When organization search for a new shift schedule, they often cite one of these two goals: better work-life balance, or better staff utilization. However, when the workload varies by time of day or by day of week, that can require matching the coverage with the actual workload. In addition, if the workload or available resources often change, that means having a high level of flexibility so you can replace missing resources fast or adjusting the overall no of paid hours to keep the COGS level low. We also know that, current legal rules are difficult to meet, especially when operations require a high level of flexibility. Therefore, a smart schedule should always be considered an ongoing process.


Given the high number of factors that companies need to take into consideration, generic patterns (e.g. Pitman, Panama, DuPont, Continental etc.) are not always the best choice. Nor is adopting popular patterns you can find on the internet. Your workforce capabilities are too valuable (and expensive) to put them on a schedule that isn’t matched with the organization’s workload distribution and productivity goals. For instance most 24/7 schedules use 4 crews. If your staff is not an exact multiple of 4, using one of these schedules would be a waste of your manpower. Another important indicator one should consider is the absence rate – if left uncontrolled it becomes a major perturbation.


Unpredictable workload results in high levels of both over staffing and overtime. Moreover, different processes demand different approaches so understanding the actual workload is mandatory. We evaluate the current productivity levels and come up with practical solutions to increase them. At the same time we pay special attention to:

  • Matching the coverage with the workload during all hours of operation.
  • Consistently achieving or exceed the minimum coverage requirements.
  • Making the most efficient use of your staff and overtime.
  • Increasing employee satisfaction by maximizing weekends off.