A Pew Research study revealed that 63% of respondents cited low pay as a key reason to quit their jobs, with 42% seeking better pay and promotion opportunities. While company culture, leadership, and work-life balance are important, competitive salaries are crucial for retaining employees. 

Salary adjustments are essential for recognizing and rewarding high performers, but they should not be based solely on performance. Market forces must also be considered to ensure competitiveness with industry standards. Let’s explore how to understand and administer salary adjustments for a motivated and successful workforce. 

Understanding Salary Adjustments

Salary adjustments refer to the changes made to an employee’s compensation based on various factors, including performance metrics, shifts in job roles, and changing market conditions. These adjustments typically manifest as salary increases through bonuses, raises, or promotions. However, they may also entail reductions in pay during periods of financial strain within the company. Companies maintain workforce stability and improve employee motivation by opting for salary adjustments instead of resorting to layoffs during lean periods. 

Reasons For a Salary Adjustment

Salary adjustments can occur for various reasons, such as an increase in job responsibilities, changes in industry standards, or shifts in organizational structures. 

Performance-based

Your top performers should be financially rewarded for meeting targets, contributing innovative ideas, and demonstrating exceptional leadership. Regular performance reviews are essential to accurately recognize and compensate these employees. Failing to do so could lead to high cost of recruitment. Conversely, underperformance may warrant a salary decrease. 

Market forces

To attract and retain talented employees, it’s crucial to provide competitive salaries that match industry standards for similar positions. Offering below-market salaries can make it difficult to recruit qualified candidates and may cause high-performing employees to seek better opportunities elsewhere, affecting attrition rates.

Internal adjustments

Internal adjustments refer to changes within a company that impact employees’ salaries, such as shifts in job responsibilities or company structure. For example, a promotion to a higher position with more responsibilities would warrant a salary increase. 

Similarly, if the company reorganizes its departments, salary adjustments would align with the new structure. These adjustments ensure employees’ salaries reflect their roles and contributions within the company.

Types of Salary Adjustments

Let’s explore the types of salary adjustments to ensure comprehensive coverage for employee satisfaction. 

Merit increases

Merit increases are awarded to employees for exceptional work, meeting or exceeding goals, and going beyond set expectations. These salary adjustments are based on individual performance and contributions to the company. They serve as incentives for employees who consistently excel. An average merit increase is anywhere between 3% to 5% and motivates employees to strive for excellence. They can be awarded annually or directly tied to performance. 

Cost-of-Living Adjustments (COLA)

To ensure your employees can maintain a decent standard of living, it’s essential to offer salaries that match this high cost. For example, Singapore stands out as the priciest city in Asia, with a cost of living surpassing that of 94% of cities worldwide. Monitoring inflation and the rising cost of living in specific geographic regions is essential to prevent employee stress and burnout due to low payouts. Implementing period salary adjustments will help retain top talent and keep them thriving in their roles. 

Market adjustments 

HR departments should conduct and analyze salary surveys, job market reports, and benchmarking data from similar organizations. This data is then compared to the current salary structure to identify any discrepancies. 

Salary adjustments are recommended to align the organization’s salaries with market rates. This may involve increasing salaries that are below the market average or adjusting salaries downward if they exceed market rates.

Equity adjustments

Equity adjustments are made to ensure pay parity and fairness among employees within an organization. It is important that employees in similar roles or with similar skills and experience are equally compensated. 

These adjustments become necessary when disparities exist, such as significant salary differences among employees in the same department. They are intended to rectify pay inequities and eliminate gender discrimination and other biases in the workplace. Organizations must actively identify such issues to promote an equitable working environment. 

Read next: 10 DEI Policies Your Organization Needs and How to Implement Them

Key Considerations for a Salary Adjustment

While making salary adjustments, it is important to consider the following:

Budgeting

When planning for salary adjustments, it is essential to establish a HR budget that takes into account the organization’s financial resources and constraints. Determine the amount that can be allocated towards salary adjustments without compromising other financial commitments. 

Focus on critical job roles that are at higher risk of turnover due to salary disparities. Additionally, maintain flexibility in the budget to accommodate unforeseen circumstances or new priorities that may arise during the year.

Communication

Employees require clear explanations for salary adjustments within the organization, especially if there are reductions or raises for specific positions. Communicate these adjustments in a timely manner, ideally shortly before or when they will take effect, such as the beginning of a fiscal year or performance review cycle.

