Full Time Equivalent Definition: 682 Samples

It’s beneficial to convert the employees’ working hours into FTE to determine the total full-time employees in an organization. Various metrics such as headcount, sales, and profits, evaluate the FTE measure. Like we mentioned, some employees count 37.5 to be the standard workweek, which is the number of hours actually worked when you exclude the breaks. FTE has several different uses and several different calculation methods, depending on why you want to calculate it. It will help you plan your project work in regards to deadlines and your budget. Moreover, having accurate FTEs for all your employees will also help employers determine responsibilities towards them, their PTO rates, and whether the business is eligible for certain federal programs. Once you decide why you want to use FTE, identify the appropriate calculation method, and follow it through.

• The FTE employee doesn’t have to actually exist, and can be a combination of part-time employees.
• For example, if you have a 32-hour workweek, multiply it by 52 weeks.
• FTE refers to one full-time employee or the equivalent of a full-time employee.
• A full-time employee is equivalent to an FTE of 1.0, while an individual with half the workload makes up an FTE of 0.5.
• There are differences between FTE, headcount, and hours worked.
• In this way, scheduling projects based on the FTE calculation allows for greater accuracy in workforce planning and the efficient allocation of resources.
• The Patient Protection and Affordable Care Act specifies how an FTE is calculated.

You’ll use all the information from each category to create and orchestrate strategic plans with clearer insight into your daily operations. Find the total hours for both your full-time list and part-time list. Subtract all approved leave hours from the total number of each employee’s hours worked. BerniePortal® is an all-in-one HRIS that allows small and mid-sized businesses to optimize HR, improve employee experiences and spend more time building the businesses they love.

Now let’s talk about other acronyms with numbers… FTE 100%. What is that?

In most cases, the typical hours worked by an employee is 8 hours. By that standard, the full-time hours in a week will be as below.

FTEs must comply with applicable laws and the budget allocated to each agency. In the event of voluntary separation incentive proposals, also called buy-outs, FTEs are adjusted on a one-on-one basis. FTEs in government agencies aren’t necessarily capped; however, the manager must justify the number of FTEs, and it needs to be compliant with regulation and budget requirements. Schools also use this metric to calculate their yearly numbers of full-time teachers for licensure purposes. The fee-for-service is also common in the healthcare and medical professions.

Can Owners of Small Businesses Be Counted as an Employee?

Measuring FTE allows employers to evaluate the hours and the work of part-time workers, not least because part-time employees are paid less and don’t necessarily enjoy the same benefits as their full-time colleagues. Additionally, FTE could also be used to establish revenue benchmarking and employee profitability. So if a business has 10 employees who each work 80 hours per month, they would have 800 part-time hours. Dividing by 120 gives us 6.66, and the answer is rounded down to get six full-time equivalent employees. It’s unlikely that you only employ full-time employees in your company — you likely receive help from part-time employees or temporary workers. The full-time equivalency measurement lets you calculate the hours those employees work compared to a full-time workload.

• The exact number will depend on the country where the employment is occurring, since the number of holidays varies by country.
• This provision also requires employers to give employees 1095-Cs for tax purposes and to determine whether the ALE owes further payments or penalties.
• Appeared in G2 Crowd Learning Hub, The Good Men Project, and Pick the Brain, among other places.
• Companies with 50 or more FTE hours worked — regardless of the actual headcount — legally classify as an Applicable Large Employer .
• In Australia, the equivalent to FTE for students is EFTSL (Equivalent Full-Time Student Load).
• This section requires that all employees must be given information about their health care coverage.

Outsourcing workload to contractors, also called conversion, is usually not advised as internal resources should be used to achieve the tasks. Annual and sick leave and compensatory time off are included in the hours worked for the purposes of defining an FTE. However, when filling positions, these factors are excluded from calculating worked hours. Their salary is pro-rata, which means that they are only paid for the hours they have worked. The FTE provides a more detailed representation than the headcount and the salary pro-rata, which are not without their merits.

Accounting Topics

Globalization Partners’ global employment platform streamlines worker classification and ensures your company is compliant in key areas like employment contact generation and payroll. If you fail to meet the mandate for one full year but have met other requirements, you will owe an amount equal to the number of full-time employees you employed during that year, minus up to 30 employees. The “pay or play” penalty for nonprofit and for-profit organizations, which the IRS determines based on the employer’s 1095-C and 1094-C forms and the employees’ individual tax returns. This provision also requires employers to give employees 1095-Cs for tax purposes and to determine whether the ALE owes further payments or penalties.

• In conclusion, having accurate FTEs for all your employees will also help employers determine responsibilities towards them, their PTO rates, and whether the business is eligible for certain federal programs.
• Full Time Equivalentservice means the amount of service compared to a work schedule of at least thirty hours per week.
• This is also known as “the employer mandate” or “the pay or play provisions”.
• Let’s say you have four full-time employees, three part-time employees working 20 hours a week for 30 weeks per year, and one part-time employee working 15 hours a week for 52 weeks per year.
• It allows companies to determine the number of full-time employees they employ.
• This metric does not consider the actual number of employees for that calculation.

When a company expands into a new country, there are key areas where potential disruption and mistakes can occur. In addition to open enrollment and year-end housekeeping, Q4 often comes with the added… The holiday season is just around the corner, and many organizations are gearing up…. If your FTE count is on the rise and you’re ready to expand into a larger and more flexible office, solutions like WeWork All Access or WeWork On Demand are there to support you with hundreds of dedicated workspaces around the world. You can seamlessly collaborate with remote and in-person colleagues in a professional and stylish office space. The placement does not count against the agency’s Full-Time Equivalent openings and the agency does not pay the veteran. Full-Time Equivalent means the percent of a full-time contract.

A single full-time employee is the baseline of the measurement and has an FTE of 1.0, while a part-time employee working half as many hours has an FTE of 0.5. These values are combined with simple addition, so that three part-time full time equivalent employees working half as many hours as a full-time employee would have a total FTE of 1.5. FTE is frequently used to assess an employee’s workload and its contribution to a project, or to track cost savings in a company.