claretandblue wrote:There are enough duties for everybody say 100 duties, picked on seniority, 75 full time and 25 part time top man picks which duty they want and so on. When the planners do duty builder they know how many staff there is so it throws out the correct number of duties for everybody. Infact part timers and full timers could switch between full time hours and part time hours (which several did).
There can't be enough duties for everybody, who would be your day off cover and reserves?
The problem with an office of 75 full-time staff and 25 part-time staff is that usually the 75 full-time staff are most senior, if you pick purely on seniority you end up with 75 full-time duty holders and 25 part-time reserves, that just doesn't work as a resource model.
In our office p/t staff were turning down the opportunity to be made up to f/t purely for the chance of getting their own walk. This was based on the rumor that the next resign will be something along the lines of ... Top 2/3 of f/t staff get walks with the remainder going to p/t staff and then the bottom 1/3 of f/t become floaters / reserves.
claretandblue wrote:There are enough duties for everybody say 100 duties, picked on seniority, 75 full time and 25 part time top man picks which duty they want and so on. When the planners do duty builder they know how many staff there is so it throws out the correct number of duties for everybody. Infact part timers and full timers could switch between full time hours and part time hours (which several did).
There can't be enough duties for everybody, who would be your day off cover and reserves?
The problem with an office of 75 full-time staff and 25 part-time staff is that usually the 75 full-time staff are most senior, if you pick purely on seniority you end up with 75 full-time duty holders and 25 part-time reserves, that just doesn't work as a resource model.
our leave reserves were all 25 hour contracts but have been made up to 35 hours, like I said our re-pick was flexible with some senior full time staff going part-time thus leaving a full time space for somebody lower down. And before Christmas we recruited a load more new 24 hour contract staff.
Resign has always been very flexible for full time staff... The same with advertised vacancies - a full time staff can apply for any post ft or pt - of course, if he.she applies for a part time post then he/she becomes a part time postie until a FT post becomes available; but seniority still remains.
When people choose duties over money then I wonder?
claretandblue wrote:There are enough duties for everybody say 100 duties, picked on seniority, 75 full time and 25 part time top man picks which duty they want and so on. When the planners do duty builder they know how many staff there is so it throws out the correct number of duties for everybody. Infact part timers and full timers could switch between full time hours and part time hours (which several did).
There can't be enough duties for everybody, who would be your day off cover and reserves?
The problem with an office of 75 full-time staff and 25 part-time staff is that usually the 75 full-time staff are most senior, if you pick purely on seniority you end up with 75 full-time duty holders and 25 part-time reserves, that just doesn't work as a resource model.
In many ways it would make sense to have FT covers/reserves as backup for FT duties and PT covers/reserves for PT duties.
But I suspect that some inventive duty patterns like one Saturday off in three rely on PT staff covering FT duties.
IloveMYredTROLLEY! wrote:In many ways it would make sense to have FT covers/reserves as backup for FT duties and PT covers/reserves for PT duties..
That's how it works in my office.
That's why we have two seniority lists.
Not at mine, the only covers with the same contract hours as the duty holder is usually, but not always is the relatively few 30-hour duties. For the rest of the duties, duty holder is FT and then 20-odd hour PT staff cover multiple duties per week, with reserves all being FT as far as I'm aware. Creates a massive disparity in finish times due to longs and shorts, managers haven't got a clue about who is supposed to finish when depending upon how much of their paid break has been taken (or they turn a blind eye), allowing some lucky individuals to consistently work ~85% off their contracted hours. Even when others are being paid o/t to mop up frames that are being covered properly.