Why scheduling is vital to effective workforce management

Why scheduling is vital to effective workforce management

Scheduling is the glue that keeps organisations together. It provides clarity over tasks to be completed and helps management teams in looking back to see what has been achieved. Who performed what tasks and when? How did they do? In times of employee strain, when workforces are stretched, having an agile scheduling tool is vital for firms in keeping their projects and services running. Without a robust scheduling framework, organisations are at the mercy of guesswork and good fortune.

Why is scheduling so important?

Scheduling pervades every aspect of company life. At a basic level, the majority of working contracts outline expected hours along the lines of the 9-5 theme. From there, employees are expected to complete tasks in a timely fashion. Staying on top of individuals is easy enough, but what if you have an entire workforce to assign tasks to and track? In industries such as healthcare, transport and construction, project completion and service delivery are dependent upon the input of hundreds, sometimes thousands, of staff members.

In such organisations, a central administrative team needs to assign tasks to employees to ensure that projects and services can be delivered effectively and efficiently. It can be akin to moving chess pieces around a board, using different pieces in different ways to attack the tasks at hand. From time to time you also need to go on the defensive, when projects overrun, or services are disrupted.

Linking scheduling to other aspects of workforce management

To fill your tasks, an understanding of what each employee is competent in is vital. You can’t use a knight to do a bishop’s job, to labour the chess analogy. Manually researching who can step in to fill a role is a painstaking process. It’s also a waste of time, since with a robust scheduling system, it is something that can be done automatically.

Quickly filtering through employees and instantly understanding their training, competencies and experiences facilitates swift and efficient decision making. Further understanding of their existing schedule enables administrators to assign tasks within business rules and legally contractable hours.

By setting out schedules in advance, organisations can clearly communicate with their employees and enable them due oversight of their shifts and tasks. Within a centralised scheduling system, it is also possible to facilitate the swapping of schedules between staff members to provide flexibility.

Your business rules, your scheduling

Everything can be completed within the boundaries of your business rules. Each organisation has its own unique ways of working, so catering for these on a case-by-case basis is vital. This can also be true of individual departments within an organisation. For example, many contracts reward staff for longer service with the provision of extra annual leave. Holidays need to be factored in, as do the rules around when a certain number of employees can be off at any given moment.

Factoring in overtime and how that’s dealt with, in terms of overrunning projects, compensation and the impact it has on future shifts, also requires careful consideration. Considering these elements in an automated fashion facilitates not only swift decision making, but also fair and consistent decision making.

External and internal regulations also need to be factored into your scheduling process. Aspects such as fatigue management can easily get overlooked when there’s pressure on to finish projects and tasks, but ignoring them can be costly.

The cost of getting scheduling wrong

Renown Consultants Limited was fined £450,000 with £300,000 in costs in 2020 after being convicted under the Health and Safety at Work Act. The company had failed to ensure that two of its workers were sufficiently rested to travel home after a shift in 2013. The two employees were driving from Stevenage to Doncaster after a nightshift when the driver fell asleep, resulting in a collision which was fatal to both passengers.

Travel times to and from shifts that require safety intensive work to be conducted must be factored in. Clearly, travelling from Stevenage to Doncaster is a lengthy journey – 133 miles. Again, a robust scheduling solution can help factor in aspects such as distances and potential travel times. This can help to avoid unnecessary journeys and deploy staff more intelligently based upon their location.

This also helps in plotting out schedules for staff such as district nurses. In conducting care visits, it makes sense to reduce travel times between tasks, helping to improve efficiency and complete more visits in a single shift.

Plug your scheduling into your wider organisation

Scheduling is vital for every company. In managing a large workforce, it is even more important, especially where vital infrastructure and healthcare services are concerned. Having robust oversight of your scheduling links closely to your efforts to deliver services and projects, recruit new staff, train existing employees and keep on top of your competency management.

It also helps in monitoring and reporting on objectives and outcomes. If projects have overrun or performed well, having a holistic view of who managed and worked on them is vital in garnering understanding that can inform future tasks.

Fundamentally, however, scheduling is central to the very core activities of any business. Leaving it to chance, guesswork and human error is a risky process. The tools exist to enhance your scheduling, by equipping your administrative teams with the tools to help them make swift, informed and effective decisions. Without the need to manually trawl through records, it leaves them free to focus on exceptions and improvements, in turn helping to move your organisation forward.

CACI has recently published a whitepaper, Effective workforce management to improve outcomes across your business, which explores this topic in more detail. You can download your free copy here.

Technology and its impact on risk in the rail industry

Technology and its impact on risk in the rail industry

How technology is enhancing safety for rail workers at organisations like Network Rail and Transport for London (TfL)

Whilst the UK is in the enviable position of having one of the safest rail networks in the world, that’s not to say that things couldn’t be improved upon. Technology is playing a major role in advancing safety standards and enhancing safety for the rail network’s workforce and passengers. This case study looks at how Network Rail and Transport for London (TfL) are utilising CACI’s Cygnum software to support their efforts in managing the training and competency of their workforce.

