The folks at Shiftwork Solutions have written a nice article on the gas, environmental, and time savings to be had from switching to a 4 day/week, 10-hour day schedule. The article, Rising Gas Prices Put a Squeeze on the Work Week, appeared on the Industry Week website. It's not exactly a shiftwork issue, but it's an interesting read.
Showing posts with label management. Show all posts
Showing posts with label management. Show all posts
Oct 5, 2008
Michigan police department considers 24-hour shifts ... to cut costs
The National Shiftwork Information Center believes in applying the best research to managing shiftwork operations. We are not aware of any substantial body of research on police officers working 24-hour shifts so we're hesitant to make any definitive statement about it. Let's just say we're skeptical.
The article on the Detroit Free Press (Detroit, Michigan, USA) mentions that this is not unlike 24-hour shifts used in hospitals. But, it is different. Part of the justification for long shifts in the hospitals is continuity of patient care. Police officers do not typically have protracted interaction during a shift with a specific individual. It's very different. And the safety of 24-hour shifts in health care are already suspect by many.
And, in this case, the change is not being proposed as a way to provide better service, or as a way to improve safety. It's a cost-cutting move. Just to reiterate the National Shiftwork Information Center policy, we are not an advocacy group. We have no axe to grind here. We're on the side of alertness, safety, productivity, and work/life balance.
There are many practical issues to be addressed. Will police officers be permitted, or expected, to sleep in their cars? What if they're woken out of deep sleep to respond to an emergency situation?
The bottom line -- we're all for exploring and researching. It's by pushing boundaries that we discover breakthroughs. But we urge extreme caution here, for the safety of the officers and the general public they serve.
The article on the Detroit Free Press (Detroit, Michigan, USA) mentions that this is not unlike 24-hour shifts used in hospitals. But, it is different. Part of the justification for long shifts in the hospitals is continuity of patient care. Police officers do not typically have protracted interaction during a shift with a specific individual. It's very different. And the safety of 24-hour shifts in health care are already suspect by many.
And, in this case, the change is not being proposed as a way to provide better service, or as a way to improve safety. It's a cost-cutting move. Just to reiterate the National Shiftwork Information Center policy, we are not an advocacy group. We have no axe to grind here. We're on the side of alertness, safety, productivity, and work/life balance.
There are many practical issues to be addressed. Will police officers be permitted, or expected, to sleep in their cars? What if they're woken out of deep sleep to respond to an emergency situation?
The bottom line -- we're all for exploring and researching. It's by pushing boundaries that we discover breakthroughs. But we urge extreme caution here, for the safety of the officers and the general public they serve.
May 3, 2008
Shift schedules and overtime
In general, 300 to 350 hours of overtime a year for a full-time employee is reasonable from a health and safety perspective. Overtime in excess of this amount indicates inadequate staffing levels and can have a negative impact on productivity and employee safety and health.
Use caution when holding employees beyond eight hours if they are not used to it. In such cases, you should not hold them longer than four additional hours. For 12-hour shifts, overtime should be only on days off. It may be necessary to hold an employee for an hour or two after a 12-hour shift while waiting for a relief person, but you should absolutely prohibit shifts of more than 14 hours.Related posts:
*12-hour shifts best kept to not more than 8 consecutive days, according to study
*Shiftwork schedules in the 24/7 world
Shift Schedules: rotation
Another important aspect of scheduling is whether to rotate or fix the shifts . . . and if you rotate, how fast you rotate. (With fixed shifts, an individual worker would always work at a given time of day--day, evening, or night. Rotating schedules have every employee work each shift some of the time.)
National Shiftwork Information Center:
*Management tips for improving shiftwork schedules
*Shift scheduling: length of shift and predictability
*Shiftwork schedule factors: work-rest ratios and predictability
* Shiftwork schedule factors: speed and direction of rotation
*Shiftwork schedules: fixed or rotating
Fixed shifts are often popular in unionized settings, where seniority systems can be used in determining shift assignments. The advantage of a fixed shift is that it disrupts the sleeping patterns of fewer people. However, we hasten to point out that the night shift workers usually rotate to a daytime schedule on their days off, so they don't get all of the benefits of a fixed schedule.
A drawback of fixed shifts is that there are people who are never on duty at the same time as daytime managers. This can create communication problems. Also, in the absence of an established seniority system, questions of fairness arise. Depending on the labor market, you will probably also have to offer shift differential.
In our experience, managers tend to prefer rotating shifts. Many workers prefer them, too, because they seem inherently more fair.
How fast do you rotate? Two weeks is usually a good rotation. That does not mean shiftworkers should work 14 straight night shifts. There are some schedules that call for working as many as six night shifts in a row, but in general, people find it hard to work more than four night shifts in a row. When you rotate longer than two weeks, you typically increase tardiness and absenteeism on the night shifts.
Related posts about shift schedules on theNational Shiftwork Information Center:
*Management tips for improving shiftwork schedules
*Shift scheduling: length of shift and predictability
*Shiftwork schedule factors: work-rest ratios and predictability
* Shiftwork schedule factors: speed and direction of rotation
*Shiftwork schedules: fixed or rotating
Shift scheduling: length of shift and predictability
Length of shift is perhaps what comes to mind first when most people think about alertness and fatigue. In most cases, however, the length of shift is far less important than the time of day being worked. The vast majority of studies on length of shift have found that alertness, performance, and judgment are not significantly different on 8s or 12s. But 2 a.m. to 6 a.m. are much harder than 2 p.m. to 6 p.m.
We do not recommend a shift longer than 12 hours. Of course, we recognize there will be times when longer shifts may be unavoidable, but in such circumstances there should, at a minimum, be provisions for getting employees safely home.Predictability: A regular schedule is important for maintaining health, safety, and quality of life. Physiologically, humans function best when we eat and sleep on a regular pattern. Psychologically, it is easier to maintain a family and social life if your work schedule is predictable. Whether you are on 8s, 12s, or some other length shift, there are hundreds of different schedule arrangements you can use. That being said, it is helpful to have some flexibility, as well.
