Cut out the paperwork
Most rostering solutions are designed to be drag and drop to build your schedule. You build up templates, listing the times you need someone to work, then assign staff by "dragging" their names from a list and "dropping" them over the shift to allocate.
When you build a schedule this way, you need to think about:
- Planned Leave
- Rest Periods
- EBA's limits
- Matching employee skills to shifts
If the service does any error checking, it can only alert the operator after you have allocated staff. It's a huge time waster, and your staff have to accept that they won't know what shifts they are allocated until after you publish the schedule.
Often making any changes at this point is next to impossible because you have to rebuild the whole schedule to accommodate any changes. No wonder operations staff dread the roster process because it's a thankless job and is incredibly time-consuming to build properly.
Get everybody on the same page
Co-operative Planning (or Co-planning) uses staff involvement before you build a shift. Studies show that going staff a say in their work life balance increases engagement and reduces sick leave.
Staff see an open plan for the next roster period and nominate shifts they'd prefer and pick up additional shifts. Because staff do this themselves as part of the scheduling process, management does not need to spend any time recording requests. On top of this, you get an early idea of any potential gaps in the schedule and can address this with staff as required.
When it comes time to build a roster, it's a one-click process to:
- Lock down the planning window.
- Schedule staff against EBA, fatigue and any other planning rules you use.
- Accommodate as many as shift preferences from staff as possible.
- Publish to the shift for everyone to see
Running automated rostering using co-planning, greatly reduces the time and effort required to build compliant rosters, removes all the back and forth trying to accommodate staff requests and gives staff a say in their rosters.
Get a great ROI
Because we reduce time to plan and reduce sick leave, management gets an almost immediate return on investment. Our entry costs are low and we return staff from planning the roster to other tasks.
Contact Us for more information on our approach to Humanising Rosters