Beyond the immediate safety of the workforce, enhancements in training and competency management serve to reduce overarching risk. Risk takes on many forms in the rail industry. Mistakes can lead to health and safety incidents; they can also result in service disruption and delayed projects. If staff aren’t appropriately trained, mistakes are more likely to occur. If staff aren’t assessed, there’s no knowledge and reporting on frontline delivery.

Capturing data and appropriately acting upon it is vital to a successful training and competency management framework. Being able to schedule training and assessments effectively and efficiently, whilst also being able to capture outcomes in real-time, helps organisations to maintain core competencies across their workforce and provide opportunities for career progression, an expansion in the available pool of skills and also the opportunity for re-training and mandatory ongoing training where necessary.

Training management

Training management takes many guises within an organisation such as Network Rail, which has a workforce of over 48,000 people. From mandatory ongoing training courses to more advanced, career progressing initiatives, Network Rail caters for its workforce with the provision of thousands of courses every year across 11 national training centres.

Running this process efficiently is paramount in achieving the desired training outcomes. Where manual processes are involved in inviting staff to mandatory sessions and checking that they have attended, mistakes inevitably creep in. This can result in staff attending the wrong courses, being sent to the wrong location or not attending.

Implementing a technology system can help to alleviate such issues, with automated checking of course prerequisites, auto-booking of staff to mandatory courses at defined intervals, auto-logging attendance on the day (plus any results that are required) and creating efficiency and consistency across the process. This leaves the more manual aspects to exceptions and more complex arrangements.

Furthermore, a robust training management programme enables organisations to diversify and enhance the range of skills available to them within their existing workforce. If places on courses are free, then they can be offered out to the wider workforce. This improves efficiency by helping to keep courses full. Making best use of available training resources by ensuring that courses are run to capacity and any vacant spaces are offered to interested employees who would benefit from the training opportunity, continuously enhances the core competencies and career opportunities available to your workforce.

Each training course costs money to run, from the trainer, the time taken by the employee and the room and facilities used. Finding a way of maximising the results of this expenditure is crucial. With improved visibility of class utilisation via Cygnum, Network Rail can offer out vacant course places to the wider rail industry, thereby supporting other organisations in their training needs and helping to support the wider safety standards of the rail industry.

Competency management

Closely linked to training is competency management. TfL utilises Cygnum to support the ongoing competency management of its 4,500+ Underground drivers. At a basic level, competency management is ensuring that staff are competent to perform their roles. For example that they are appropriately trained and qualified for the tasks they are undertaking. Beyond that, competency management helps organisations to understand the skills at their disposal across their workforce.

It also ties into training where mandatory ongoing training is required to maintain competence for a role. For train drivers, this includes basic aspects such as eyesight checks. It also establishes the triggering of mandatory training where mistakes have been made out in the field. Similarly to Network Rail, TfL can then schedule training at the point of a result being logged. This ensures that all drivers have access to relevant and necessary training to ensure ongoing competence.

To further have assurance on driver competency, TfL carries out ‘on the job’ staff assessments. These are scheduled by Cygnum automatically based on business rules and the driver’s duty rota. Both the assessor and driver are notified instantly. This reduces the manual effort in arranging assessments, making the process more efficient.

When an assessor assesses a driver, they can capture the outcomes on their mobile device via Cygnum’s mobile app, Cygnum Mobile. Results are uploaded to the Cygnum database and any follow up activities are automatically triggered as a result. Cygnum Mobile also includes offline data capture capability, to mitigate poor mobile reception when operating underground.

Improving workforce safety and reducing risk

By running robust training and competency management programmes, Network Rail and TfL are better positioned to monitor the skills of their workforce and ensure that appropriately trained and competent personnel are operating their services. This further helps them to monitor the safety of their networks by ensuring that all operators are compliant with industry safety standards.

Of course, no system can eradicate human error, but technology can help in prioritising workforce safety whilst at the same time encouraging career progression and the expansion of available skills within the workforce. Where the workforce is trained and regularly assessed, incidents can be kept to a minimum and when they do occur, understanding why is made easier. This is because the competencies, training, skills and experience of those involved can be quickly understood in reporting on incidents.

Having a complete picture of skills, experience and the results of regular assessments also supports administrative and scheduling staff and accurately and fairly assigning tasks to appropriate members of the workforce. Having a central view of core competencies set against bespoke business rules facilitates a degree of automation in scheduling, which reduces manual effort, improves accuracy and makes it easier to handle exceptions. Creating a central view of staff skills enhances workforce safety and reduces risk, since it reduces the likelihood of staff being assigned to tasks to which they’re not suitable for.

For more information on Cygnum, please visit: https://www.caci.co.uk/software/cygnum/