Related Posts about Shift Schedules on
National Shiftwork Information Center:
* Management tips for improving shiftwork schedules
* Shiftwork schedule factors: work-rest ratios and predictability
* Shiftwork schedule factors: speed and direction of rotation
* Shiftwork schedules: fixed or rotating
Apr 27, 2008
Management Tips: Work environment, work distribution and other fatigue management issues
Here are some other shiftwork management tips to help maintain maximum alertness, productivity, and safety in a 24/7 workplace, and to improve the quality of life for shiftworkers:
Related Posts:
* Management tips for improving shiftwork schedules
* Starting first shift an hour later helps alertness
* Hiring shiftworkers: best practices for managers in 24/7 operations
* Adapting to night shifts -- helping shiftworkers adapt and avoid shiftworker maladaptation
Workload Distribution
In some jobs, it might be possible to schedule heavy or demanding work at times when workers are most alert or at peak performance. The afternoon and early evening hours are times of peak performance. If possible, avoid doing the heaviest or most dangerous work in the middle of the night or early morning hours. This is the time when circadian rhythms are low, and sleepiness is high. Especially avoid heavy or dangerous work if the worker is at the end of a 12-hour shift in the early morning hours. Extra fatigue from long work hours can combine with early morning sleepiness to increase accident risk.
Work Environment
Poor working conditions add to the strain of shiftwork. Adequate lighting, clean air, proper heat and air conditioning, and reduced noise will avoid adding to the shiftworker's burden. Shiftworkers also may be particularly sensitive to toxic substances because circadian rhythm changes make the body more sensitive to toxic exposure at certain times of day. Workers also should have access to hot and nutritious meals during evening and night shifts. If a cafeteria is not available, a microwave will allow workers to warm meals brought from home or bought from vending machines.
Electronic Monitoring
Technology now makes it possible to check a worker's performance every minute of the day. Some people have suggested that a monitoring or test system could be used to check a worker for dangerous levels of fatigue. There are performance tests on the market that claim to test fatigue or determine whether the worker is using drugs. However, many of them have not been tested scientifically, so we cannot recommend them at this time.
Some computer systems actually measure worker output or productivity. For example, a computer might measure the number of times a worker taps a keyboard or how many phone calls are completed in an hour. If a worker slows down too much, it could be a sign of fatigue. It may be possible to use this system as a fatigue test. But this is tricky business. The feeling of being watched constantly can be very stressful to workers. (Big brother is watching you.) It can make workers feel they have no control over their jobs. We suggest that computer monitoring be used only when the workers themselves choose it for safety purposes.
Access to Health Care and Counseling
Often, going to one's health clinic or to personal or marriage counseling is not possible in the evening or at night. Expanded access to these services will help improve shiftworkers' physical and mental health and boost morale. If services are not available within the organization, a directory of community health and counseling facilities with expanded hours could be provided.
In some jobs, it might be possible to schedule heavy or demanding work at times when workers are most alert or at peak performance. The afternoon and early evening hours are times of peak performance. If possible, avoid doing the heaviest or most dangerous work in the middle of the night or early morning hours. This is the time when circadian rhythms are low, and sleepiness is high. Especially avoid heavy or dangerous work if the worker is at the end of a 12-hour shift in the early morning hours. Extra fatigue from long work hours can combine with early morning sleepiness to increase accident risk.
Work Environment
Poor working conditions add to the strain of shiftwork. Adequate lighting, clean air, proper heat and air conditioning, and reduced noise will avoid adding to the shiftworker's burden. Shiftworkers also may be particularly sensitive to toxic substances because circadian rhythm changes make the body more sensitive to toxic exposure at certain times of day. Workers also should have access to hot and nutritious meals during evening and night shifts. If a cafeteria is not available, a microwave will allow workers to warm meals brought from home or bought from vending machines.
Electronic Monitoring
Technology now makes it possible to check a worker's performance every minute of the day. Some people have suggested that a monitoring or test system could be used to check a worker for dangerous levels of fatigue. There are performance tests on the market that claim to test fatigue or determine whether the worker is using drugs. However, many of them have not been tested scientifically, so we cannot recommend them at this time.
Some computer systems actually measure worker output or productivity. For example, a computer might measure the number of times a worker taps a keyboard or how many phone calls are completed in an hour. If a worker slows down too much, it could be a sign of fatigue. It may be possible to use this system as a fatigue test. But this is tricky business. The feeling of being watched constantly can be very stressful to workers. (Big brother is watching you.) It can make workers feel they have no control over their jobs. We suggest that computer monitoring be used only when the workers themselves choose it for safety purposes.
Access to Health Care and Counseling
Often, going to one's health clinic or to personal or marriage counseling is not possible in the evening or at night. Expanded access to these services will help improve shiftworkers' physical and mental health and boost morale. If services are not available within the organization, a directory of community health and counseling facilities with expanded hours could be provided.
Training/Awareness Programs
Meetings to make all workers aware of the ups and downs of shift-work can be useful, especially for new shiftworkers. It is important to invite family members to these meetings, so they can know what to expect from the shiftworker. Use the meetings to share information on all issues mentioned in this document and in the recommended reading. Talking about personal experiences also is very valuable in these types of meetings. If people are having trouble adapting to shiftwork, it is important they know they are not alone. They might learn some tricks from other workers that could make their job life easier. The family will learn just how tough the work schedule can be. It will help to know when to go easy on the worker because of the schedule.
Social Programs
Meetings to make all workers aware of the ups and downs of shift-work can be useful, especially for new shiftworkers. It is important to invite family members to these meetings, so they can know what to expect from the shiftworker. Use the meetings to share information on all issues mentioned in this document and in the recommended reading. Talking about personal experiences also is very valuable in these types of meetings. If people are having trouble adapting to shiftwork, it is important they know they are not alone. They might learn some tricks from other workers that could make their job life easier. The family will learn just how tough the work schedule can be. It will help to know when to go easy on the worker because of the schedule.
