The same pay entry can mean a full-time salary, an hourly rate, or an agreed total for one assignment. Choose the meaning before multiplying by FTE.

Prepare separate practice records

Use an instructor-designated practice organization following the Evergreen Health example. Do not change Avery’s already completed salary increase. Create a separate position and employee for each exercise, or finish one exercise and deliberately prepare the next starting values through the supported record actions.

For the salary examples, begin with a $70,000 full-time annual position budget, $60,000 full-time annual employee salary, and one 20% annual-cost benefits rule applied separately to budget and compensation. Use January 1, 2028 for the practice start. No other adjustments should apply. You need the appropriate position, employee, budget, and compensation permissions.

Fill half of a full-time position

  1. Approve the practice position at 1 FTE.
  2. Assign the practice employee at 0.5 FTE, meaning half time.
  3. Enter 60000 with Annual salary (scaled by FTE).
  4. Open budget and compensation for January 1, 2028.
Amount Calculation Result
Salary cost $60,000 × 0.5 $30,000
Benefits $30,000 × 20% $6,000
Employee cost $30,000 + $6,000 $36,000
Whole position budget $70,000 × 1 × 1.20 $84,000
Assigned budget $84,000 × 0.5 ÷ 1 $42,000
Vacancy budget $84,000 − $42,000 $42,000

Employee cost is $42,000 − $36,000 = $6,000 below the assigned budget. Check the whole position: $36,000 cost + $6,000 remaining assigned budget + $42,000 vacancy budget = $84,000.

Make the position itself half time

On a different practice position, approve 0.5 FTE and assign the employee at 0.5 FTE. Keep the same full-time budget and salary rates.

Budget capacity is $70,000 × 0.5 = $35,000 salary budget, plus $7,000 benefits, totaling $42,000. All $42,000 is assigned and vacancy is $0. Employee cost remains $36,000.

The first exercise left half a full-time position vacant. This exercise fills an entire half-time position. The same employee hours do not imply the same approved capacity.

Calculate hourly pay

Use a full-time practice assignment. Set the organization’s annual hours to 2080 from the practice start date, following Annual hours.

  1. Enter 30 with Hourly rate.
  2. Check that the calculation uses 2,080 annual hours per full-time equivalent.
  3. Apply the same 20% benefits estimate once.

Salary cost is $30 × 2,080 × 1 = $62,400. Benefits are $12,480. Total yearly cost is $74,880. With a half-time assignment, it would be $31,200 + $6,240 = $37,440.

A schedule such as Weekdays does not itself supply annual hours. If required hours are missing, enter the agreed hours rather than guessing an annual salary.

Enter an agreed contracted total

For a separate half-time assignment, enter 30000 and choose Contracted annual pay (not scaled by FTE). Select that specific assignment.

The agreed $30,000 already covers the half-time work. Starting cost is $30,000, not $15,000. With 20% benefits, cost is $30,000 + $6,000 = $36,000.

If an adjustment later changes FTE for calculation purposes, contracted pay changes in proportion to calculated FTE divided by recorded assignment FTE. For example, calculated 1 FTE ÷ recorded 0.5 FTE = 2; $30,000 × 2 = $60,000 before benefits. This is a separate planning assumption, not a second application of part-time scaling to the original agreement.

Check two assignments and one exception

The organization’s assignment rules must allow one employee to hold two half-time assignments. Use two separate full-time practice positions and an employee-wide $60,000 Annual salary (scaled by FTE) entry with no assignment selected.

  1. Assign the employee to each position at 0.5 FTE.
  2. Apply the 20% compensation benefits to each position once.
  3. Open both assignment calculations. Each uses the employee default and costs $30,000 + $6,000 = $36,000.
  4. Check the employee total: $36,000 + $36,000 = $72,000.
  5. Add assignment-specific annual salary of 64000 to the second assignment from July 1, 2028.
  6. Compare June 30 with July 1.

From July, the first assignment remains $36,000. The second uses its specific salary: $64,000 × 0.5 = $32,000, plus $6,400 benefits, totaling $38,400. The combined yearly cost at that date is $74,400. The assignment-specific pay replaces the employee default for that assignment; it is not added to it.

Continue to adjustments that apply together.