Consistency

Ensure employees do not perceive favoritism or unconscious bias during salary adjustments by establishing clear guidelines and criteria. Maintain consistency across different departments, roles, and levels. Regularly review salary structures and adjustment processes to identify and address any disparities in compensation.

Compliance

Organizations must ensure that the salary adjustment complies with applicable labor laws, anti-discrimination regulations, and contractual obligations. Thorough audits and reviews of salary adjustment practices can help mitigate compliance risks and ensure alignment with legal standards. 

Confidentiality

Maintaining salary confidentiality prevents gossip and feelings of unfairness among employees. In fact, many jurisdictions have laws governing this. Ensure confidentiality during salary adjustments by: 

• Limiting access to salary information to HR and relevant managers.
• Using secure communication channels like encrypted emails or password-protected documents.
• Emphasizing confidentiality with employees involved in the process.
• Establishing clear policies for handling salary information.

Steps to Administer a Salary Adjustment

Administering salary adjustments requires focusing on many different areas to ensure the calculation and implementation align with the business objectives. Here’s how:

1. Set objectives and budget

What are your salary adjustment goals? Do you aim to reduce turnover by offering competitive packages to enhance employee engagement or boost employee morale by rewarding high performers? Clarifying these objectives helps determine who receives adjustments, how much, and when. Communicating these goals ensures transparency.

After setting your objectives, budget for adjustments within your means. For example, to stay competitive, a 5% increase might be necessary. Calculate your total salary expenditure for the upcoming year. For example, if it’s $10 million, a 5% increase would require a $500,000 budget for adjustments. Distribute this based on performance and market competitiveness.

2. Define criteria and policies

Clarity is crucial among all stakeholders regarding who will receive salary adjustments. Clear guidelines and policies should be in place, considering factors like performance metrics, experience levels, internal equity, and more. 

When setting criteria, ensure policies are in place to manage salary adjustments: 

• Allocate the total adjustment budget annually based on priorities and financial capabilities.
• Maintain pay parity for fairness among employees in similar roles.
• Determine increment percentages based on demonstrated improvement.
• Make adjustment decisions through comprehensive reviews considering performance and goals.
• Ensure salary adjustments comply with relevant employment laws and regulations.

3. Collect data and conduct reviews

With your budget set, gathering employee information is key for salary adjustments. Identify top performers with critical roles and assess their improvement. Use credible sources like:

• Performance evaluations: supervisor reviews provide insights into contributions, strengths, and areas for growth

• Employee records: review tenure, promotions, and past salary adjustments to ensure fairness
• Employee feedback: gather input through employee satisfaction surveys or meetings to gauge perceptions of compensation relative to contribution

Analyze this data for trends and patterns. Discuss findings with HR, department managers, and senior leaders to determine adjustments. 

Calculate and communicate adjustments

With clarity on which employees will receive salary adjustments, use the collected data to calculate each adjustment based on set criteria. Ensure adjustments align with budgetary constraints while keeping top talent satisfied. 

After calculating salary adjustments, notify employees promptly and clearly. Schedule individual meetings or send personalized communications to discuss adjustments confidentially. Clearly communicate the factors considered in the calculation and the effective date of the adjustments.

Omni Tip: Keep precise records of each employee’s salary adjustments, supported by data, for future reference.

Implement adjustment and monitor

After approval, HR oversees salary adjustment implementation. Update records and payroll systems accurately, which can be simplified with payroll systems. 

Monitor adjustments for fairness, transparency, and policy adherence. Regularly review decisions for compliance with performance criteria, budgets, and tenure guidelines. Ensure fair distributions across departments or demographics.

Perform reviews and adaptation

Regularly review the salary adjustment process to ensure alignment with organizational goals. The process should enhance current employee satisfaction and attract potential talent.

Involve relevant stakeholders, including HR managers and employees, to gather diverse perspectives and improve the process.

Harnessing HRIS for Efficient Salary Adjustment

Administering salary adjustments requires careful planning, clear communication, and adherence to policies and regulations. While this can pose a challenge, utilizing the rightHR tools can streamline the process, ensuring efficient management of salary adjustments.

All-in-one HR softwares like Omni can help you and your company efficiently tackle salary adjustments. By streamlining processes and gathering valuable insights through data analytics, our software can provide an ideal framework for businesses invested in creating a fair and transparent workplace. 