Social Programs
A little extra effort at organizing get-togethers, hobby clubs, or sports and game activities can lessen the feeling of isolation. There is no special reason for these activities to take place only in the day or evening. For example, nighttime or early morning bowling leagues are available in some places.
Source: Plain Language About Shiftwork (NIOSH)
Related Posts:
* Management tips for improving shiftwork schedules
* Starting first shift an hour later helps alertness
* Hiring shiftworkers: best practices for managers in 24/7 operations
* Adapting to night shifts -- helping shiftworkers adapt and avoid shiftworker maladaptation
Mar 17, 2008
Starting first shift an hour later helps alertness
An article on ErgoWeb.com, Study: Some Shift Patterns Worse than Others for Robbing Workers of Sleep , discusses a study that found shiftworkers starting morning shifts at 6:30 fare worse than those who begin the first shift an hour later. Managers in 24/7 should be keep this in mind when they set their shift schedule.
Related posts:
* Shiftwork schedules: time of shift
* Best practices for managing a shiftwork operation
* Shiftwork schedules: fixed or rotating
Related posts:
* Shiftwork schedules: time of shift
* Best practices for managing a shiftwork operation
* Shiftwork schedules: fixed or rotating
Feb 17, 2008
Management tips for improving shiftwork schedules
In the transportation industries, there are hours of work rules -- truck drivers, airline pilots, and others have constraints on their work schedules. And, some states have laws that establish rules governing some aspects of shiftwork, such as overtime pay and child labor laws.
Other than these regulations, there is little legal guidance for managers in 24/7 operations to help design a work schedule to reduce stress or fatigue. Some companies may have established work rules, and unions may have negotiated rules to govern shiftwork practices in some cases.
Nevertheless, research has suggested that work schedules can be improved. Older, poorly designed work schedules might even be dangerous because new technologies can change both the physical and mental demands placed on a worker. A well-designed work schedule can improve health and safety, worker satisfaction, and productivity. Therefore, a good work schedule is an advantage for both the organization and the worker.
Designing a work schedule has a large and immediate impact on all workers, and their family members. All people on the job must abide by the work hours, or they will lose their jobs. Also, working hours affect how people arrange the rest of their lives.
So any time a work schedule is changed, many aspects of job life and home life must be considered. You may want to make any work schedule change temporary at first and evaluate it carefully. The benefits of the change must outweigh the possible negative aspects. If it really is a change for the better, then it can be established on a permanent basis. Because such a change is complex, it is a good idea to consult ergonomics, or human factors, specialists for help in work schedule design and evaluation.
Tips for managers for improving shiftwork schedules
Given the limited amount of knowledge and research at this time, these should be considered as suggestions and not as strict guidelines or regulations. Remember, all aspects of job and home life must be considered when changing a work schedule. Some suggestions may be useful in a particular work situation, and some may not.
Consider alternatives to permanent (fixed or non-rotating) night shift: Most workers never really get used to night shift because they go back to a daytime schedule on their days off. Also, some workers on fixed night shifts lose contact with management and the rest of the workers in the organization. They may end up feeling too isolated or somehow “different” from the rest of the workers. This could make communication difficult.
If possible, consider a rotating night shift schedule, but take measures to ease the burdens often experienced in the typical weekly shift rotation. Some suggestions for making rotation less taxing are given below. Sometimes, of course, that permanent night shift is the only choice, such as in a nighttime security guard job.
Keep consecutive night shifts to a minimum: Some researchers suggest that only 2 to 4 nights in a row should be worked before a couple of days off. This keeps circadian rhythms from being overly disturbed and limits sleep loss.
Avoid quick shift changes: A break of only seven to ten hours should be avoided before rotating to a new shift, such as going from morning to night shift on the same day of the week. With so quick a change, it is difficult to get much rest before going back to work. On return to work after a quick change, most people are very tired and sleepy. At the end of a night shift, at least 24 hours are recommended before rotating to another shift. Some researchers even suggest that 48 hours should be the minimum between shifts.
Plan some free weekends: If a seven-days-per-week schedule is required, allow one or two full weekends off each month. Loss of contact with friends and family is a major problem for shiftworkers. Weekends are the best time to meet family and friends who are on a day schedule.
Avoid several days of work followed by four- to seven-day “mini-vacations”: Working several days in a row followed by several days off can be very fatiguing. For example, some schedules require 10 to 14 days of work followed by five to seven days off. Frequent “mini-vacations” are well liked by some workers, especially younger ones. However, older workers find it difficult to recover during the mini-vacations before they return to another long spell of work. Poor recovery from fatigue can produce accidents and damage health. A long work spell should be used only when there is no other choice, such as when long travel distances are required to do the work (e.g., mining or oil exploration).
Keep long work shifts and overtime to a minimum: Extra work hours add to fatigue. They also allow less rest time per day. If 12-hour shifts are used, two or three 12-hour shifts in a row should be the maximum. Two in a row is probably best for night shift. One or two days off should follow these night shifts.
Consider different lengths for shifts: Try adjusting shift length to the workload. Heavy physical or mental work or monotonous boring work is especially difficult at night. Maybe night shifts could be shorter. If possible, move heavy work to shorter shifts and lighter work to longer shifts.
Examine start-end times: Flexible start-end times, or “flextime,” can be useful for those with child care needs or a long commute time. Consider moving shift start-end times away from rush hour. Morning shifts should not start too early (5 to 6 a.m.) because night sleep often is cut short before an early shift.
Keep the schedule regular and predictable: Workers should know their schedule well ahead of time, so they can plan their rest, child care, and contact with family and friends. Studies of train accidents showed that very irregular schedules contributed to the accidents by producing sleep loss and fatigue.
Pay attention to break time: Sometimes the standard lunch and coffee break are not enough to recover from fatigue. For example, card dealers in gambling casinos get a 10 to 15 minute break every hour because their jobs require so much concentration. If their concentration is low, it is easier for a player to cheat at cards, and the casino will lose money. In jobs requiring repetitive physical work, brief rest breaks each hour seem to be best for recovery from muscle fatigue.
