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

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SECTION 3 – COMPRESSED WORKING WEEK1. Policy statementNHS Ayrshire and Arran is committed to staff being given the opportunity of balancinghome and working life and therefore supports the principle of compressed working week inorder to meet the needs of both staff and the Organisation.2. DefinitionCompressed working week is a system whereby staff are allowed to 'compress' some oftheir working weeks into fewer full working days, without reducing the total number ofhours. This system is a variation on flexible working hours.The compressed working week policy is intended primarily to provide staff with theopportunity to work flexibly, by balancing their working hours with family, leisure and othercommitments. It allows staff the ability to compress the working week and also to meet theservice demand at the busy times of the week.3. ResponsibilityIt is the responsibility of both staff and line management to ensure that arrangements arein place to support the policy. Staff must have their hours agreed with their line managerwell in advance.How it worksWhilst there is no standard working pattern when agreeing a Compressed Working Week(or fortnight) an example would be where a full-time employee might compress their hoursinto four days rather than five; or into nine days out of ten. This gives the employee a dayoff each week or a full day off every fortnight. The hours are agreed with the line managerin advance.Sometimes a maximum working day may be specified, for example, eight or nine hours, toensure staff are fully productive and do not attempt to squeeze too many working hoursinto each day. Consideration must also be given to compliance with the Working TimeRegulations and the maximum hours which can be worked within a working day.BenefitsTo the Organisation / Line Manager• Increased employee motivation, leading to better productivity.• Enhance recruitment and retention• Resources can be devoted to a busy part of the week.• Reduced need for authorised absences during working time, e.g. for medicalappointments.• It is a useful system for solving short-term problems.To the Employee• Longer weekend off (depending on agreed working pattern).September 2008 8
• Larger blocks of family and leisure time.• Reduced costs such as childcare• Not travelling at peak times due to an extended working day.• Less travelling costs if full days are 'saved' and staff are travelling off-peak.Points to Consider when Making an Application• May be tiring.• Less leisure time during working days.• Overtime is virtually eliminated.• Impact on service delivery.• Impact on colleagues.September 2008 9
Page 7: Debit or credit up to 8 hours may b
Page 11 and 12: Reduced hours patterns enable peopl
Page 13 and 14: Information on both patient/service
Page 15 and 16: SECTION 6 - JOB SHARE1. DefinitionJ
Page 17 and 18: and then line manager and must be a
Page 19 and 20: childcare/carer arrangements must r
Page 21 and 22: Prior to agreement being given to T
Page 23 and 24: The individual effect on pay, pensi
Page 25 and 26: STANDARD APPLICATION PROCESSHow to
Page 27 and 28: Professional / Trade Union Represen
Page 29 and 30: TERM TIME AGENDA FOR CHANGE - PART
Page 31 and 32: JOB SHARE PROCESS FLOW CHARTAppendi
Page 33: Draft May 2008 33

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

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