Omni allows you to design, schedule, and conduct performance reviews that offer insights on promotions and advancement. From defining performance metrics to conducting evaluations, our solution provides you with real-time feedback to enhance salary adjustments, foster high performance, attract top talent, and drive growth for your modern business. 

To explore why Omni is the preferred tool for modern businesses aiming to cultivate an inclusive and fair culture, book a demo with our team today.

Inflation is a challenging economic situation. It puts the squeeze on consumers for everything from the petrol they fill their cars up with, to the groceries they buy. When inflation spikes, it also means that the wages employees earn have less purchasing power—basically handing them a salary cut.

In HR, this is a tricky situation to navigate. Naturally, your employees are going to be interested in a salary inflation adjustment, but not every organization can accommodate a company-wide raise that actually keeps up with inflation.

Even when a salary inflation adjustment is feasible, it may not fully diminish the feelings of anxiety and low morale that inflation can create for your team. Fortunately, it’s not the only option that organizations can take. There are a few tactics that organizations can rely on to ensure they’re helping their workforce to the best of their ability during periods of high inflation.

Here, we dive into what inflation is, how it impacts HR professionals, and what exactly you can do to keep employee engagement high and reduce attrition rates during tough economic times.

The Basics of Inflation

When referring to inflation, we’re talking about the general increase in prices of goods and services over time, resulting in a decrease in the purchasing power of money. When inflation occurs in a given economy, each unit of currency buys fewer goods and services than it did before. For example, if the inflation rate is 3% annually, a product that cost $100 last year would cost $103 this year.

The unfortunate reality for many around the world is that 3% inflation is a pittance compared to what’s actually happening. In Singapore, for instance, inflation rose by 7.4% in 2023 which is actually down nearly a percent from 2022—but still far too high, and noticeably increasing the cost of living there.

The impact of inflation is far-reaching and affects all aspects of the economy, including your organization and its ability to maintain pay fairness among employees. As the cost of living rises due to inflation, your employees will experience a decrease in their real wages if their salaries don’t keep pace with inflation. This can lead to dissatisfaction and morale issues within your workforce, and it’s not necessarily an easy fix—it would be nice to have a company-wide salary inflation adjustment, but that isn’t always financially feasible.

During periods of inflation, your organization will face the challenge of balancing the need to remain competitive and profitable while also ensuring employees are fairly compensated for their work. Failure to address pay fairness during periods of high inflation can result in talent retention issues and hinder overall employee morale and productivity. Therefore, it is essential for businesses to understand the basics of inflation and implement strategies to address pay fairness effectively.

Impacts of Inflation on HR

Of all the sectors hit hard by inflation, few feel its effects as intensely as Human Resources. While HR has plenty of tools to solve other problems, inflation often feels like a force of nature that little can be done about. Here’s how inflation tends to affect HR professionals: 

Recruitment and retention

Inflation can significantly impact your organization’s ability to attract and retain top talent. As the cost of living rises, job seekers may seek higher salaries to maintain their standard of living, making it more challenging for your company to recruit within HR budget constraints. Similarly, existing employees may feel compelled to seek better-paying opportunities elsewhere if they fail to receive a salary inflation adjustment. HR teams must adjust recruitment strategies to remain competitive in the job market and implement retention initiatives to retain valuable talent.

Also, as cost of living goes up locally, employees may seek to move to more affordable communities, leaving the footprint of your organization. And while remote work might be an option, it’s one more problem to solve caused by a spike in inflation.

Read next: The Cost of Recruitment: HR’s Guide to Creating, Tracking and Implementing a Salary Budget

Employee morale and engagement

Inflationary pressures can also affect employee morale and engagement. When salary inflation adjustments aren’t possible and employees feel their pay isn’t keeping pace with the cost of living, it can lead to frustration, demotivation, and disengagement. Your HR team has to proactively address these concerns by keeping open communication channels, listening to employee feedback, and implementing initiatives that demonstrate the organization’s commitment to supporting its workforce during times of economic uncertainty. 

Creating a company culture that has clear channels for growth within your organization is a great way to combat inflation-caused uncertainty. When your team sees a path for growth and a brighter future, they’re less likely to be overburdened with the anxiety of the moment.