Related posts:
* Why managers in 24/7 need to pay attention to the special needs of shiftworkers
* Shiftwork schedules: fixed or rotating
* Hiring shiftworkers: best practices for managers in 24/7 operations
* Adapting to night shifts -- helping shiftworkers adapt and avoid shiftworker maladaptation
* Best practices for managing a shiftwork operation
Other than these regulations, there is little legal guidance for managers in 24/7 operations to help design a work schedule to reduce stress or fatigue. Some companies may have established work rules, and unions may have negotiated rules to govern shiftwork practices in some cases.
Nevertheless, research has suggested that work schedules can be improved. Older, poorly designed work schedules might even be dangerous because new technologies can change both the physical and mental demands placed on a worker. A well-designed work schedule can improve health and safety, worker satisfaction, and productivity. Therefore, a good work schedule is an advantage for both the organization and the worker.
WARNING: Because work schedules can have a direct impact on worker health and safety as well family and social life, shiftworkers can have understandably strong responses to changes in shift schedules.
Changing a schedule is not easy and must be handled carefully. Don't rush. Communicate with all affected constituencies -- managers, workers (and possibly their family members), union leadership, HR, benefits, compensation, industry regulators (if applicable) -- early and throughout the entire process. It may be VERY helpful to work with a consultant, as a neutral third-party, when making shift schedule changes.
Designing a work schedule has a large and immediate impact on all workers, and their family members. All people on the job must abide by the work hours, or they will lose their jobs. Also, working hours affect how people arrange the rest of their lives.
So any time a work schedule is changed, many aspects of job life and home life must be considered. You may want to make any work schedule change temporary at first and evaluate it carefully. The benefits of the change must outweigh the possible negative aspects. If it really is a change for the better, then it can be established on a permanent basis. Because such a change is complex, it is a good idea to consult ergonomics, or human factors, specialists for help in work schedule design and evaluation.
Tips for managers for improving shiftwork schedules
Given the limited amount of knowledge and research at this time, these should be considered as suggestions and not as strict guidelines or regulations. Remember, all aspects of job and home life must be considered when changing a work schedule. Some suggestions may be useful in a particular work situation, and some may not.
• Avoid permanent (fixed or non-rotating) night shift
• Keep consecutive night shifts to a minimum
• Avoid quick shift changes
• Plan some free weekends
• Avoid several days of work followed by four- to seven-day “mini-vacations”
• Keep long work shifts and overtime to a minimum
• Consider different lengths for shifts
• Examine start-end times
• Keep the schedule regular and predictable
• Pay attention to break times
Consider alternatives to permanent (fixed or non-rotating) night shift: Most workers never really get used to night shift because they go back to a daytime schedule on their days off. Also, some workers on fixed night shifts lose contact with management and the rest of the workers in the organization. They may end up feeling too isolated or somehow “different” from the rest of the workers. This could make communication difficult.
If possible, consider a rotating night shift schedule, but take measures to ease the burdens often experienced in the typical weekly shift rotation. Some suggestions for making rotation less taxing are given below. Sometimes, of course, that permanent night shift is the only choice, such as in a nighttime security guard job.
Keep consecutive night shifts to a minimum: Some researchers suggest that only 2 to 4 nights in a row should be worked before a couple of days off. This keeps circadian rhythms from being overly disturbed and limits sleep loss.
Avoid quick shift changes: A break of only seven to ten hours should be avoided before rotating to a new shift, such as going from morning to night shift on the same day of the week. With so quick a change, it is difficult to get much rest before going back to work. On return to work after a quick change, most people are very tired and sleepy. At the end of a night shift, at least 24 hours are recommended before rotating to another shift. Some researchers even suggest that 48 hours should be the minimum between shifts.
Plan some free weekends: If a seven-days-per-week schedule is required, allow one or two full weekends off each month. Loss of contact with friends and family is a major problem for shiftworkers. Weekends are the best time to meet family and friends who are on a day schedule.
Avoid several days of work followed by four- to seven-day “mini-vacations”: Working several days in a row followed by several days off can be very fatiguing. For example, some schedules require 10 to 14 days of work followed by five to seven days off. Frequent “mini-vacations” are well liked by some workers, especially younger ones. However, older workers find it difficult to recover during the mini-vacations before they return to another long spell of work. Poor recovery from fatigue can produce accidents and damage health. A long work spell should be used only when there is no other choice, such as when long travel distances are required to do the work (e.g., mining or oil exploration).
Keep long work shifts and overtime to a minimum: Extra work hours add to fatigue. They also allow less rest time per day. If 12-hour shifts are used, two or three 12-hour shifts in a row should be the maximum. Two in a row is probably best for night shift. One or two days off should follow these night shifts.
Consider different lengths for shifts: Try adjusting shift length to the workload. Heavy physical or mental work or monotonous boring work is especially difficult at night. Maybe night shifts could be shorter. If possible, move heavy work to shorter shifts and lighter work to longer shifts.
Examine start-end times: Flexible start-end times, or “flextime,” can be useful for those with child care needs or a long commute time. Consider moving shift start-end times away from rush hour. Morning shifts should not start too early (5 to 6 a.m.) because night sleep often is cut short before an early shift.
Keep the schedule regular and predictable: Workers should know their schedule well ahead of time, so they can plan their rest, child care, and contact with family and friends. Studies of train accidents showed that very irregular schedules contributed to the accidents by producing sleep loss and fatigue.
Pay attention to break time: Sometimes the standard lunch and coffee break are not enough to recover from fatigue. For example, card dealers in gambling casinos get a 10 to 15 minute break every hour because their jobs require so much concentration. If their concentration is low, it is easier for a player to cheat at cards, and the casino will lose money. In jobs requiring repetitive physical work, brief rest breaks each hour seem to be best for recovery from muscle fatigue.
