To compare salaries on a full-time basis, Reflect uses a working-time fraction. This article explains the value used for the full-time equivalent salary per employee; it depends on how your company’s data is configured.
Which FTE is used?
For salary per employee, when Reflect uses contract data, it adds the FTEs of the employee’s active contracts and caps the result at 1 FTE. For example, two active contracts at 0.6 FTE give a salary FTE of 1.
When Reflect uses employee-level data, it uses the HR FTE if it is available and non-zero; otherwise it uses the finance FTE if it is available and non-zero. The value is capped at 1 FTE.
How does this affect the figures?
The working-time fraction is used in full-time equivalent salary per employee measures and in the base salary comparison used to detect raises. A different FTE can therefore change the result. It does not change the salary recorded in the source.
For example, an employee with one retained annual salary of €32,000 and an FTE of 0.8 has a full-time equivalent salary of €40,000. This is an amount expressed on a full-time basis, not the payroll actually paid.
What should I check if the figures differ?
For salary per employee, check the working-time fraction supplied by your source, the active contracts involved and the salary date. Reflect uses the FTE at the effective date of the salary: a change in working time alone does not necessarily update the full-time equivalent salary. If no usable FTE is found, Reflect uses 1 for that salary; the amount is therefore not increased to bring it to a full-time basis.
For a salary displayed per contract, Reflect uses the contract working-time fraction under separate rules.
To understand how a salary is expressed on an annual basis, see Understanding annualized salary. If your source is the DSN, see also DSN: understanding compensation in Reflect.