Detailed list

Service	Hours of work per week	Flexible Working Arrangement	Status (Accepted / Rejected?)	If Rejected - Brief reason as to why	Date (Accepted / Rejected)	Any other comments
Redbridge Childhood Immunisation Service	37.5	Start at 8am and finishes at 4pm	accepted	N/A	since 2006
Communications	0.4wte	Part-time working, flexitime, home working	accepted		June 2007 at time of employment we discussed flexible working arrangements	Elizabeth was employed part time. She has worked flexitime by arrangement on specific occasions to manage particular projects - more for the benefit of the PCT than her. She has worked at home on occasions by arrangement e.g. doing her KSF outline without being disrupted.
Public Health	37	Flexi-time	Accepted		10-21-04
Public Health	37	Flexi-time	Accepted		10-14-04
Public Health	37	Flexi-time	Accepted		?15/10/2004
Public Health	37	Flexi-time	Accepted		?15/10/2004
Public Health	37	Flexi-time	Accepted		10-15-04
LTC team	37.5	WORK 0800-1800 FOUR DAYS A WEEK MONDAY TO THURSDAY	ACCEPTED		4-21-08	AGREED AT INTERVIEW
Medicines management	34	34 hours worked flexibly over 4 days	Accepted		Beginning of March (paperwork in HR)
Medicines management	37	Flexi- time with deficits / accruals worked monthly	Accepted		Mid April (paperwork in HR)
Medicines management	25	Part-time working	Accepted		Sep-04
Public Health	10 PAs	Flexible/Part time	accepted	-	August 2005 (on taking up post)
Public Health	37½	Flexi time	accepted	-	10th Dec 2007 (on taking up post)
Public Health	29.58	Flexible/Part time	accepted	-	February 2008 (on taking up post)
Public Health	37½	Flexi time	accepted	-	17th December 07 (on taking up post)
Public Health	37	Flexi time	accepted	-	Since flexi time inception to organisation
Public Health	37	Flexible	accepted	-	Since 2005 (in current post)
Finance	37	Working from home 1 day per week (day flexible)	Accepted		11-1-07
Finance	37	Leaving at 4.00 during winter months, then working from home	Accepted		10-1-07
Finance	37	8.00 am - 2.30 pm in office then working from home	Accepted		2006
Finance	25.08	Working in office	Accepted		7-1-04
Paediatric Physiotherapy	37	4x8 hour days, 1x5 hours	Agreed by orevious line manager			Most of these arrangements were agreed by previous head of service
Paediatric Physiotherapy	37	4x8 hour days, 1x5 hours	Agreed by orevious line manager
Paediatric Physiotherapy	21	Part time	Agreed by orevious line manager
Paediatric Physiotherapy	24	Part time	Agreed by orevious line manager
Paediatric Physiotherapy	20	Part time	Accepted		Sep-07
Paediatric Physiotherapy	37	4x8 hour days, 1x5 hours				On maternity leave hoping to return but part time
Paediatric Physiotherapy	37	Long dyas in term time, short weeks in school holidays	Agreed by orevious line manager
Assessment & Review Team	30	PART-TIME WORKING	Accepted
HR	37.5	Working 1 day from home plus flexi-time	Accepted		On taking up post
HR	37.5	Working 1 day from home plus flexi-time	Accepted		On taking up post
HR	37.5	Working 0.5 day from home plus flexi-time	Accepted		Apr-08
HR		Part-time working plus flexi-time	Accepted		On taking up post
HR		Working 4 days a week plus flexi-time	Accepted		On taking up post
HR	37.5	Working 2 days from home per week plus flexi-time	Accepted		Mar-08
Child & Family health Team	33	Hours to fit with childcare arrangements	accepted		Unsure, not indicated in file
Child & Family health Team	37.5	Works 8.30-16.30 to avoid traffic and improve home /work life balance	accepted		July-07
Child & Family health Team	37.5	Works 08.00 -16.00 to avoid traffic and improve home /work life balance	accepted		Oct-07
Child & Family health Team	37.5	Works 8.30-16.30 to avoid traffic and improve home /work life balance	accepted		Aug-06
Child & Family health Team	15 hrs (Funded for 18.75)	Reduced hours to fit in with childcare arrangements until these arrange ments are finalised in Sept 08	accepted		Apr-08
Macmillan	37.5	Changed hours from 9am- 5pm to 8am-4pm	accepted		3-30-08
Macmillan	37.5	Altered hours to have Thursday morning off and work l9am - 6pm each day for 3 months	accepted		march 07-june07
Service Redesign	37.5	37.5 over 4 days from 8AM to 17.40PM with 30 minutes break	Accepted			1st April 2008
Service Redesign	37.5	37.5 over 4 days working at base and one day from home on a weekly basis	Accepted
Podiatry	37	Full time - 8am Start 4pm leaves	Accepted		Start date with Redbridge PCT
Podiatry	15	Part time - 2 days a week 10am start	Accepted		Start date with Redbridge PCT
Podiatry	29.17	Part time - 4 days a week	Accepted		Start date with Redbridge PCT
Podiatry	21.92	Part time - 3 days a week	Accepted		Start date with Redbridge PCT
Podiatry	12.5	Part time - 2 half days a weeks	Accepted		Start date with Redbridge PCT
Podiatry	21.92	Part time - 3 days a week	Accepted		Start date with Redbridge PCT
Podiatry	11	Part time - 1.5 days a week	Accepted		Start date with Redbridge PCT
Podiatry	21.92	Part time - 3 days a week	Accepted		Start date with Redbridge PCT
Podiatry	30	Part time - 4 days a week	Accepted		Start date with Redbridge PCT
Podiatry	15	Part time - 2 days a week	Accepted		Start date with Redbridge PCT
Podiatry	20	Part time - 3 days a week	Accepted		Start date with Redbridge PCT
Podiatry	29	Part time - 4 days a week	Accepted		Start date with Redbridge PCT
Call Centre	33	Part time - 4 days a week and 0.3 working from home	Accepted		Start date with Redbridge PCT
Call Centre	23	Part time - 3 days a week	Accepted		Start date with Redbridge PCT
Call Centre	31	Part time - 3.5 days a week 7.30am start	Accepted		Start date with Redbridge PCT
Call Centre	21	Part time - 3 days a week	Accepted		Start date with Redbridge PCT
Call Centre	18	Part time - 2.5 days a week	Accepted		Start date with Redbridge PCT
Call Centre	30	Part time - 4 days a week	Accepted		Start date with Redbridge PCT
Heronwood & Galleon Unit	37.5	3 long day shifts per week	Accepted		3-23-08	For a 3 month trial
Health Improvement	37	Flexitime	Accepted		Apr-08
Children's Trust/CRC - North/Speech & Language	37	Flex-Time	Accepted		12-3-07
Children's Trust/CRC -North	22hrs 12min	Flex-Time	Accepted			Manager/Staff not in to confirm start of flexi
ICT	37.5	No	N/A	N/A	N/A
ICT	37.5	No	N/A	N/A	N/A
ICT	37.5	No (cover required 8:30 to 17:30)	N/A	N/A	N/A
ICT	37.5	No (cover required 8:30 to 17:30)	N/A	N/A	N/A
ICT	37.5	No (cover required 8:30 to 17:30)	N/A	N/A	N/A
ICT	37.5	No (cover required 8:30 to 17:30)	N/A	N/A	N/A
ICT	37.5	No (cover required 8:30 to 17:30)	N/A	N/A	N/A
ICT	37.5	No	N/A	N/A	N/A
ICT	37.5	No	N/A	N/A	N/A



