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> Resources > The Human Services Professionals > FAQs and User Manuals > Introduction  

Introduction

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The Roster Review Resource (RRR)
 
Purpose
 

To introduce you to the RosterCoster.com Roster Review Resource (RRR), and to provide instructions on how to best use this resource to develop and maintain targets in relation to rostering in your organisation.

 

Introduction

The RRR is one component of RosterCoster.com, which is an online rostering resource site containing a large range of resources including tools and support for:

  1. Assessment of rostering need
  2. Development of roster models[1], target rosters[2] and core rosters
  3. Daily shift management, including online staff availability and bookings
    Measurement of rostering outcomes against targets

The RRR is a tool that allows an organisation to the gaps between worked rosters, core rosters, target rosters and roster models. The key to this tool is identifying rosters these four levels of rostering.

The RRR is able to achieve this by

  1. Using technology to process large amounts of rostering data across a range of organisations
  2. Identifying core rosters, target rosters and roster models for your organisation
  3. Identifying the gap between each level of rostering in a live environment
  4. Assisting you to develop strategies to reduce the gaps between each level of rostering
 
Defining Roles
 
Contact either Damien Ryan (ph 0438 388 922) or Kylie Hughes (0409 806 084) on any matter relating to the project (we can speak to each other’s portfolios). However, our roles are:
  1. Damien Ryan: Continuous Improvement of the Roster Review Resource
  2. Kylie Hughes: Liaison and Support for Managers using the Roster Review Resource

 

Overview of the Process

Initiation: Damien and the Organisation’s Roster Review Project Manager meet to confirm the scope of the organisation’s requirements, and the project team.

Communication: Kylie sends a brief of the project, including a copy of the current document, to the project team.

Workshop: Damien and Kylie meet the project team in a run-through of the process, discussing in particular the following tasks to be carried out:

  1. RRR online survey of roster needs, including a rationale for each response
  2. Development of an online report, including rosters and costings based on the survey

Survey: In consultation with Kylie (to ensure a common understanding of the survey questions), managers should complete the online survey.

Roster Development: Based on survey results, the RRR will produce the necessary set(s) of rosters.

Executive Summary: A report on the results of the project, including the rosters and costings produced by the RRR on the back of survey questions, and the rationale for the responses to the survey questions, will be posted online for the permanent reference of the project team.

Review: Damien and the Organisation’s Roster Review Project Manager meet to confirm that the project has delivered the required outcomes, and discuss and document ‘where to from here’ for the organisation.

 

Further Information

We recommend, as a best first port of call, the one day Assessment of Needs (Rostering) Workshop.

Alternatively, visit the Roster Review Resource, or contact Kylie Hughes (ph 0409 806 084) or Damien Ryan (ph 0438 388 922).

[1] Roster models are based on client need ‘in a vacuum’, as if staff have not yet been hired. The costings of these roster models, which are premised wholly on a survey of client need, with no reference to inputs such as actual staff, are an alternative output based funding model.

[2] Target rosters are an achievable medium term compromise between Roster Models, which are an ideal that may never be achieved, and Core Rosters, which are the rosters that are currently in place on the ground.

Last modified at 10/11/2008 17:55  by Damien Ryan