Pause, restart, or end a position
Practice a temporary suspension and return, review an open-ended pause, and learn what changes when a position ends permanently.
Updated October 4, 2026
In this article
Use Suspend when the organization temporarily stops using a position, Reactivate when it returns, and Eliminate when it ends permanently. These actions change the position’s status and follow its approval process.
Before you begin
Use the instructor’s separate staffing practice organization and a designated full-time position. Do not suspend the position used for your main financial journey. Arrange the required request and review access.
Open the practice position’s assignments and reporting relationships. The instructor should identify any employees assigned to it and positions that report to it. Review which assignments pause during suspension and which end or are canceled on elimination. Choose where affected reporting positions should report. A transfer to another position needs its own assignment.
Plan a pause and return together
- Keep the practice employee assigned. Review its current and future assignment dates and any reporting positions.
- Start the Suspend request for July 1 and include the approved Reactivate date of September 1, 2027.
- Keep the position at 1 FTE when it returns.
- Review the whole timeline, the effect on assignments and reporting lines, and the subscription capacity needed for the return.
- Complete the request and all required approvals.
- Compare June 30, July 1, August 31, and September 1.
| Period | Position status | Approved FTE | Active FTE |
|---|---|---|---|
| Through June 30 | Active | 1 | 1 |
| July and August | Suspended | 1 | 0 |
| From September 1 | Active | 1 | 1 |
FTE Tree keeps the recorded size of the job and the assignment dates during the pause. The approved return restores the position’s capacity and the same assignments participate again if they have not ended. Review Issues for employees who need placement during the pause.
Review a pause without a return date
On the instructor’s second example, leave the approved return date blank. A reminder or review date tells someone to look again; it does not authorize reactivation. A later approved request must reactivate or eliminate the position.
If a return was already approved but the date changes, select that approved status entry and submit the revised timeline for approval using the offered amendment action. Check the old and new dates, the paired suspension, assignments, and reporting lines. Do not enter an unrelated new status change to hide an approved future action.
End a position permanently
Use a third designated filled practice position. Review automatic assignment cleanup and select any reporting changes in the request. Choose Eliminate and enter July 1, 2027. Review the confirmation and complete the approvals.
The position remains active through June 30 and is Eliminated from July 1. Its history remains available. An eliminated position cannot be reactivated for new work. If the elimination was recorded incorrectly, use Correct elimination and review its consequences. If a new job is needed later, Copy as new position creates a separate draft with its own approval request.
Check your understanding
Explain why a vacancy is different from a suspension, and why a position with zero FTE has not automatically been suspended. Find the retained history after elimination without trying to restore the ended position.