Flexible working time and work pattern policy - NHS Ayrshire and ...

Information on both patient/service activity and staff is required to allow the design of theannualised hours system. In terms of staffing, it will be necessary to collate information onan annual basis to assess how many staff are in post; how they are deployed; assess useof bank/agency staff; turnover; current shift patterns and rotas; absence rates andpatterns; and staff costs.Data should also be gathered and assessed as to whether or not there are peaks ortroughs in activity; against the fluctuations of service demand over a 24 hourperiod/service provision time; the extent to which there are high levels of emergencies andwhen they occur; whether or not there are seasonal variations in activity/demand; and theextent to which staff costs may be unpredictable.The data considered against these factors will help to inform as to whether or not theexisting system of staff allocation is working well and supports decision-making as to theneed and desirability of proceeding to develop an annualised hours system.3. General Information relating to Terms and Conditions with respect to AnnualisedHours• Calculating hours to be workedAn employee on an annualised hours contract, would be contracted to work anagreed number of hours per year. Salary will be received in 12 equal monthlypayments which will be inclusive of annual leave and Public Holiday entitlement.Staff are paid the same monthly salary throughout the year regardless of theexact number of hours they work each month.• Normal Agenda for Change Enhancement rates will apply.• Maximum and minimum working hours per week are also agreed within the 48hours (set by the Working Time Regulations) as the norm for a maximum length ofworking week and a minimum to be agreed in line with service needs.• Over the course of a year the number of hours worked overall may vary by plus orminus an agreed number of hours, for example, 30 hours, which can be carriedover to the next year. Staff and managers record the number of hours worked byeach member of staff and the cumulative totals are regularly monitored to ensurethe account will be kept within the prescribed limits at the end of the year.• Once the full time conditioned hours for the post per annum are exceeded standardovertime payments will apply.• Staff rotas should be planned to match service demands/patient need in line withthe analysis undertaken. Exceptionally shift patterns may be changed at shortnotice, giving an agreed minimum notice period, by mutual agreement.• Annual LeaveEmployees will be issued with an annual leave card for the accrued paid hoursincorporated into their equal monthly salary payments and should be requested inthe normal way.September 2008 13