Try a budget-rate or employee-pay change in a workforce plan to see what it would cost from a chosen date. Enter budget changes and pay changes separately. You need the appropriate access for each, just as you do when changing approved information.

Before you begin

You need Manage plans for all departments included in the plan. Budget proposals also require permission to view labor budgets; pay proposals require permission to view compensation. Applying them requires Apply plan changes and permission to manage the affected budget or pay records.

Choose the financial measure

Measure Meaning
Authorized Budget The cost of approved position capacity using its Budget rates and applicable adjustments
Expected staffed cost The portion of the position budget used by planned assignments; this uses budget rates, while Compensation uses employee pay
Compensation Employee compensation under its recorded pay type and assignment rules

A Budget rate is not an employee’s pay. A proposed compensation amount is not a record of paid payroll. Delaying a hire does not automatically remove authorized Budget capacity.

Propose a rate

  1. Open Add change and choose Budget or Compensation.
  2. Choose Change a position Budget rate, Change a job code Budget rate, or Change compensation.
  3. Select the position, job code, or employee and assignment that should change.
  4. Enter the new amount and the date it begins.
  5. For a budget rate, choose Hourly or Annual. For employee pay, choose the pay type that matches the agreement.
  6. Choose Save proposed change. Wait for the draft calculation, review the financial difference, then review the item for application when ready.

Hourly rates use four decimal places. Annual monetary amounts use two. Annual salary scaled by FTE and actual contracted annual pay have different meanings; choose the type that matches the pay arrangement.

A proposed rate has an Effective date and no end date. If proposals give different values to the same record on the same date, review and resolve the conflict before continuing. Use separate plans to compare alternatives.

Choose an amount or percentage

For a position Budget rate, job code Budget rate or compensation change, choose How to set the rate. Enter a new amount lets you set an explicit amount and rate or pay type. Change the baseline rate by a percentage uses the saved baseline rate on the effective date and preserves its type. Enter 3 for a one-time 3% increase or -3 for a 3% reduction; leave the amount and type blank. A $70,000 annual baseline becomes $72,100 at 3%.

The percentage is converted to a fixed proposed amount when you save. Later baseline updates do not compound it. If the baseline has no rate for the selected target and date, enter a new amount instead. Review the actual saved amount before applying it.

Propose department rate changes

From Add change > Budget, use Change department Budget rates to prepare individual Budget rate proposals for the selected department. Enter the effective date, percentage and reason.

A 3% change taking effect in July increases the selected rates once from that date. It does not mean an additional 3% increase every month. The workforce plan keeps a list of the affected positions for review. If department membership changes later, extra positions are not automatically added to that list.

Check later effective values already included in approved information. A proposal does not overwrite a value with a later effective date. Add another dated proposal if you intend to change that later value.

Review the selected positions, proposed amounts and exceptions before application. If a rate is missing, add it to the approved information or enter a proposed rate. FTE Tree does not fill the gap with an average.

Plan a temporary rate

Record two proposals: the temporary value and the value that should apply on the return date. For example, propose $75,000 effective July 1 and $70,000 effective September 1. Select both entries when they must happen together. Applying that selection records those dated values; it does not fill in an end date or invent a return amount.

The workforce plan’s Through date limits the result you are reviewing. It does not end an applied rate.

Replace or suppress an adjustment

Choose an adjustment change, then select replacement or suppression under Overlapping applications and identify the approved adjustment being replaced or suppressed. Review the target and effective dates. An additive adjustment leaves the existing adjustment in place.

A shared job code Budget rate can affect positions throughout the organization. Propose it in an organization-wide plan with organization-wide Budget viewing access. Applying it requires organization-wide Budget management and plan-application authority. Check every department affected before reviewing the change.

Review financial effects

Read the totals on Overview, or run a monthly workforce plan report to see the amounts before and after your proposals for the same dates. The difference is the after amount minus the before amount. Open the position and its proposed changes when you need to explain what produced that difference.

A negative change can mean that a proposal costs less. The final rates and costs remain at least zero. When a calculation reaches the zero minimum, its explanation identifies that limit. Read Understand adjustment calculations for worked examples.

Optional practice: try a 5% salary increase

Use prepared practice records for this exercise. Follow its setup instructions before making changes.

  1. Open 2027 pay review and add an employee-pay change.
  2. Select Avery’s existing 1.0 assignment.
  3. Work out the new salary: $60,000 × 5% = $3,000; $60,000 + $3,000 = $63,000.
  4. Choose Annual salary (scaled by FTE), enter $63,000, and begin it on January 1, 2027.
  5. Save and wait for the result.

The existing 20% benefits estimate should become $12,600. Total compensation becomes $63,000 + $12,600 = $75,600, which is $3,600 more for the year. Budget stays $84,000.

You have changed salary, not added another benefits rule. For a separate new-hire workforce plan, choose that person’s Planned assignment when entering their pay.

Form choices

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

Coverage

Fixed monetary amounts follow the coverage choice for the proposed financial area.

Choice Meaning
Scale with FTE Reduce or increase a fixed monetary contribution with the applicable FTE.
Retain while Position is active Apply the fixed monetary contribution once while the position is active, including when assigned FTE is zero.
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.

Budget proposals offer FTE scaling or retention while the position is active. Compensation proposals offer assignment-FTE scaling or one application per assignment. These choices have different units and should be reviewed in the corresponding workforce plan results before application.

Check who can apply rate changes

Job code budget rates require budget management permission. Applying them from a plan also requires permission to apply plan changes. When rates and position changes must happen together, select them in one application and use an administrator with authority for every selected change. They apply together without creating approval requests. The confirmation identifies existing requests affected by the application and explains how they will close. Independent changes can be selected and applied separately.