The impetus which an annualised Hours-based review initiates helps to change mind-sets and is likely to develop both enhanced skills and a re-energised performance improvement attitude   in operational managers and the workforce alike. This provides a vehicle through which other management objectives can be secured. These include:

a less confrontational, more co-operative negotiation process;

consideration of grading, skill recognition and performance appraisal issues; 

a "green-field approach" to terms and conditions - including a new "pay - working-time bargain";

the removal of overtime (if desired) and any additional or customary payments;

re-examination of the business relevance of procedures and agreements along with their revision to ensure added value.

Experience

The experience we have of working on annualised hours design and implementation with clients across a variety of sectors can help your organisation to achieve these benefits and commercial advantage by:

examining and reviewing perceptions of the perceived business cycle;

identifying improvements in shift rostering using easily understood, proven, effective methods;

developing a "win-win-win" for management, staff, and shareholders ;

providing implementation support and a structured, practical training programme to staff involved in producing rosters;

evaluating, with senior management, benefits from other cultural changes which could be introduced with annualised hours;

advising on strategy and supporting negotiation with Trades Union or other employee organisations to deliver implementation;

achieving the above to an agreed timescale with measurable deliverables.