Source: Plain Language About Shiftwork (NIOSH)
Related posts:
* Why managers in 24/7 need to pay attention to the special needs of shiftworkers
* Shiftwork schedules: fixed or rotating
* Hiring shiftworkers: best practices for managers in 24/7 operations
* Adapting to night shifts -- helping shiftworkers adapt and avoid shiftworker maladaptation
* Best practices for managing a shiftwork operation
Feb 12, 2008
Fatigue management and shiftwork training course for shiftwork managers
There aren't a lot of public courses created specifically to train managers in 24/7 opertaions so we like to let you know when they do come along. International Quality & Productivity Center, a global conference company, is running a series of training classes in 4 Australian cities during June and July of this year that you might want to consider. The program, FATIGUE MANAGEMENT & SHIFTWORK Exchanging Best Practice Strategies for Mitigating Fatigue Risk in a Shiftwork Environment, is lead by Drew Dawson, a professor and recognized sleepp and shiftwork expert. (The link gives you additional information and an early-bird discount of about 7% if you respond by April 8.)
The course covers topics of importance to managing shiftworkers and running a 24/7 operation. It includes information on fatigue countermeasures and shiftworker training, legal issues, and shiftwork management policies.
The course covers topics of importance to managing shiftworkers and running a 24/7 operation. It includes information on fatigue countermeasures and shiftworker training, legal issues, and shiftwork management policies.
Feb 8, 2008
Legislation (and pay raises?) in Pennsylvania nurses future?
The Philadelphia Inquirer published an article It's past time to relieve nurses
In Pa., they can be forced into extra shifts that discusses the forced overtime for nurses that can have them working 18 or even 24 hours straight.
While 12-hour shifts are increasingly commonplace -- very often by the demands of the shiftworkers -- shiftwork experts say that overtime beyond that should be infrequent, and limited in length to not more than 16 hours while a substitute is found. There clearly is a safety issue for both the nurses, the patients they serve, and others on the road when the fatigued nurses drive home.
The article mentions that state legislators are considering a ban, but that will not solve the problem. The problem is driven by a shortage of trained nurses. The solution doesn't lie in legislation alone. More nurses will need to be attracted to fill the gaps. That calls for a market solution -- raising the rate of pay to attract more nurses. That's the only way a new equilibrium will be found.
Managers of 24/7 operations, particularly those that absolutely must operate round-the-clock, and require skilled labor, should take note. Overworking employees creates extra costs and liabilities, and ultimately will drive employees away exacerbating the labor shortage.
I'm not advocating any particular action on anyone's part but the
In Pa., they can be forced into extra shifts that discusses the forced overtime for nurses that can have them working 18 or even 24 hours straight.
While 12-hour shifts are increasingly commonplace -- very often by the demands of the shiftworkers -- shiftwork experts say that overtime beyond that should be infrequent, and limited in length to not more than 16 hours while a substitute is found. There clearly is a safety issue for both the nurses, the patients they serve, and others on the road when the fatigued nurses drive home.
The article mentions that state legislators are considering a ban, but that will not solve the problem. The problem is driven by a shortage of trained nurses. The solution doesn't lie in legislation alone. More nurses will need to be attracted to fill the gaps. That calls for a market solution -- raising the rate of pay to attract more nurses. That's the only way a new equilibrium will be found.
Managers of 24/7 operations, particularly those that absolutely must operate round-the-clock, and require skilled labor, should take note. Overworking employees creates extra costs and liabilities, and ultimately will drive employees away exacerbating the labor shortage.
I'm not advocating any particular action on anyone's part but the
Feb 4, 2008
Hiring shiftworkers: best practices for managers in 24/7 operations
Fear of violating the Americans with Disabilities Act of 1990 (ADA)--and sparking a lawsuit--has led managers in most 24-hour companies to avoid any consideration of whether a potential applicant will adjust to shiftwork.
It's an ironic situation: Researchers have only recently begun to understand how shiftwork affects people's health, and now that this information is being disseminated, companies are hesitant to make use of it. While ADA should not deter you from making adaptability to shiftwork part of your screening process, you certainly should proceed with caution and competent legal advice.
When you rotate longer than two weeks, you typically increase tardiness and absenteeism on the night shifts. At the very least, you should develop a profile of your best shiftworkers and augment your hiring process to find people with similar traits. You may be able to do this on your own, interviewing successful shiftworkers in your operation. There are also consultants who can help you with this (see links for consulting and training firms on the right side of this website).
It's an ironic situation: Researchers have only recently begun to understand how shiftwork affects people's health, and now that this information is being disseminated, companies are hesitant to make use of it. While ADA should not deter you from making adaptability to shiftwork part of your screening process, you certainly should proceed with caution and competent legal advice.
When you rotate longer than two weeks, you typically increase tardiness and absenteeism on the night shifts. At the very least, you should develop a profile of your best shiftworkers and augment your hiring process to find people with similar traits. You may be able to do this on your own, interviewing successful shiftworkers in your operation. There are also consultants who can help you with this (see links for consulting and training firms on the right side of this website).
Feb 3, 2008
Adapting to night shifts -- helping shiftworkers adapt and avoid shiftworker maladaptation
Adapting to nighttime or daytime work requires synchronization of your biological clock (which controls your circadian rhythms) to the work schedule. Maladaptation results if your biological clock is not adjusted to the work schedule. To adapt the biological clock, shiftworkers must be exposed to daylight (or bright artificial light of 1,000 lux or more) both upon awakening and
throughout their active periods (for example, during work hours).
Also, shiftworkers must avoid bright light from approximately three hours prior to the end of their long sleep period.
Other health effects such as increased incidence of cardiovascular disease, gastrointestinal disorders, and sleep disorders have been historically documented in populations subjected to shiftwork maladaptation. The combined effects of disrupted sleep and biological clock disorganization can lead to endurance degradation, jet-lag-like symptoms, irritability, depression, and, in extreme cases, psychosis.
Optimizing Adaptation to Shiftwork
Optimizing shiftworker rest, while preventing shift lag (inadequate adjustment to shiftwork schedules), can contribute significantly to shiftworker adaptation to work and life aboard a maritime vessel.
