict. End, remove, replace, or suppress the overlap rather than expecting FTE Tree to choose one.
  • When Allow duplicates is on, each matching additive adjustment can contribute.
  • Replace and Suppress act on the specific applied adjustment selected in Replaces.

For example, an organization-wide cost-of-living applied adjustment and a department applied adjustment using the same rule would both match employees in that department. If the rule does not allow duplicates, explicitly replace or suppress the organization-wide applied adjustment for that exception, or use a different rule that represents the department policy.

Replacement and suppression preserve the original applied adjustment and its activity history. They change which adjustment contributes; they do not delete the selected record.

Example: replace a broad applied adjustment with a local exception

A 3% organization-wide rule applies to every matching assignment. One department instead needs a separately defined 4% rule for the same period.

Apply the 4% rule to the department, choose Replace a selected applied adjustment, and select the organization-wide 3% applied adjustment. Matching assignments in that department use the replacement; assignments elsewhere can continue to use the broad applied adjustment.

Example: suppress a policy without adding another amount

To exclude one assignment from an organization-wide equipment allowance, choose the equipment allowance rule and that assignment. Select Suppress a selected applied adjustment, then select the existing equipment allowance to stop. Enter the dates of the exception. This entry stops the selected allowance for that assignment; it adds no amount of its own.

Do not turn on Allow duplicates merely to clear this conflict. Use it only when the business policy truly intends every matching use of the same rule to contribute.

Correct, end, or remove an applied adjustment

Open the applied adjustment and choose the action that matches the event:

Action Use it when Important limit
Correct applied adjustment Its dates, included records, or calculation choices were entered incorrectly The underlying pay adjustment rule is locked during correction
Set end date The applied adjustment was valid and should stop on a known date The end date is the first excluded date
Remove incorrect applied adjustment The applied adjustment was entered by mistake and should never have applied Do not use removal for a policy that was valid for part of its period
Apply this rule The same reusable rule needs another valid dated applied adjustment Confirm that the new applied adjustment will not create an unintended overlap

If the wrong rule was selected, remove the incorrect applied adjustment and apply the intended rule. The rule cannot be changed during correction.

Use the Activity history clock immediately to the right of the page actions to review who made each change, when it was made, the earlier values, and the stated reason. The detail page shows what applies now.

Check the result

  1. Open Employee pay and confirm the employee’s applicable pay entry.
  2. Open Applied adjustments, select the rule name, and confirm the applied adjustment, scope, eligibility, and calculation details.
  3. Run an Actual Compensation Snapshot for the date you are checking.
  4. Confirm the affected position, assignment FTE, and final annual compensation in the report.
  5. Work out one assignment’s amount from its pay, FTE, and adjustments, then compare your answer with the page.

The report shows one combined amount per position, using its assignments. It needs complete information for every assignment. If one assignment is incomplete, the whole position amount stays blank. The report does not list every applied rule as a separate row. Check the adjustment details and each employee’s pay, then add the amounts and compare them with the position total.

If the adjustment is absent, confirm the report date, rule dates, scope, schedule or shift eligibility, overlap behavior, duplicate rule, and the rule’s calculation order.

If adjustment setup is incomplete or applied adjustments conflict, the affected position remains blank and Issues identifies the correction. If any required compensation or employee information is missing, use Resolve items that need attention.

After a correction or end date, check both sides of the changed date and any replacement for an unintended gap or overlap.

Form choices

Use this reference to choose form values. Available choices depend on the task, selected date, and your access.

Fixed amount handling

Choose how a fixed amount is applied to each matching assignment.

Choice Meaning
Scale fixed amounts with Assignment FTE Scale the fixed amount by each matching assignment’s FTE.
Apply once per Assignment Apply the full fixed amount once to each matching assignment.

A $1,000 fixed annual allowance at 0.5 assignment FTE contributes $500 when scaled, or $1,000 when applied once per assignment. An employee with two matching assignments can receive two contributions under the per-assignment choice. This choice does not turn a percentage into a fixed allowance.

Overlap behavior

Choose how this entry interacts with a selected existing applied adjustment.

Choice Meaning
Add with other applicable policies Apply this entry with other matching policies, subject to the reusable rule’s duplicate setting.
Replace a selected applied adjustment Apply this entry instead of the selected applied adjustment where the exception matches.
Suppress a selected applied adjustment Stop the selected applied adjustment where the exception matches, adding no amount of its own.

For example, an assignment exception can replace an organization allowance only for the selected assignment and dates. Suppressing that allowance removes its contribution without introducing a new one. Select the existing applied adjustment explicitly; choosing the same reusable rule alone does not identify the target.

Applies to

Choose who the adjustment applies to, then select the department, position, employee, or other record requested. Schedule and shift choices can limit the selection further.

Choice Meaning
Entire organization Apply to matching assignments throughout the organization.
Department Apply within the selected department scope.
Job group Apply to job classifications classified in the group or its subgroups on each effective date.
Job classification Apply to assignments matching the selected job classification.
Position (all matching assignments) Apply to matching assignments on the selected position.
Assignment (one employee-position assignment) Apply only to the selected employee-position assignment.

Choosing a position can include several employees when the position is shared. Choose an assignment when the adjustment belongs only to that employee’s work in that position. The dates, schedule, and shift must also match before the adjustment applies.

Optional practice: add the benefits estimate to Avery’s pay

For exercises that change records, use a separate practice organization and complete the preparation below.

Practice steps and checks

Use the same Course benefits estimate rule you created for budget.

  1. Open Compensation > Applied adjustments and choose Apply adjustment.
  2. Select Course benefits estimate.
  3. Choose the Patient Services Coordinator position and start it on January 1, 2027.
  4. Leave schedule and shift restrictions blank. Under Advanced behavior, keep Scale fixed amounts with assignment FTE and the standard additive behavior.
  5. Save and wait for the result.
  6. Open Avery’s compensation calculation.

The rule should add $60,000 × 20% = $12,000, giving $72,000 yearly compensation.

Applying a rule in budget does not apply it in compensation; you must do both steps. After a dated salary change, the same 20% rule uses Avery’s new salary. Do not apply a second copy of the rule to increase pay.