Performance management and development

When inflation hits, your organization might need to take a reevaluation of performance management and development strategies. Your HR team may need to recalibrate performance metrics and goals to account for changing economic conditions and ensure that employees are appropriately incentivized and recognized for their contributions. 

Also, investing in employee development programs becomes increasingly important to upskill and reskill workers during inflationary periods. Demonstrating that your organization is invested in the career and personal growth of its employees, even when there are economic pressures, is a great way to maintain engagement and morale.

Compensation and benefits

Among all HR functions, compensation and benefits management is perhaps the most directly impacted by inflation. Rising inflation erodes the purchasing power of salaries, making it imperative for your organization to periodically review and conduct a salary inflation adjustment to ensure its compensation structures remain competitive. 

Your team needs to conduct a comprehensive market analysis to benchmark salaries against evolving industry standards and ensure that your employees are fairly compensated relative to their peers. You’ll also need to consider revisiting benefits packages to include provisions that help alleviate financial strain, such as cost-of-living adjustments, healthcare benefits, and retirement plans, which can enhance employee satisfaction and maintain healthy retention levels during a period of inflation.

Strategies for Salary Inflation Adjustment

As your organization looks to navigate this period of high inflation, your HR team is going to play a crucial role in ensuring that employee compensation remains fair and competitive. Here are five strategies for you to consider, that will help manage salary inflation adjustment:

1. Transparency and communication

Maintaining open and transparent communication with your employees about the impact of inflation on compensation is essential. Your HR team should clearly communicate the organization’s approach to managing salary inflation adjustment, including the factors considered, timelines, and rationale behind decisions. Providing your employees with regular updates and opportunities to ask questions can help alleviate concerns and build trust within the workforce. 

Make sure that it’s not just talk, though. As you outline your action plans and give updates, clearly show the steps taken, and act on employee feedback gathered during your Q and As.

Relevant reads: 15 Employee Satisfaction Survey Questions You Need to be Asking

2. Perform data-driven analysis

Data-driven analysis is necessary for making informed decisions about salary inflation adjustments. Your team should leverage market data, industry benchmarks, and internal compensation metrics to make sure you have the full picture about the impact of inflation on your employee salaries. 

By analyzing trends and identifying areas where adjustments are most needed, your organization can allocate resources to where they’re needed most and ensure that compensation remains competitive in the market.

3. Perform targeted pay adjustments

This is probably the go-to strategy for a lot of organizations, and certainly what most of your employees will be interested in. But rather than implementing across-the-board salary inflation adjustments, consider targeted pay adjustments based on individual employee performance and circumstances. 

For instance, high-performing employees, those with critical skills, or those in roles that are particularly affected by inflation may warrant higher adjustments. This approach allows your organization to allocate resources strategically while recognizing and rewarding top talent.

4. Provide alternative benefits and support

In addition to conducting a salary inflation adjustment, consider offering alternative benefits and support to help mitigate the impact of inflation on your employees’ finances. This could include enhanced healthcare benefits, flexible or hybrid work models, additional paid time off, or financial wellness programs. 

Providing real, tangible support beyond salary increases demonstrates your organization’s commitment to supporting its workforce during challenging economic times. It also might be easier to extend to everyone than across-the-board raises, making for a cost-effective alternative.

5. Proactive planning and communication

Effective salary inflation adjustment strategies require proactive planning and communication. Your HR team should anticipate inflationary pressures by keeping up to date with economic projections and develop contingency plans well in advance. 

By staying ahead of market trends and economic indicators, your organization can implement timely and well-calibrated adjustments that meet both the top-down business objectives and real employee needs. Regular communication with your employees throughout the adjustment process keeps things transparent and helps develop a sense of trust and engagement within the workforce.

Harnessing HRIS to Navigate Salary Management

Implementing effective strategies for salary inflation adjustment is crucial for maintaining competitiveness and retaining top talent. 

Affordable, functional, and suitable for modern growing businesses—HRIS solutions like Omni can significantly ease the salary inflation adjustment process. By offering real-time data, automated calculations, and compliance assurance, our comprehensive payroll solution is designed to meet your unique b business needs, no matter where you operate. 

Ready to enhance your salary management? Schedule a demo with us today. We’ll walk you through the platform’s features and demonstrate how Omni can streamline your processes, saving time, reducing administrative workload, and enhancing overall efficiency for your team.