Other Comments:
Thorne Darren (5NA) Assistant Director Quality Improvement - Whilst I do not have any formal arrangements in place with any members of the team, I do operate flexible working on a day-to day basis. Not sure how best to capture this
Roper Maria (5NA) Assistant Director Primary and Community Devel

Lall Sangita (5NA) Head of Nutrition and Dietetics: We no longer have anyone who fits the criteria as those I did have working on staggered hours have left.
As a service we operate an approach based on specific needs on an individual basis eg people working longer hours one day so they can leave earlier the next day to eg get to the bank.

Hodson Paul (5NA) Modern Matron: Please find attached flexi working spreadsheet. There is only one during my time at H&G. There are some staff that have got regular patterns but this is the only one that I am aware of that has gone through the flexible working policy.
Li Jocelyn (5NA) Clinical Nurse Specialist: No staff on fw arrangements

Russell Davis - No staff

Graphical Representation

Department	No. of staff
Redbridge Childhood Immunisation Service	1
Communications	1
Public Health	12
LTC Team	1
Medicines Management	3
Finance	4
Paediatric Physiotherapy	7
Assessment & Review Team	1
HR	7
Child & Family health Team	5
Macmillan	2
Service Redesign	2
Podiatry	12
Call Centre	6
Heronwood & Galleon Unit	1
Children's Trust/CRC - North/Speech & Language	2
Quality Improvement	7

Flexible Working Options

FLEXIBLE WORKING OPTIONS

PART-TIME WORKING
Definition: The staff member is contracted to work less than the full time hours.
Application: It may involve later or earlier starts, mornings or afternoons, fewer working days or any other arrangement where the employee works hours less than full time staff.


JOB SHARING
Definition: It is where two people undertake one role in a structured manner. The provision of service must still remain the key focus.
Application: Varied posts within Redbridge PCT will be eligible for consideration for job sharing.
There is no set structure to the way duties are divided and thus allows room for creativity. This could include morning/afternoon splits or even one week on/one week off scenario's.
There are numerous possibilities and managers must decide what is best to ensure continuous quality service provision.
Managers should analyse, where possible current and future posts to assess the feasibility of job sharing and advertise the post accordingly.
Applicants to job share will receive terms and conditions proportionate to the split in the working time.


