Presented by: Engineer Todd Marty Firefighter/Operator Tim Swaner Firefighter/Operator Micah Rader. 48/96 Work Schedule. What is the 48/96?. 48 hours on/96 hours off Something different Something progressive. The 48/96 and the Fire Service.
Presented by: Engineer Todd Marty Firefighter/Operator Tim Swaner Firefighter/Operator Micah Rader 48/96 Work Schedule
What is the 48/96? • 48 hours on/96 hours off • Something different • Something progressive
The 48/96 and the Fire Service • Utilized by professional fire departments since the early 1990’s • Widespread and rapidly gaining in popularity • Over two dozen departments switching to the 48/96 in the last five years • This schedule is not a theoretical experiment in the fire service but a proven and valid schedule option • Departments using the schedule are diverse in their demographics, management structure, and overall philosophies
Fire Departments working the 48/96 • Albuquerque Fire • Responds on over 50,000 calls a year • Six of Albuquerque’s 21 stations run between 350 and 500 calls a month • 12 to 17 calls per day • 36 to 51 calls per tour • Perform ALS • Has been working the 48/96 for nine years
Fire Departments working the 48/96 Cont… • City of San Bernardino Fire Department • 11 stations • Three stations run 350 to 500 calls per month • 12 to 17 calls per day • 36 to 51 call per tour
Interesting findings • All of the departments working the 48/96 share an overwhelming level of satisfaction with the schedule • None of the agencies chose to return to their previous schedule
Comparisons of the 48/96 vs. the Kelly Schedule • No differences for administration • 3 Platoons, ABC shifts • 56 hours per week • 112 hours per pay period • 121 shifts per year
Specifics to each schedule • Number of four-days per year • Mornings at home not traveling to or from work per year • Weekend rotations • Number of complete weekends off • Other weekend statistics
Number of four-days per year • Kelly • 40 per year • 48/96 • 60 per year • 20 more per year (50% increase)
Mornings at home not traveling to or from work • Kelly • 3 of every 9 • 33% of mornings at home • 120 per year • 48/96 • 3 of every 6 • 50% of mornings at home • 180 per year • 60 more (50% increase)
Weekend rotations • Kelly48/96 • Sat / Sun. Sat / Sun. • X O O X • X O X X • X O X O • O O O O • O O O O • O X O O • O X O O • O X Repeat • Repeat • X = 24 hour shift on duty, 0 = 24 hours off duty.
Complete Weekends Off • Kelly • 33% of weekends off per year • 17 per year • 48/96 • 50% of weekends off • 26 per year • 9 more (50% increase)
Work One Weekend Day (Sat or Sun) • Kelly • 35 per year • 48/96 • 17 per year • 18 less (50% reduction)
Short-term fatigue One of the biggest advantages of the 48/96 is that it allows employee more opportunity to recover from sleep deprivation/ long-term fatigue.
Fatigue and the 48/96 • Departments found that after the schedule change, the issues of increased fatigue were not realized • Departments found that over time the schedule can significantly reduce fatigue • No increases in injuries or disabilities resulting from the schedule change • Departments have seen a reduction in sick leave use
Short-term fatigue • During busy periods short-term fatigue would be expected to increase for some individuals working our current schedule, the 48/96, or with any schedule. • It’s the nature of the beast. • Employees working extended shifts, 48s & 72s, is not new to ERFPD.
The 48/96 decreases long term fatigue in many ways • The 48/96 increases rest periods (4-days) by 50%, increasing the number from 40 to 60 a year. • the frequency of “4-days” increases to a “4-day” every 6 days as opposed to every 9 days with the Kelly schedule
The 48/96 decreases long term fatigue in many ways • The 48/96 increases the number of “sleep in days” (days waking up at home and not going to work) by 60%, increasing the number from 9 to 15 per month.
The 48/96 decreases long term fatigue in many ways • The 48/96 reduces the number of days/hours an employee spends getting ready for work and time in the commute by 50%.
Sick Leave and the 48/96 Schedule • Many departments that have switched from the 3/4 schedule (Kelly schedule) to the 48/96 have reported significant reductions in sick leave use after switching to the 48/96.
Some true examples • Pacifica Fire Department had a 20% reduction sick leave use after switching to the 48/96 schedule • Minneapolis Fire Department switched to a modified 48/96 schedule and saw an overall reduction in sick leave use by 34% • Manhattan Beach Fire Department had an 80% reduction in sick leave use after switching to the 48/96 schedule • Half Moon Bay Fire Department had a 10% reduction in sick leave use after switching to the 48/96 schedule
Additional Findings • What were departments motivation for a schedule change? • An increase in rest periods • Able to live further away resulting in a home to live in • More time at home with family
Additional Findings • Why did other departments seek to change to this schedule? • A means of attracting and maintaining employees • They saw the positive benefits and improvements in morale in surrounding departments who had switched to the 48/96
Member Voting results • All departments voted on the 48/96 issue in one way or another before contacting their departments. Generally there were two votes: one to initiate a trial period and one to make it official at the end of the trial period. In EVERY case the number of “yes” votes increased significantly once the trial period was over.
What are the benefits that the departments experienced? • Improved morale was a comment heard over and over. • Employees are well rested after “4 days off” and are eager to come to work. • Employees felt more productive and better organized on and off duty. • Fewer transitions between shifts made for less duplication, better communication and more operational continuity.
What are the benefits that the departments experienced? • Increased productivity and project follow through on duty • Employees found the schedule allowed for more flexibility in scheduling daily work over two days. • Members with program responsibilities can leave paperwork on their desk to work on for two days. • Follow-up meetings and phone calls are easier to follow up on the second day.
What are the benefits that the departments experienced? • Better communication between shifts • Reduction of lost information at shift exchanges • Less duplication of work • Shopping for food can be done once on the first shift for both days • This leaves more time for training, cleaning and maintenance.
What are the benefits that the departments experienced? • This schedule has already been adopted by Shift Calendars, Inc. This is the company that we currently use for our shift calendars.
Telestaff • Telestaff can easily be adapted to the 48/96 schedule. Other departments on the 48/96 use Telestaff, including ERFPD.
Conclusion • At this time the response to this schedule is overwhelmingly positive. • Progressive change supported 100% by the Union and the student-residents.
Conclusion • 48/96: A Simple Solution • We are very fortunate to have a group of young, hard working, dedicated employees which should make transition easy and favorable for all.
Conclusion • No change to the number days worked or hours worked. • Eagle River Fire does not see the consistent call volumes that these bigger departments see.
Conclusion • Propose a trial period of one year at which time we can sit down and discuss implementation. • Once a department has switched to the 48/96 schedule, none have returned to their prior schedule.