Read and compare workforce plan results
Explain the cost of the 5% raise, compare a 3% alternative, and keep a report for later review.
Updated October 5, 2026
In this article
The 5% raise increases salary by $3,000 and estimated benefits by $600. Together they increase Avery’s yearly cost by $3,600.
Read the completed result
- Open 2027 pay review and wait for Current.
- Read the compensation row on Overview, then open Changes to inspect Avery’s pay change.
- Check that the proposed pay is $63,000 from January 1, 2027.
- Read Current baseline, Planned outcome, and Remaining difference for the same year.
| Amount | Approved | Proposed | Proposed minus approved |
|---|---|---|---|
| Salary | $60,000 | $63,000 | $3,000 |
| Benefits at 20% | $12,000 | $12,600 | $600 |
| Yearly employee cost | $72,000 | $75,600 | $3,600 |
| Yearly budget | $84,000 | $84,000 | $0 |
The remaining assigned budget is $84,000 − $75,600 = $8,400, or $8,400 ÷ $84,000 × 100 = 10%. The full-time position has no vacancy.
Explain the monthly amounts
Open the monthly compensation report from the page actions. Months have different numbers of days:
| Month | Approved | Proposed |
|---|---|---|
| January: 31 days | $72,000 × 31 ÷ 365 = $6,115.07 | $75,600 × 31 ÷ 365 = $6,420.82 |
| February: 28 days | $72,000 × 28 ÷ 365 = $5,523.29 | $75,600 × 28 ÷ 365 = $5,799.45 |
The salary did not fall in February. The month is shorter. FTE is the staffing amount on the date shown; do not add 1 FTE across twelve months and call it twelve employees. If you independently round each month before adding, the sum can differ by a few cents from the year total. FTE Tree adjusts the final month with a cost so its displayed months add to the period total. If that month cannot absorb a downward correction, it continues into earlier contributing months.
Save the result and compare a smaller raise
- Run a compensation comparison report if you need to retain the original figures.
- Choose Copy plan from the page actions and name it 2027 pay review - 3% raise.
- Wait for preparation.
- Change only its proposed salary to 61800, keeping the same dates and benefits.
- Wait for both plans, open Compare, and select the other plan.
The 3% salary is $60,000 × 1.03 = $61,800. Benefits are $61,800 × 20% = $12,360. Total cost is $74,160. It is $2,160 above the original and $1,440 below the 5% alternative.
Read the names above the columns before interpreting Change. Reversing their order reverses the sign. Use the workforce plan’s compensation view or compensation reports for salary comparisons; the reports named Workforce plan Comparison and Workforce plan Full-Period Comparison compare budget and staffing, not employee compensation.
Keep evidence of the decision
Use a completed report to retain the figures from a particular run. Recorded reviews and applications also preserve their original values; open them from the relevant change. The active plan continues to use current official information.
Archive an unused practice copy through its Actions menu when finished. Find it later under Archived on the Plans list. Archiving a workforce plan preserves its history and does not undo any applied changes.
Keep the original 5% workforce plan active and continue to review and apply it.