Schedules

Do employed individuals in the organization/intervention get schedules sufficiently in advance to plan their lives?

What is the frequency of changes after schedules are issued? What impact does that have on cost and employed individual morale?

Stable

• How many days/weeks in advance are employed individuals informed of their schedule?

• Percentage deviation between actual and planned hours/employed individual/week

• Cost of overtime (by employed individual and overall)

• Percentage of employed individuals by shift (e.g., night, day)

Flexible

• Percentage of employed individuals with a flexible work schedule, as well as breakdowns by role or function

• Percentage of employed persons whose working arrangements offer the possibility to work at home, as well as breakdowns by role or function

• Percentage of employed individuals who have more than one job, as well as breakdowns by role or function

• Mean duration of commuting time between work and home (one way)

Are employed individuals receiving sufficient hours based on their desired employment status?

What impact will the intervention have on the individual? Are there any unintended consequences or disparate impacts?

What inequities are present, both current and over time (trends)?

Fair

• Percentage of employed individuals working (per week): <10 hours, 10-20 hours, 20-30 hours, 30-40 hours, >40 hours

• Mean weekly hours usually worked per employed individual

• Percentage of full-time employed individuals

• Minimum guaranteed hours for part-timers

• Percentage of employed persons usually working 41 hours or more per week

• Percentage and frequency of employed individuals compensated when on call but not called in or sent home early from a scheduled shift

Overall

• Demographic gaps in access to flexible, stable, fair schedules

• Increase/number of individuals with stable and fair schedules as a result of intervention (intervention may be an effort on the part of workforce entity or employer change)

• Increase/percentage of funds allocated to roles/programs/organizations with stable schedules as a result of intervention (intervention may be an effort on the part of workforce entity or employer change)

• Increase/percentage or number of individuals educated about the negative health, wellness and economic impacts of schedule instability (intervention may be an effort on the part of workforce entity or employer change)

• Variance in success outcomes (time to placement, wages, etc.) for individuals requiring, participating in or prioritizing schedules vs. those who do not (at various points in time)

• Schedule-related employee satisfaction trends by role or function and demographics