What type of work arrangement is most likely to hinder meeting FTE requirements?

Seasonal employment is a work arrangement characterized by periods of intense work for a limited time during specific seasons, followed by periods of no work. This can hinder meeting Full-Time Equivalent (FTE) requirements because FTE calculations are based on the total number of hours worked over a specific period, generally on an annual basis. In a seasonal employment scenario, the workload fluctuates significantly, leading to variability in the number of hours worked throughout the year.

For example, a business that relies heavily on seasonal workers may experience high productivity during peak seasons, but these workers are not contributing to FTE requirements during off-peak months when they are not employed. As a result, while the organization might have numerous employees during peak times, their overall annual FTE count may fall short if those employees do not work enough hours throughout the year to meet the standard FTE metrics set by the organization.

Flexible scheduling, project-based work, and consistent part-time employment can allow for more continuous and coherent FTE contributions since they can often provide employment opportunities throughout the year, allowing for a more consistent distribution of work hours and helping to meet FTE requirements more effectively.