Configurable Employee Types
Last updated: June 11, 2026
Configurable Employee Types allows organizations to define the employment categories used in TeamOhana, map them to their Human Resource Information System (HRIS) classifications, and control how compensation fields behave for each type.
Overview
TeamOhana supports a configuration-driven employee type framework. Out of the box, TeamOhana offers 3 employee types — Full Time, Contractor, and Intern. However, organizations can define their own employee types, configure how compensation is entered and calculated for each, and map those types to the classifications their HRIS uses.
This matters most for enterprise organizations with diverse workforce structures: part-time employees, part-time contractors, temporary and seasonal workers, fixed-term hires, and custom classifications such as apprentices. This flexibility ensures reliable cost forecasts and consistent filtering in TeamOhana.
Available Employee Types
TeamOhana provides the following defaults. These defaults preserve all existing system behavior and require no setup to use.
Employee Type | Allowed Pay Periods | Default Pay Period | Employment End Date | Working Hours |
Full Time | Yearly, Monthly, Hourly | Yearly | No | No |
Contractor | Yearly, Monthly, Hourly | Hourly | Yes | No |
Intern | Yearly, Monthly, Hourly | Hourly | Yes | No |
How It Works
Employee Type Configuration
Each employee type is defined by a set of compensation configuration attributes. These attributes control which fields appear on the headcount request form, how cost is calculated, and how the type is identified across filters and reports.
Attribute | Description |
Display Name | The name shown across TeamOhana in forms, filters, reports, and the org chart. |
Allowed Pay Periods | The pay period options available when creating headcount for this type (e.g., Yearly, Monthly, Hourly). |
Default Pay Period | The pay period pre-selected when this employee type is chosen on a headcount request. This determines whether compensation is entered as an annual salary, monthly rate, or hourly rate. |
Employment End Date | When enabled, the employment end date field appears on the Headcount Details Drawer and is factored into FY Impact calculations. The end date must be later than the target start date. |
Working Hours | When enabled, working hours must be captured for this employee type. Defaults to 40 hours. The Working Hours field only appears when both this setting is enabled and the selected pay period is Hourly. |
Variable Pay (Bonus, Commission, Equity) | Controls whether bonus, commission, and equity fields are shown or hidden. Each field is configured independently, allowing fine-grained control — for example, showing bonus but hiding equity for a specific type. |
Load Factor | Determines whether the Load Factor multiplier (which accounts for benefits, payroll taxes, and related costs) is applied to this employee type's cost calculation. |
HRIS Employee Type | The HRIS classification(s) that map to this TeamOhana employee type. One TeamOhana type can map to multiple HRIS types; each HRIS type maps to exactly one TeamOhana type. |
Sample Types for Part-Time and Temporary Employee Types
Here are some sample types, for your reference that you can configure:
Field | Part-Time Employee | Part-Time Contractor | Temporary Worker |
Default Pay Period | Hourly | Hourly | Hourly |
Working Hours | Required (default: 40) | Required (default: 40) | Required (default: 40) |
Employment End Date | Not applicable | Required | Required |
Load Factor | Applied | Not applied | Not applied |
Variable Pay (Bonus/Commission) | Included in FY Impact and cost calculations | Not applicable — fields disabled | Not applicable — fields disabled |
Equity | Not applicable — disabled | Not applicable — disabled | Not applicable — disabled |
Compensation Calculations (Hourly Pay)
When pay frequency is set to Hourly, TeamOhana uses the following logic to calculate cost. For non-hourly pay periods, existing calculation logic is unchanged.
Annual Cost:
Part-Time Employee: Pay Rate × 52 × Working Hours × Load Factor
Part-Time Contractor and Temporary Worker: Pay Rate × 52 × Working Hours (Load Factor not applied)
FY Impact:
If employment end date is before the fiscal year end: (Pay Rate × 52 × Working Hours × Load Factor) × (days from start date to end date ÷ 260)
If employment end date is after the fiscal year end, or no end date is set, full annual cost is used.
