Choose scheduled or worked hours
Scheduled hours describe planned staffing. Actual hours worked describe the hours delivered during the period. Use a consistent basis, including your treatment of leave and holidays, when comparing results.
Calculate full-time equivalent (FTE)
Enter one person’s hours or the total for a group that shares the same full-time standard. Use the same time period for both inputs.
For example, compare 32 hours in a week with a 40-hour full-time week. Use your organization’s full-time schedule.
Full-time equivalent
FTE
32 hours ÷ 40 full-time hours = 0.80 FTE
Try an example
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FTE and headcount differ
Ten people at 40 hours and four at 20 hours total 480 weekly hours: 12.0 FTEs on a 40-hour standard, with a headcount of 14.
Use the right full-time standard
Calculate groups with different full-time standards separately, then add their FTE results. A 30-hour schedule is 0.8 FTE against a 37.5-hour week.
Keep overtime in context
Worked hours above the full-time standard can produce more than 1.0 FTE. That result does not automatically change an employee's scheduled FTE or a position's approved capacity.
For more worked examples and reference sheets based on a 40-hour week, read how to calculate a full-time equivalent.
What does this mean for an approved position?
A 0.8 FTE assignment in a 1.0 FTE position leaves 0.2 vacant FTE. Filling that capacity, changing the approved position, and changing employee pay are separate decisions.
See how FTE Tree tracks positions and assignments, or explore the staffing and cost reports.
Put FTE Tree to work in your position plan.
Connect approved FTE, employee assignments, vacancies, and staffing decisions in FTE Tree.