Having a comprehensive understanding of your workforce is absolutely essential as an HR professional. As part of this, calculating a Full Time Equivalent (FTE) count is essential. It paints the full picture of working hours and labor at your organization and breaks it down to a simple number.

While the outcome is simple and easy to understand and use, the steps you need to take to actually calculate your Full Time Equivalent can be a bit complicated. Here, we break down the steps to do so with detailed examples, and a thorough understanding of the benefits of FTEs.

What is a Full Time Equivalent?

When used in HR, a Full Time Equivalent refers to the total number of working hours contributed by an employee or a group of employees on a full-time basis. Essentially, FTE represents the total workload (or the equivalent) of one full-time employee.

FTE is an incredibly useful metric for organizations looking to assess and quantify the total labor resources available within their workforce. It provides a standardized measurement that companies can use to compare the productivity and capacity of their different departments, teams, or projects.

As the name implies, calculating Full Time Equivalent involves converting the working hours of part-time or temporary employees into the equivalent of a full-time position. This calculation is necessary for accurate HR budgeting, resource allocation, and workforce planning purposes. By understanding the FTE count, organizations like yours can make informed decisions about staffing levels, hiring needs, and project allocations to meet all the goals your business has set out.

How is Full Time Equivalent Calculated?

If you’re looking for an accurate accounting of your organization’s FTE, there are six steps you need to take, each one important for determining the organization’s workforce capacity. Here’s what you need to do for an accurate picture of your FTE:

1. Compile a list of all employees and total hours worked: Gather data on all your employees, including full-time, part-time, and temporary workers. Record their total hours worked over a specific period, such as a week, month, or year.
2. Define the total number of hours for a full-time position: Determine the standard number of hours constituting a full-time position in your organization. This typically ranges from 35 to 40 hours per week, depending on your company’s policies and local regulations.
3. Calculate the annual hours worked for all employees: Multiply the total hours each of your employees worked by the number of weeks or months they worked during the period you’re looking at. This yields their annual hours worked.
4. Add up annual hours worked for both full and part-time employees: Sum the annual hours worked for all your employees, regardless of their employment status (full-time or part-time).
5. Determine the part-time FTE: Divide the total annual hours worked by part-time employees by the standard number of hours for a full-time position. This gives you the FTE value for your part-time employees.
6. Calculate the total FTE: Sum the FTE values for both full-time and part-time employees. This provides the total FTE count for your organization, representing the equivalent number of full-time employees based on the total hours worked by all employees.

Example of Full Time Equivalent Calculation

To help you fully understand how Full Time Equivalent is determined, let’s take a look at a hypothetical example of FTE calculations and break down the math step by step.

Step 1: Compile a list of all employees and total hours worked

• Example: Suppose your organization has three employees:
  • Employee A: Full-time, works 40 hours per week
  • Employee B: Part-time, works 20 hours per week
  • Employee C: Part-time, works 30 hours per week

Step 2: Define the total number of hours for a full-time position

• Example: Assuming a standard full-time workweek of 40 hours.

Step 3: Calculate the annual hours worked for all employees:

• Example:
  • Employee A: 40 hours/week × 52 weeks = 2,080 hours/year
  • Employee B: 20 hours/week × 52 weeks = 1,040 hours/year
  • Employee C: 30 hours/week × 52 weeks = 1,560 hours/year

Step 4: Add up annual hours worked for both full and part-time employees

• Example: Total annual hours worked = 2,080 (Employee A) + 1,040 (Employee B) + 1,560 (Employee C) = 4,680 hours

Step 5: Determine the part-time FTE

• Example: Calculate the FTE for each part-time employee by dividing their annual hours worked by the standard full-time annual hours (2,080 hours):
  • Employee B: 1,040 hours / 2,080 hours = 0.5 FTE
  • Employee C: 1,560 hours / 2,080 hours = 0.75 FTE

Step 6: Calculate the total FTE

• Example: Add the FTEs of all employees:
  • Full-time Employee A: 1 FTE
  • Part-time Employee B: 0.5 FTE
  • Part-time Employee C: 0.75 FTE

 Total FTE = 1 + 0.5 + 0.75 = 2.25 FTE

By using the above example as a reference, and taking it step by step, you simply need to expand it to encompass your entire workforce, and you’re on track for an accurate look at your organization’s FTE.

Struggling to calculate your Full Time Equivalent?