Listed below are some recommendations that can prevent shift schedules from inducing short and disrupted sleep periods and shift lag.
Total Adaptation to Night Work
throughout their active periods (for example, during work hours).
Also, shiftworkers must avoid bright light from approximately three hours prior to the end of their long sleep period.
The only way to fully adapt to nightshift schedules is to reset the biological clock so that energy peaks during nighttime. Work must take place under artificial light (of at least 1000 lux) that mimics daylight. Although this is a far lower level than actual daylight, it will seem far brighter than normal indoor lighting which is typically in the 300-400 lux range. Sleep must take place in a dark and noise-free environment for approximately seven to eight hours. Failure to control daylight and/or light exposure is a significant contributor to fatigue and shiftwork maladaptation.Maladaptation to shiftwork schedules and lack of energy-restoration sleep can result in persistent sleepiness, low energy, lack of motivation, and depression; in performance degradation during duty hours; and in increased safety risk.
Other health effects such as increased incidence of cardiovascular disease, gastrointestinal disorders, and sleep disorders have been historically documented in populations subjected to shiftwork maladaptation. The combined effects of disrupted sleep and biological clock disorganization can lead to endurance degradation, jet-lag-like symptoms, irritability, depression, and, in extreme cases, psychosis.
Optimizing Adaptation to Shiftwork
Optimizing shiftworker rest, while preventing shift lag (inadequate adjustment to shiftwork schedules), can contribute significantly to shiftworker adaptation to work and life aboard a maritime vessel.
Listed below are some recommendations that can prevent shift schedules from inducing short and disrupted sleep periods and shift lag.
Avoid allowing staff to work more than 12 hours in a 24-hour period. Count
these 24 hours from the time shiftworkers wake up from their longest daily sleep
period (not naps).
Total Adaptation to Night Work
- Provide bright-light exposure (e.g., fluorescent bulbs of at least 1000 lux) during the work period. Note: This artificial-light exposure can only be implemented in environments where night vision is not required for performing normal duties (so, for instance, ambulance drivers who will need to be able to drive in the dark at night should not be exposed to bright artificial lighting between calls).
- Provide nightshift staff with small-size meals that promote energy and alertness (high protein, low fat, low sugar, low starch, no dairy products or turkey).
- Adjust meal times so nightshift personnel can eat a brunch on waking (at approximately 1:00 pm), including brewed coffee and breakfast foods, if desired.
- Adapt the cafeteria services to accommodate crewmember needs. This accommodation supports both safety and crew morale.
Partial Adaptation to Night Watch or Work Schedules
When bright lights cannot be used in the work environment, stick to the following recommendations:
- Reduce the duration of the shift in order to minimize the impact of endurance degradation on safety. Promote exercise in the evening hours.
- Allow shiftworkers from any shift ending in the morning hours to retire prior to sunrise, and to sleep at least seven to eight hours free of noise and with absolutely no interruptions.
- Overtime should be scheduled to occur after wake-up time (e.g., from 2:00 pm to 6:00 pm), whereas leisure activities should be scheduled for the evening hours.
Source: http://www.uscg.mil/hq/g-m/cems/PDF/light_management.pdf.
Jan 26, 2008
Why managers in 24/7 need to pay attention to the special needs of shiftworkers
There are about 25 million shiftworkers in this country. They work in factories, hospitals, power plants, railroads, police and fire departments, mines, paper mills, and hundreds of other types of 24-hour operations.
But shiftworkers do more than work at night. They work out of sync with the human body's natural instinct for being awake during the day and sleeping at night. This creates increased health and safety risks for shiftworkers in addition to the health and safety issues faced by their day-working counterparts. To improve the health and safety of employees, employers must address a number of additional areas.
These fall into two categories: employee lifestyle training and corporate policies and practices.
Because of the disruption to their circadian rhythms, nightshift workers have a higher incidence of ulcers and other gastrointestinal disorders, more on-the-job and driving home accidents, lower productivity, and higher absenteeism and turnover--to name some of the most common "hidden" costs of operating around the clock. To reduce or eliminate these costs requires a comprehensive program that addresses the operational, physiological, and sociological factors.
Compared to well-rested people, tired people move slower and work less efficiently. They don't find better ways to accomplish their tasks. They pay less attention to what they're doing and take longer to respond to mistakes. Response to alarms is slower, tools are dropped, and productivity suffers.
This is equally true for nuclear power plant engineers, pilots, manufacturing control room operators, air traffic controllers, police officers, and firefighters--anyone who works at night. In fact, even people who work 9-to-5 can benefit from increased alertness.
We'll have more to say on shiftwork and management practices.
Ed
For further reading:
* Best practices for managing a shiftwork operation
* Shiftworker lifestyle training: fatigue countermeasures, sleep strategies, and more
* Shiftwork training to improve alertness and safety on the night shift
* Shiftwork schedules: fixed or rotating
* Shiftwork schedules in the 24/7 world
*
But shiftworkers do more than work at night. They work out of sync with the human body's natural instinct for being awake during the day and sleeping at night. This creates increased health and safety risks for shiftworkers in addition to the health and safety issues faced by their day-working counterparts. To improve the health and safety of employees, employers must address a number of additional areas.
These fall into two categories: employee lifestyle training and corporate policies and practices.
Because of the disruption to their circadian rhythms, nightshift workers have a higher incidence of ulcers and other gastrointestinal disorders, more on-the-job and driving home accidents, lower productivity, and higher absenteeism and turnover--to name some of the most common "hidden" costs of operating around the clock. To reduce or eliminate these costs requires a comprehensive program that addresses the operational, physiological, and sociological factors.
Tired people don't find better ways to accomplish their tasks. They pay less attention to what they're doing and take longer to respond to mistakes.In spite of the long years of schooling and training in many cases, shiftworkers and their managers are given no formal preparation on handling the special demands of working at night. There is no course on how to work long shifts or how to keep alert and effective. The fatigue that comes along with the job adversely affects attention, judgment, energy, morale, and motivation.
