Building an accurate headcount budget is hard enough when you’re only working with full time employees - and when you introduce interns and contractors to your headcount plan, it opens up a whole new can of worms, and often results in best estimates and even some guesswork.

With TeamOhana’s expanded employment types, you can input hourly pay rates and employment end dates to introduce a new level of accuracy and precision into your headcount plan.

Now, when you create a headcount request or add a headcount to your Scenario, you have the option to choose between three different employment types: full time, contractor or intern.

When you select either Contractor or Intern, a new field called "Employment end date" appears. From this field, you can either enter the temporary employee's actual end date, or you can input the number of days, weeks, or months that the intern or contractor will be employed by your company.
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By default, the compensation field will be set to "hourly," though you are able to change that to yearly or monthly if needed.

With the employment start date, end date, and hourly rate input on the request form or the scenario, the actual impact of the contractor or intern's employment on your fiscal year budget forecast will be precisely calculated. You no longer need to try to back into the math by running division on an annual salary.

The impact of adding interns and contractors to your hiring plan will be tracked in your Budgets & Forecast tab as well. For hourly employees, our backend will do the math on what the employee's total pay will be, depending on their length of employment.

Because these employees typically don't incur the same employer costs that full time employees do, you will notice that the fully loaded cost of interns and contractors is inclusive only of their compensation; load factor is not included.