Provider Profile
Employment Type For This Comparison
Part-time (not benefited)
Comparison assumes no benefits package — benefit costs stay out of Total People Expense unless you turn the package on manually on the Benefits tab.
Full-time benefited
Comparison includes a benefits package, active once the provider meets the benefits threshold set per structure on the Benefits tab.
This presets whether the benefits package is on — you can override it any time on the Benefits tab without changing the employment type here.
Expected Hours & Work Year
Billable Hours — Scheduled, Minimum, Delivered
Billable Visits — Scheduled, Minimum, Delivered
Expected Total Hours Per Week is every hour this person is paid for in a working week, billable or not. Each row above lines the same three checkpoints up in the same order — Scheduled (what's on the calendar), Minimum Required (the floor before it's a performance conversation), and Delivered (the realistic average) — once for hours, once for visits, so they read straight down as a matched pair. All three visits fields are editable on their own, not locked to hours × visits/hour, since visit slots are often booked directly; a suggested value based on your visits/hour rate shows underneath each one for reference only. The pay structure is designed around the average in the Delivered column — Delivered Billable Hours Per Week drives pay, TPE, and revenue everywhere else in this tool; Delivered Visits Per Week is informational alongside it. Scheduled Work Weeks Per Year excludes PTO and holidays. PTO hours — and the self-calculating Non-Paid Time Off figure — live on the PTO tab.
Schedule Pattern & Shift Premiums
$
$
Premiums apply as an extra $/hr on top of the base or billable rate for hourly, hybrid, and global structures, multiplied by the weekend/evening hours entered above and scheduled work weeks per year. Shift premiums generally aren't applied to exempt salary, since paying a fixed hourly add-on can jeopardize exempt status — see the note on the Pay Structure tab.
Revenue Assumptions
$
$
These are independent numbers on purpose — some disciplines and payers reimburse a flat rate per visit, others reimburse per billable hour regardless of visit count. Log both of your practice's real rates here; which one actually drives revenue depends on the model you pick below.
How the Per Visit Model Actually Pays Out
Under the Per Visit model, you get whichever is higher: the hourly rate as a floor, or visits/hour × the per-visit rate. Which one actually wins isn't fixed to any particular visit count — it depends entirely on your two rates above, so the comparison below recalculates live from whatever you've entered.
Calculate Revenue By
Per Visit (with hourly floor)
Revenue per hour = whichever is higher — your per-visit rate × visits/hour, or your hourly rate as a floor. At 1 visit/hr that usually defaults to the hourly rate; push past that and visit throughput starts paying more.
Per Billable Hour Only
Revenue = billable hours × reimbursement per hour, full stop. Visit count never changes anything — use this for disciplines or payers that reimburse strictly by time, not by visit.
Choose a Pay Structure
1. W2 Non-Exempt Hourly
Same rate for all clocked time, billable or not. Simplest to administer and explain.
2. W2 Non-Exempt Hybrid Hourly
Higher rate for billable hours, lower rate for non-billable clinical time.
3. W2 Non-Exempt Global Hourly
One higher rate paid per billable hour only, intended to cover the supporting work it takes to deliver that hour — closer to fee-for-service.
4. W2 Exempt Salary
Fixed salary regardless of hours; workload may regularly exceed 40 hrs/week.
Check as many structures as you'd like to compare side by side. Each checked structure gets its own rate fields below and its own column everywhere on the Results & Forecast tab.
Flat Hourly Rate
$
Eligibility — Minimum To Offer This Structure
Leave any minimum at 0 if it doesn't apply. The Results tab checks Delivered Billable Hours against these minimums. PTO pay for this structure is set on the PTO tab; its benefits threshold is on the Benefits tab.
Billable-Hour Bonus Tiers (Optional)
For hourly, hybrid, and global structures, a tier adds a flat $/hr bonus to the billable rate once weekly billable hours reach the threshold — applied to all billable hours that week. For exempt salary, a tier instead adds a flat $ amount to that week's pay once the same billable-hour threshold is met.
Paid & Unpaid Time Off
PTO hours are paid but not worked. Non-Paid Time Off calculates itself — it's the hours in the (52 − Scheduled Work Weeks Per Year) weeks not worked, minus whatever's already covered by PTO.
How PTO Is Paid, By Structure
Each structure can treat vacation time differently. Only the structures you checked on the Pay Structure tab need to be filled in here.
W2 Non-Exempt Hourly
$
Benefits Package
Benefits Eligibility Threshold, By Structure
Benefit costs only count toward Total People Expense once Delivered Billable Hours reaches the threshold you set per structure. Leave at 0 if benefits apply from day one.
Payroll taxes and workers' compensation always apply to a W2 employee regardless of this threshold — only the optional benefit lines below switch off when a provider falls short.
Calculation Basis
Itemized expense lines
Build TPE from actual line-item costs — taxes, insurance, retirement, PTO, etc. Most precise once you know your real numbers.
% above wages (quick estimate)
Plug in one anticipated load — e.g. 30% — and skip itemizing. Fast for early forecasting, before you've nailed down real benefit costs.
People Expense Line Items (Employer Cost, Annual — Beyond Gross Wages)
These categories mirror the Total People Expense Analysis used in your Growth Group analytics — Gross Employee Wages itself is calculated on the Pay Structure and Bonus tabs and added in automatically below.
Compensation Forecast
Compare the complete people expense and revenue allocation of each approach.
Current comparisonFull-time benefited
Average delivered per week
25 hours
Full Metric Comparison
All columns use the same delivered billable hours, bonus tiers, and benefits package. Only the pay structure varies.
Total People Expense Detail
The percentage beyond gross wages shows how much extra it costs to employ this person on W2 beyond their paycheck.
Billable-Hour Scenario Table
How pay changes as weekly billable hours move up or down, holding everything else fixed.