FTE Management
One FTE record per physician across clinical, administrative, academic, research, and teaching commitments, effective dated and feeding compensation directly.
Where FTE Reaches
Base Salary
The number base pay is built on
Base salary is usually a function of FTE. When the commitment changes, the salary calculation reads the new number rather than waiting on a reconciliation.
Salary-Linked FTE
Effective-Dated Values
Approval Routing
Productivity
Thresholds that prorate themselves
Productivity targets are usually prorated by clinical FTE. Because clinical FTE feeds productivity calculations directly, a mid-year change is reflected in the threshold.
Clinical FTE Feed
Prorated Thresholds
One Calculation Engine
Compliance
An audit-ready history
Every FTE record keeps its full change history, so what a physician was committed to on a given date has a documented answer instead of a reconstruction.
Full Change History
Change Reason Tags
Point-in-Time Snapshots
Academic and Research
Faculty time in its own right
Academic, research, and teaching commitments are tracked as their own categories, built for how academic medical centers and teaching hospitals split a physician’s time.
Configurable Categories
Multi-Role Splits
Single FTE Record
Leave and PTO
Leave on the record
Account for leave and time away with dated entries, so a period of reduced commitment is recorded rather than handled as an exception at the end of the year.
Start and End Dates
Scheduled in Advance
Temporary or Permanent
FTE errors can affect provider pay. Ludi helps your team identify and correct inaccuracies quickly.
FTE Management FAQs
How clinical FTE is tracked, dated, approved, and carried into compensation on the Ludi Platform.
FTE, or full-time equivalent, is a standardized way to measure how much a physician or clinician works. A physician at 1.0 FTE works full time; a 0.5 FTE works half time. FTE status directly affects how compensation is calculated, which is why accurate records matter.
Yes. Every organization measures FTE differently. Some use hours, others use shifts, and definitions of what counts as full-time vary. The Ludi Platform is built to accommodate your organization’s specific FTE rules and measurement standards.
Here are a few scenarios where maintaining an FTE physician via spreadsheet versus a system like Ludi can fail:
- A physician moves from 0.8 clinical to 0.6 clinical and 0.2 administrative in March. Payroll finds out in May.
- Productivity thresholds get prorated against a number nobody can source, and the physician disputes the result.
- Two systems hold two versions of the same commitment, and someone reconciles them by hand every cycle. That person is the integration.
- A compliance reviewer asks what a physician was committed to on a specific date eighteen months ago, and the answer takes a week to assemble.
FTE, or full-time equivalent, expresses how much of a full-time commitment a physician’s role represents. Clinical FTE is the portion of that commitment spent on patient care, and is distinct from administrative, academic, research, and teaching time. The distinction matters in compensation because productivity targets are generally prorated by clinical FTE rather than by total FTE. A physician at 1.0 total FTE with 0.6 clinical and 0.4 administrative shouldn’t be measured against a full clinical productivity target.
Enter it when you learn about it and set the effective date for when it starts. Ludi holds the change and applies it on that date, so a contract-year change entered in October takes effect in January without anyone having to remember. The same mechanism works in reverse for a correction that has to be backdated.
Yes. Upload from a CSV template, either during setup or any time a department restructures. On the way out, export a point-in-time snapshot or effective-dated values, depending on what finance needs.