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

Prior to agreement being given to Team Based Self Rostering consideration shouldbe given to:• The level of support among staff for team-based self-rostering.• Any effect on the delivery/continuity of patient care and how a gain in quality of care beensured• If it will help to retain existing staff and recruit new staff• If it will reduce absences and the need for bank or agency staff• If it will affect overtime or unsocial hours earnings• How handovers will be managed when there aren't clear shift changesThe principles and parameters must be agreed before a team-based self-rosteringscheme can be introduced. These will include:• minimum and maximum staff levels for each hour of the day.• skill, grade and gender mix, hour by hour.• "veto" hours and any "core" hours.• the preferences for hours to be worked by each member of the team.• protected time periods for each member of the team when they specifically do not wantto work.The manager must then compare agreed staffing levels against self-rostered hours andtake corrective action if there is a mismatch. It might be advisable to trial the self-rosteringscheme for a time limited period - three months is the minimum period for the effect to beassessed while six months will provide a better picture of how well it works.Should it be found that Team Based Self Rostering is no longer a viable optionconsideration will be given to reverting to the original rostering process.September 2008 21