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OPTIMIZE, OPTIMIZE, OPTIMIZE AND OPTIMIZE
1. Performance Guideline:
Average Annual Deployable Days
2. Performance Goal:
220.47 Average Annual Deployable Days (364 – 143.63 not deployable days)
3. Performance Measure:
Real-time time and attendance data to project end of fiscal year average not deployable and deployable days.
Example Projection = 210 deployable days or 4 less than budgeted.
4. Performance Evaluation & Action:
Strategy to decrease average not deployable days to 137
Automated Employee Shift Schedules SCHEDULING
Essential Shift Scheduling
NEXT, IT TAKES THE RIGHT METRICS SCHEDULING
OPTIMIZE, OPTIMIZE, OPTIMIZE
EXAMPLE 1 SCHEDULING
The goal is to get 227.69 deployable days from each employee.
The 227.69 deployable days value is based on all average deployable and not entitlements.
"Actual" and "Projected“ values are based on real-time data and reflect projections 12-month out.
EXAMPLE 2 SCHEDULING
OFF DUTY LIMITS
The goal is to schedule an average of 7.6 people off every day for absences that can be planned (vacation, military leave, etc).
EXAMPLE 3 SCHEDULING
The goal is to average 4 open positions (about 7 terminations per month) with no more than 3 weeks to hire a replacement employee.
"Actual" represents the number of weekly roster positions without an employee assigned.
EXAMPLE 4 SCHEDULING
UNPLANNED TIME OFF
(NOT DEPLOYABLE TIME)
Available relief positions can cover the goal of about 66 days of "call ins" each month.
Call ins" exceeding the goal will be covered through either flexing other posts or using compensatory time / overtime. The other alternative is to reduce programs / services.
EXAMPLE 5 SCHEDULING
Flexibility means moving an employee from one assignment to another. Then the initial assignment is closed for the shift.
In this example, the goal is 1,054 hours of flexibility per month except February (28 days in month)
EXAMPLE 6 SCHEDULING
Overtime Hours compensatory time and reductions in programs and services to maintain coverage
If overtime usage were an option to provide coverage then the Actual overtime hours should approximate the hours needed for proper coverage.
In this case the overtime goal is 926 hours per month.
PERFORMACE CHARTS SCHEDULING
Explanation: The goal is to get 228 deployable days from each employee position and is based on all absence conditions expected. "Actual" and "Projected“ reflect current absence conditions.
This can be a huge “budget-buster”
Explanation: The goal is to average 4 open positions (about 7 terminations per month with no more than 3 weeks to hire a replacement). "Actual" represents the number of weekly rosters positions with no people assigned.
Explanation: The goal is to schedule an average of 7.6 people off every day for absences that are plannable (military leave, 10 days of PTO per person, in-service training, and emergency response training)
Explanation: There are available relief positions to cover approximately 66 days of "call ins" each month. "Call ins" exceeding the goal must be covered through either flexing other posts or paying for overtime. With PTO, "projected" unplanned leave is expected to be higher.
Explanation: Certain non-priority posts may be pulled or shut down occasionally to cover mandatory posts to avoid overtime on days of high absences. The capacity for flexing these posts is equivalent to approximately 1,000 hours per month.
Explanation: Actual overtime hours should approximate that needed for proper post coverage. Needed overtime reflects hours available (standard work hours less absences) less work demand (schedule work, plus support for other services, less flexibility hours).
MANAGEMENT REVIEW SCHEDULING
Management Review SCHEDULING
EMPLOYEE DEPLOYABLE DAYS SCHEDULING
OFF DUTY LIMITS – ALL SHIFTS SCHEDULING
mailto:[email protected]?subject=Requesting information concerning performance metrics