Compare the workload assigned to a compensation band with the productive hours its current headcount can supply. Enter annual demand, employees in the band, paid hours per employee, and the share of paid time available for the measured work. The result shows a surplus or shortfall in hours, the full-time-equivalent gap, and the headcount required at the selected utilization. This supports workforce planning without assuming every paid hour is productive capacity.
Capacity = Headcount × Paid hours per employee × Available-for-work share
FTE gap = (Demand − Capacity) ÷ Productive hours per employee
A positive gap means the planned workload exceeds modeled capacity. A surplus means the band has more modeled capacity than the entered demand.
Availability should remove time not usable for the measured work, such as leave, training, administration, and non-target assignments.
At 50 employees, 2,080 paid hours, and 80% availability, capacity is 83,200 hours. Against 90,000 hours of demand, the gap is 6,800 hours, or about 4.09 FTE.
Paid hours include time that may not be available for the measured workload, so the availability input creates a more realistic capacity estimate.
Yes. The calculator will show the full workload as a gap and estimate the headcount required.
It is rounded up to a whole employee because a fractional staffing requirement still needs coverage.
It represents modeled surplus capacity rather than a staffing shortfall.
Include it only by increasing available hours in a clearly labeled scenario; do not assume recurring overtime is standard capacity.
| Variable | Meaning |
|---|---|
| Workload demand | Annual hours of work assigned to the band |
| Paid hours | Annual paid hours per employee |
| Availability | Share of paid time usable for measured work |
| FTE gap | Shortfall or surplus divided by productive hours per FTE |