Mid-Year Termination: If a part-time employee or contractor is terminated mid-year, proration applies from the target start date to the termination date.
FY Impact = (Pay Rate × 52 × Working Hours × Load Factor) × (days from start date to termination date ÷ 365)
If the termination date falls after the fiscal year end, the termination date is ignored and the fiscal year end date is used instead.
Working Hours and HRIS Precedence
When a part-time employee is linked to a headcount request, TeamOhana determines working hours using the following order of precedence:
If the HRIS provides a working hours value for the linked employee, that value takes precedence over any value entered on the request.
If no working hours value is mapped from the HRIS, the value entered on the headcount request is used.
Note: This precedence logic applies only when the linked employee is also classified as a part-time employee in the HRIS.
HRIS Employee Type Mapping
Enterprise organizations often maintain many employee classifications in their HRIS that do not directly match the names used for planning purposes in TeamOhana. The HRIS employee type mapping acts as a normalization layer: HRIS types are translated into their TeamOhana equivalents, and the TeamOhana type is used consistently across all product surfaces.
Mapping rules:
One TeamOhana employee type can map to multiple HRIS employee types.
Each HRIS employee type maps to exactly one TeamOhana employee type.
Example mapping for an organization with a complex HRIS structure:
HRIS Employee Type | TeamOhana Employee Type |
Regular - Full Time | Full Time |
Fixed Term - Full Time | Contractor |
Contractor - Full Time | Contractor |
Contractor - Part Time | Part-Time Contractor |
Intern - Full Time | Intern |
Regular - Part Time | Part-Time Employee |
Apprentice - Full Time | Full Time |
Note: Once mappings are configured, selecting an employee type filter anywhere in TeamOhana will include all HRIS types mapped to that type. For example, filtering by "Contractor" will surface headcount linked to both "Fixed Term - Full Time" and "Contractor - Full Time" HRIS records.
Where Employee Types Appear
The normalized TeamOhana employee type drives behavior across all major surfaces in the platform:
Headcount request form: The Employee Type dropdown shows the configured TeamOhana types. Selecting a type determines which fields appear — employment end date, working hours, and variable pay fields — based on that type's configuration.
Headcount Details Drawer: Displays employment end date and working hours when applicable to the selected employee type.
Budget & Forecast, Ledger, and Scenarios: FY Impact and annualized cost calculations reflect the employee type's compensation configuration, including pay rate, working hours, load factor, and end date logic.
Reports and exports: Target Base and FY Impact are calculated using the normalized employee type. Exports reflect the actual pay rate and working hours for each record.
Hiring Plan: Target Base logic reflects the configured employee type.
Org chart: Employee types are grouped into appropriate swimlanes.
Filters: Employee type filters on the Headcount page, Hiring Tracker, Recruiting Workboard, Variance Tracker, Ledger, and Reports all use normalized TeamOhana types.
Budget Behavior When Employee Type Changes
When an approved headcount is later updated to a different employee type — for example, converting a part-time headcount to full-time — TeamOhana applies the following logic:
Annual Target Compensation updates automatically to reflect the new employee type, working hours, and pay rate combination. This keeps forecasts aligned with the latest hiring intent. For example, a Part-Time Employee budgeted at $50/hr × 20 hours has an annual target of $52,000. Updating to Full Time at 40 hours automatically recalculates the target to $104,000.
Budgeted Compensation is preserved at the amount approved for the original headcount. The role was budgeted as part-time, and that amount reflects the original planning decision. Any difference between the original budget and the updated target is surfaced as a variance in the Variance Tracker.
Note: This behavior allows Finance teams to track variance driven by employee type conversions (such as part-time to full-time upgrades) as a distinct budget driver — separate from rate changes or new headcount additions. The concept of a "budgeted employee type" is preserved alongside the updated target type.