Benefits of Calculating Full Time Equivalent

When it comes to workforce management, having comprehensive and accurate information is paramount. To make the right decisions, you need the right data, and a calculation of your Full Time Equivalent is an essential tool in your box. Benefits include:

Assess staffing needs

An FTE calculation will help your organization determine the right number of employees needed to meet the demands of your organization. This assessment helps prevent understaffing and overstaffing, ensuring cost-effective resource utilization, including recruitment fees. 

Identify gaps and inefficiencies

By comparing actual Full Time Equivalent counts with targeted FTEs, your organization can identify gaps in its workforce coverage and weed out any inefficiencies. This insight allows you to address staffing imbalances, reducing potential burnout and enhancing productivity.

Analyze team performance

FTE data enables your organization to analyze team performance by comparing productivity levels across different departments or teams. This analysis helps you identify high-performing teams and areas requiring improvement, meaning you can make targeted interventions to enhance overall performance, without any major disruptions where there doesn’t need to be.

Relevant readings: How Managers Can Help Low-Performing Employees?

Cost analysis

Understanding FTE counts allows your organization to conduct cost analyses related to labor expenses, and ultimately update the recruitment budget accordingly. By calculating FTE-related costs such as salaries, benefits, and overhead expenses, your organization can optimize its budgeting and financial planning processes for the most efficient spending strategy.

Identify trends and growth opportunities

Tracking FTE calculation over time enables your organization to identify workforce trends and anticipate future staffing needs. This insight is very important for strategic workforce planning, expansion initiatives, and continued, sustainable growth over time.

Regulatory compliance

Many regulatory requirements, like compliance with labor laws and benefit programs, are based on Full Time Equivalent counts. Accurate FTE calculations ensure your organization remains compliant with legal obligations and eligibility criteria for government programs and support that look at FTE.

Improved communication

FTE data serves as a common metric for communication and decision-making across departments and organizational levels. Clear and consistent communication about staffing levels is important for a company culture of transparency and alignment with top-level strategic goals.

Read next: Strategies and Tools for Defining Culture in the Workplace

Frequently Asked Questions

1. What is the difference between full-time equivalent and full-time employee?

While a full-time employee typically works a standard number of hours per week, a Full Time Equivalent is a unit that measures the total workload of multiple part-time or full-time employees. FTE considers all of your employees, regardless of their hours worked, on a standardized scale to represent the equivalent of one full-time employee.

2. What is the difference between full-time equivalent and headcount?

Headcount refers to the total number of people employed by your organization, including both full-time and part-time employees. In contrast, FTE calculates the total workload based on the number of hours worked by employees, converting part-time hours into the equivalent of full-time hours to provide a standardized measure of workforce capacity.

3. Are interns taken into account when calculating FTE?

Interns may or may not be included in Full Time Equivalent calculations, depending on their employment status and your organization’s policies. If interns are considered employees and their hours contribute to your organization’s workload, they should be included in FTE calculations. That said, if interns are classified differently or their hours are not counted toward operational capacity, they should be excluded from your FTE calculations.

4. What does FTE 1.0 represent?

FTE 1.0 represents the workload equivalent to one full-time employee. It means that an employee is working the standard number of hours expected for a full-time position within your organization. FTE values that are greater than 1.0 represent a greater workload that goes beyond a single full-time employee, while values less than 1.0 represent part-time workloads.

5. How does FTE impact the payroll process?

Full Time Equivalent calculations are an important part of the payroll process because they help determine the total cost of labor being spent by your organization. Payroll calculations look at FTE values to determine employee compensation, benefits eligibility, and payroll taxes. FTE data also informs decisions related to staffing levels, budgeting, and resource allocation.

FTE Calculations Made Easy with Omni

Full Time Equivalent calculations are crucial for determining staffing needs and optimizing resource allocation. By leveraging HRIS like Omni, organizations can elevate this process to the next level. 

Omni helps you track, analyze and gain actionable insights from employee data through an automated and digitized platform. Easily and quickly gather the data you need to calculate your organization’s FTE so you can spend more time on the strategic planning necessary to drive business outcomes. 

For more support in calculating your organization’s Full Time Equivalent, download our free FTE Template and streamline your staffing calculations for efficient resource allocation.

If you’re ready to take your workforce management to the next level, book a demo with us today. We’ll walk you through the platform’s features and demonstrate how Omni can transform your processes, saving you time, reducing administrative burden, and enhancing overall efficiency for your team.