Two adjustments can legitimately apply on the same date. What matters is which rules apply, how they are combined, and whether they use the starting amount or an amount already changed.

Prepare one clean calculation at a time

Use a separate practice organization and full-time position. Its salary budget is $70,000, its employee salary is $60,000, and position and assignment are 1 FTE. Begin on January 1, 2028. Use Weekdays as both the position schedule and the assignment’s inherited schedule. No course benefits or other rules should already apply.

Create new practice rules for each exercise rather than changing the rule used by the main course. For each dated exercise below, start the applied rules on the named date and end them the following day. The end date is excluded. Check the yearly cost on the start date; these one-day exercises are not statements that a whole annual allowance is paid in one day.

For compensation, apply to the practice position, choose Scale fixed amounts with assignment FTE, and use Add with other applicable policies unless the exercise says otherwise. Full-time FTE makes the fixed amount whole. Budget uses Scale with FTE and Add with other applied adjustments.

Compare four calculation orders

Create each rule through Settings > Pay adjustment rules, with Annual cost only as its target. Make it available on positions for the practice dates. Apply it through the relevant financial area’s Applied adjustments page.

Practice date Rules to create and apply Compensation calculation Result
January 1 20% Percentage of starting value (non-compounding); $1,200 Fixed amount after percentages $60,000 + $12,000 + $1,200 $73,200
January 2 $1,200 Fixed amount included in percentage basis; 20% percentage of starting value ($60,000 + $1,200) × 1.20 $73,440
January 3 Two distinct rules: 20% and 10%, both percentage of starting value $60,000 + $12,000 + $6,000 $78,000
January 4 Two distinct Percentage of running value (compounding) rules, 20% then 10% $60,000 × 1.20 × 1.10 $79,200

Use Order within type to put 20% before 10% in the final exercise. Open each calculation and check the contributions separately. January 2 costs $240 more than January 1 because benefits include the allowance: $1,200 × 20% = $240. January 4 costs $1,200 more than January 3 because 10% also applies to the earlier $12,000 increase.

A rule that changes Pay rate acts before yearly cost is calculated. A Projected FTE rule changes the FTE used for calculation without creating staffing. The complete calculation reference shows all twelve combinations of those three targets and four methods, with the units at each step.

Let two different rules apply together

For January 5, apply a new 20% benefits rule and a separate $1,200 fixed-after allowance to both budget and compensation. Both should appear in the result:

  • Budget: $70,000 + $14,000 + $1,200 = $85,200.
  • Compensation: $60,000 + $12,000 + $1,200 = $73,200.

Different rules are not duplicates merely because their dates match. Giving one budget application a higher priority does not remove a different additive rule.

Compare one repeated rule in budget and compensation

This exercise affects the practice organization broadly, so use only the designated practice organization. Create a new 20% annual-cost rule with Allow duplicates off.

  1. Apply it to the organization for February 1, ending February 2.
  2. Apply the same rule to Outpatient Services for the same dates.
  3. In budget, give the organization application Overlap priority 100 and the department application 200.
  4. Repeat the two applications separately in compensation, which has no overlap-priority field.
  5. Open the practice position’s budget and compensation for February 1.

Budget selects the department application because its priority is higher. It adds 20% once: $84,000. Compensation detects the two conflicting uses and has no complete result. Open Issues, inspect both applications, and remove the deliberately incorrect extra application with a reason. After recalculation, compensation should be $72,000.

A narrower department or position does not automatically win. Check the selected application, not just the amount: two uses of the same 20% rule can give the same numeric answer even if the wrong application was selected.

For February 3, use a different rule with Allow duplicates on and repeat the broad and department applications, ending February 4. Now both uses contribute:

  • Budget: $70,000 + $14,000 + $14,000 = $98,000.
  • Compensation: $60,000 + $12,000 + $12,000 = $84,000.

Turn on duplicate use only when that is the intended policy, not to hide an accidental conflict.

Replace or stop one selected adjustment in a workforce plan

Prepare an approved 20% benefits application on the practice position from March 1 through March 31, 2028, using April 1 as its end date. Create a separate workforce plan for that month. Create another rule for a 25% annual-cost benefit.

  1. Add Apply a compensation adjustment to the workforce plan.
  2. Choose the practice position and 25% rule, beginning March 10 and ending March 20.
  3. Under Overlapping applications, choose replacement and select the specific approved 20% application in Replaces.
  4. Calculate and compare March 9, March 10, March 19, and March 20.

Compensation is $72,000 before March 10, $75,000 during the replacement ($60,000 × 1.25), and $72,000 again from March 20. It is not $87,000, which would add both percentages.

In a separate workforce plan, choose suppression for the original 20% application over the same dates. Select the original rule and application; suppression adds nothing of its own. Compensation becomes $60,000 during those dates, then returns to $72,000. The approved benefit record is preserved until you review and apply an intended change.

Repeat in budget if required: 25% replacement gives $87,500; suppression gives $70,000. Use the budget form’s matching replacement or suppression choice.

Check who qualifies before interpreting an overlap

Prepare an available work schedule named Night shift, classified as Night. In a separate workforce plan copy, limit the replacement to that schedule while the assignment uses Weekdays. It should not qualify, so the original 20% benefit continues. A replacement that does not match must not stop the original benefit.

To try a schedule change in approved records, open the assignment’s Schedules action and add Night shift from the intended effective date. The assignment keeps its employment dates, FTE, and pay. Compare the day before and the day the new schedule starts, then check which adjustments apply. Choose either a schedule restriction or a shift restriction as the adjustment form allows, not both.

Continue to changes during the year.