Use case: Setting up FTE employees on graded pay rates

Use case: Setting up FTE employees on graded pay rates

If your organization has staff that are on industry wages agreements, e.g. teachers have an agreed pay rate set by an industry wide agreement. The teachers are graded into Grade 1 – to say 10 pay scales, here is how you can set this up:

Step 1:
  1. Create a new forecast and call it the Master rate.
  2. Create a memo for each pay rate.
    Note: for a large amount, this can be done easily by:
    a) From utilities, export record details and paste to Excel
    b) Under the Memo section, add new lines for each rate/grade
    c) Copy all data to clipboard, then in Forecast 5, under utilities, click Import Records Details.

  3. Add the monthly values as salary figures.
    Note: for a large amount, this can be done easily by:
    a) From utilities, export record list and paste to Excel
    b) Update the monthly values for each record.
    c) Copy all data to clipboard, then in Forecast 5, under utilities, click Import Records List.
Step 2:
  1. Create the first department forecast (this will be your template).
  2. Add the same memos to this forecast as the master.
  3. Change all the memo to hotlink to forecast and link each pay rate to the master forecast so it brings in the rates 

Step 3:
  1. Create a wages record and using employees group, go to Employee Entry.
  2. Add in the employees groups as the names of the grades – e.g. Grade 1:

 

Step 4:
  1. Go to utilities and select Employee Memo Update

  2. This routine then adds the memo into the bonus field as a formula


 Step 5:
  1. Enter the number of full time employees on this pay grade.

 
 

Result
The Department template can be copied many times with the pay grades already created easy model creation.
Note: add all other required records first.

When you update the master with new rates, this will then update all forecasts with new rates via the hotlink to the memo.
You may need to use the Refresh All Hotlinks button on the New/Open screen.




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