Compared to well-rested people, tired people move slower and work less efficiently. They don't find better ways to accomplish their tasks. They pay less attention to what they're doing and take longer to respond to mistakes. Response to alarms is slower, tools are dropped, and productivity suffers.
This is equally true for nuclear power plant engineers, pilots, manufacturing control room operators, air traffic controllers, police officers, and firefighters--anyone who works at night. In fact, even people who work 9-to-5 can benefit from increased alertness.
We'll have more to say on shiftwork and management practices.
Ed
For further reading:
* Best practices for managing a shiftwork operation
* Shiftworker lifestyle training: fatigue countermeasures, sleep strategies, and more
* Shiftwork training to improve alertness and safety on the night shift
* Shiftwork schedules: fixed or rotating
* Shiftwork schedules in the 24/7 world
*
Jan 21, 2008
Why shiftworkers enjoy shiftwork
Earlier this month I came across a post on someone's personal blog that I can paraphrase as "no one likes shiftwork, no one works shiftwork by choice, and all shiftworkers are looking to get out of it the first chance they get."
I posted a comment saying that's not the case. I think the blogger was projecting her dissatisfaction with shiftwork on everyone else. Of course there are many challenges to working shiftwork. We know it. We find ways to manage them, or minimize them.
Through the years I have heard from or about many shiftworkers who prefer shiftwork for all kinds of reasons. Here are some:
The type of work may be of interest -- doctors and nurses in hospitals, pilots, railroad engineers, police officers, and many other professions have jobs that need to be available 24/7. If your life's dream is to be a railroad engineer, you're going to be a shiftworker and be happy about .
The shiftworker lifestyle may be preferable -- having free time during the day, particularly mid-week, provides some advantages such as cheaper skiing or movies, less-crowded beaches, etc. Also, for night owl types, not having to wake up in the early morning to get to a 9-to-5 job may be a big plus.
The logistics may be better -- parents may be able to better share child care when one works at night (I saw an article this weekend on that, For parents, avoiding day care not an easy proposition), avoiding rush hour traffic, parking may be more readily available or may be free at night, and there are many other such reasons.
The pay may be better than comparable day work -- is this a real reason for preferring shiftwork or are people just being bought off? I say yes. I'd prefer to spend my life sleeping in late, going for a bike ride or a run, and listening to music or reading a good book. I compromise because of my work. I PREFER to work because, for one reason, I get paid for doing it, and I haven't found anyone who will pay me for listing to my iPod or riding my bike. Shiftworkers, like everyone, make this calculation.
I've heard from shiftworkers who like working at night because there are fewer meetings and fewer supervisors around. There are all sorts of reasons shiftworkers like and even prefer shiftwork.
What do you like best about shiftwork? Share your thoughts.
Ed
I posted a comment saying that's not the case. I think the blogger was projecting her dissatisfaction with shiftwork on everyone else. Of course there are many challenges to working shiftwork. We know it. We find ways to manage them, or minimize them.
Through the years I have heard from or about many shiftworkers who prefer shiftwork for all kinds of reasons. Here are some:
The type of work may be of interest -- doctors and nurses in hospitals, pilots, railroad engineers, police officers, and many other professions have jobs that need to be available 24/7. If your life's dream is to be a railroad engineer, you're going to be a shiftworker and be happy about .
The shiftworker lifestyle may be preferable -- having free time during the day, particularly mid-week, provides some advantages such as cheaper skiing or movies, less-crowded beaches, etc. Also, for night owl types, not having to wake up in the early morning to get to a 9-to-5 job may be a big plus.
The logistics may be better -- parents may be able to better share child care when one works at night (I saw an article this weekend on that, For parents, avoiding day care not an easy proposition), avoiding rush hour traffic, parking may be more readily available or may be free at night, and there are many other such reasons.
The pay may be better than comparable day work -- is this a real reason for preferring shiftwork or are people just being bought off? I say yes. I'd prefer to spend my life sleeping in late, going for a bike ride or a run, and listening to music or reading a good book. I compromise because of my work. I PREFER to work because, for one reason, I get paid for doing it, and I haven't found anyone who will pay me for listing to my iPod or riding my bike. Shiftworkers, like everyone, make this calculation.
I've heard from shiftworkers who like working at night because there are fewer meetings and fewer supervisors around. There are all sorts of reasons shiftworkers like and even prefer shiftwork.
What do you like best about shiftwork? Share your thoughts.
Ed
Jan 10, 2008
Another police force embraces 12-hour shifts
Yesterday I wrote about a police department in Illinois where officers were holding out on signing a new contract unless they can continue to work 12-hour shifts rather than reverting to an 8-hour shift schedule. Today I learned about the Nobelseville, Indiana police department which has just switched to a 12-hour shift schedule.
Capt. Brad Arnold of the Noblesville police believes the shift change will reduce sick time, allow officers to use vacation time more efficiently and eventually save the department money by alleviating "a lot of overtime." And how do the officers feel about this change? To quote one officer, Lt. Tony Craig, "It's a simple godsend."
Read the full story at Putting more police on roads
Officers now work 12-hour shifts, which can put 11 cops out on the road at one time.
Ed
Capt. Brad Arnold of the Noblesville police believes the shift change will reduce sick time, allow officers to use vacation time more efficiently and eventually save the department money by alleviating "a lot of overtime." And how do the officers feel about this change? To quote one officer, Lt. Tony Craig, "It's a simple godsend."
Read the full story at Putting more police on roads
Officers now work 12-hour shifts, which can put 11 cops out on the road at one time.
Ed
Jan 8, 2008
Shiftwork schedules: fixed or rotating
Although some might think workers who always work the night shifts adapt or get used to their work times -- usually the longer somebody does something, the easier it becomes. Over time, many nightshift workers develop techniques to better maintain their alertness but the fact is most nightshift workers are not able to fully adapt and therefore, at least some time, they work in the fog of fatigue.
This fatigue happens because most nightshift workers revert to a day schedule when they're off from work, since that's when most of the world is awake during the day and sleeping at night. Also, many of the errands and chores that accumulate while we're working must be done during the day.
As a result most nightshift workers return to a day schedule so they never completely allow their sleep and body rhythms to adapt to being awake at night. They also sleep less during the day, so they don't recover from fatigue. This fatigue can carry over from day to day. Over several days, fatigue can accumulate to unsafe levels.
People working rotating shiftwork schedules face a similar situation. Because the shift times are always changing, they can never completely adapt to a set shift work schedule. Rotating shiftwork schedules are often used because they are considered fairer to all workers. Everybody in the workforce takes their turn at both the popular and unpopular shifts. Rotating shiftworkers are always trying to get used to changing work times.
This is not easy, which is why rotating shiftworkers have more complaints than other workers about physical health and psychological stress. Research has shown that rotating shifts have special features that might affect a person's ability to get used to the schedule.
I'll talk about those special features in future posts. -- Ed
This fatigue happens because most nightshift workers revert to a day schedule when they're off from work, since that's when most of the world is awake during the day and sleeping at night. Also, many of the errands and chores that accumulate while we're working must be done during the day.
As a result most nightshift workers return to a day schedule so they never completely allow their sleep and body rhythms to adapt to being awake at night. They also sleep less during the day, so they don't recover from fatigue. This fatigue can carry over from day to day. Over several days, fatigue can accumulate to unsafe levels.
People working rotating shiftwork schedules face a similar situation. Because the shift times are always changing, they can never completely adapt to a set shift work schedule. Rotating shiftwork schedules are often used because they are considered fairer to all workers. Everybody in the workforce takes their turn at both the popular and unpopular shifts. Rotating shiftworkers are always trying to get used to changing work times.
This is not easy, which is why rotating shiftworkers have more complaints than other workers about physical health and psychological stress. Research has shown that rotating shifts have special features that might affect a person's ability to get used to the schedule.
I'll talk about those special features in future posts. -- Ed
Source: Plain Language About Shiftwork (NIOSH)
Best practices for managing a shiftwork operation
In our previuos post, we discussed shiftworker lifestyle training as an important step for employers of shiftworkers to implement. Beyond shiftworker lifestyle training, a wide range of factors affect alertness and performance, and therefore the health, and safety of shiftworkers. Some of the most prominent are:
- Hiring practices
- Length of shift
- Shift schedule
- Rotating or fixed
- Overtime
- Work environment
- Overnight food selection.
In future posts on the National Shiftwork Information Center blog we'll look at each of these areas. Let us know your tips and practices so we can include them here.
Further reading:
* Shiftwork schedules in the 24/7 world
* Why managers in 24/7 need to pay attention to the special needs of shiftworkers
* Shiftwork schedules: fixed or rotating
* Shiftwork schedule factors: work-rest ratios and predictability
* Shiftwork schedule factors: speed and direction of rotation
* Shiftwork schedules: time of shift
* Hiring shiftworkers: best practices for managers in 24/7 operations
* Adapting to night shifts -- helping shiftworkers adapt and avoid shiftworker maladaptation
Jan 1, 2008
Shiftwork schedules in the 24/7 world
Shiftwork experts often are asked what is the best or worst work schedule. There is no simple answer to this question because there is no ideal schedule that fits every situation. Good and bad points can be found in most work schedules. To determine what makes a good schedule for your operation it is important to consider a broad range of factors.
Types of Shiftwork Schedules
There are hundreds of different shiftwork schedules, also called rota. However, it is difficult to accurately count the many shiftwork schedules or rota being used. No thorough records are kept by the federal government, trade organizations, or labor unions. Different shiftwork schedules might be used by the same occupation, the same industry, or even the same workplace.
The most common shift schedule or rota probably is five days on a single shift followed by two days off. If this is a rotating shift schedule, the worker will change to a new shift after the days off. Depending on the job, it is even possible to work 7, 10, or 14 days in a row. Off-shore oil rig workers, for example, might have a shiftwork schedule that has them work two weeks out on the rig followed by two weeks off at home.
Since so many different shiftwork schedules exist, researchers have thought of ways to measure different features of the schedules. These features are used to study how work schedules might affect safety, health, or productivity. The features are listed in Table 1 with explanations below.
Shiftwork schedule features include:
Types of Shiftwork Schedules
There are hundreds of different shiftwork schedules, also called rota. However, it is difficult to accurately count the many shiftwork schedules or rota being used. No thorough records are kept by the federal government, trade organizations, or labor unions. Different shiftwork schedules might be used by the same occupation, the same industry, or even the same workplace.
The most common shift schedule or rota probably is five days on a single shift followed by two days off. If this is a rotating shift schedule, the worker will change to a new shift after the days off. Depending on the job, it is even possible to work 7, 10, or 14 days in a row. Off-shore oil rig workers, for example, might have a shiftwork schedule that has them work two weeks out on the rig followed by two weeks off at home.
Since so many different shiftwork schedules exist, researchers have thought of ways to measure different features of the schedules. These features are used to study how work schedules might affect safety, health, or productivity. The features are listed in Table 1 with explanations below.
Shiftwork schedule features include:
- Is the schedule permanent (a fixed schedule) or a rotating schedule?
- How long a shift might be.
- How many shifts are worked before a rest day.
- How many rest days are on weekends.
- Whether there is overtime.
- How much rest is taken between shifts.
- How much rest is taken during the shift.
- Whether the work schedule is regular and predictable.
As we will explain in future posts, all of these features can affect the amount of stress and fatigue a person feels because of the work schedule. If people experience too much stress and fatigue, then they might not do their jobs safely and efficiently. Or they might develop health problems.
More on these shiftwork schedule features in future posts. We are also putting together infomration to post about shift scheduling software, which we will post with the important note that coming up with a schedule is relatively easy but coming up with a good one for your operation, and implementing it successfully require time, deliberation, and careful consideration.
Source: Plain Language About Shiftwork published (NIOSH)
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