FLEXI-TIME
Definition: Varying working hours within agreed limits that could create debits or credits in a specified period.
Applications: Flexi-time allows staff to structure their working days according to their needs however still ensuring that core times are worked.
This enables staff to vary their start, finish and lunch times usually in a structured manner.
The accounting period for the Trust will be four weeks. A typical week shall be the normal existing standard hours worked for a specific staff group (until such time as all staff move to 37.5).
Normal hours are designated as 10.00am to 12.00 noon and 2.00pm to 4.00pm. Flexi-hours can be worked between 7.00am to 7.00pm therefore no flexi-time will be credited outside these hours.
Minimum lunch periods of 20 minutes must be taken between 12.00 noon and 2.00pm to ensure that core times are maintained.
A maximum of 15 hours credit may be carried over to the next accounting period (4weeks). All hours in excess must be used in the next accounting period.
Flexi-time schedules in debit may not exceed 7.5 hours. Any time off due to flexi-time credit must be discussed and authorised by the designated manager.
Flexi-time can be effective with many job roles, specifically admin and clerical roles. Flexi-time does not work too well with clinical roles due to core times that need to be maintained.
It is recommended that staff use the flexi-time sheet provided (Appendix 3) to monitor and track time worked. Staff must ensure that these records are kept up to date on a daily basis.
Flexi-time is based on trust and open communication. A central register may also be used to record staff hours.
The line manager must check and sign all completed flexi-time sheets at the end of each accounting period and ensure they are properly stored. Staff are expected to accurately reflect the time they have worked.


TERM-TIME WORKING
Definition: Contracted to work during school terms only thereby ensuring leave during school holidays.
Application: The Trust will evaluate all applications for term-time working however it must be noted that certain posts are more suited than others for this form of flexible working (school nursing).
The main consideration when evaluating an application for term-time working is the effect the change will have on the team as well as the service provision during the school holidays.
The manager must ensure that the term-time arrangement does not conflict with any previously agreed flexible working schemes i.e. flexi-time, part-time, staggered working etc.
Salary and Leave Entitlement for Term-time Working
Term-time employees can be ensured that they will treated equally to full time staff with regards to salary, entitlements, access to training and career development.
Staff working term-time will be paid pro-rata in 12 equal payments. Salary and entitlements will be paid in equal payments over a twelvemonth period incorporating salary and annual leave.
The application for term-time working needs to indicate all relevant information to allow the manager to evaluate the application effectively. All practical implications need to be considered.


ANNUAL HOURS
Definition: Contractual hours are calculated over the period of a whole year and usually consist of two parts, viz-fixed and flexible.
Application: Annual hours is a useful method for employees and employers to reach their desired objectives without compromising service or quality of life. When managed properly it can be a good motivational tool.
Careful investigation and analysis is required before annualised hours can be implemented. This is required to identify peaks and troughs in the week, month and year round service cycles.
The manager must ensure that at any given time the minimum staffing level and skill mix must be present to maintain continuous service standards.
The hours are normally split into fixed and unallocated shifts. This ensures that core times are filled and remaining times are flexible. The unallocated shifts are reserved hours and can be used by the manager for unexpected surges in demand at reasonably short notice.
It is the responsibility of the manager to keep accurate records of shifts worked to facilitate the reconciliation of hours at the end of the period. This will ease the finality of any payments due to the employee or employer.
It is recommended that a pilot be launched and allow staff and service providers to give feedback about what works well and what needs finetuning.
Staff will be paid in 12 equal monthly payments. A reconciliation with regard to hours worked and salary paid will be undertaken at the end of the period. The manager will be responsible for the reconciliation. Any money owed by or due to the employee will be balanced using the last salary payment.
When someone resigns from an annualised hours contract, there might be a credit/deficit in hours worked. The notice period or the last salary can be used to balance out any money owed by or due to the employee.


HOME WORKING
Definition: Where a staff member fulfills their contractual obligations working from home on a temporary or occasional basis.
Application: Home working is an extremely flexible working method for both the employee and manager alike. It can easily be considered for a variety of posts however there are also many limitations-e.g. staff providing direct patient care.


TEAM-BASED SELF ROSTERING
Definition: Staff members are allowed to be self-sufficient by scheduling their own shifts however still maintaining agreed service levels.
Application: The idea behind self-rostering is to create a culture whereby staff members display co-operative behaviour in balancing their work and home lives. Once staff have managed to agree a schedule that suits the team, the manager will be required to confirm the arrangement and ensure that core times are not jeopardized by the schedules which could negatively impact on service provision.


OTHER FORMS OF FLEXIBLE WORKING
Staggered hours
Definition: Where hours are staggered to accommodate different start, finish and break times in the same workplace.
Application: This is an excellent method to use where longer opening hours are required. It could assist with greater efficiency in the service.

Compressed Working Hours
Definition: Employees can compress normal hours into fewer working days.
Application: In practice this would mean longer daily working hours for employees who choose this option. It is critical that the employee ensures that core service times are worked.

Career Breaks
Definition: These are unpaid breaks offered to the employee with a guarantee that they will be able to return to work.

Day Fortnight
Definition: This is a bi-weekly schedule where 10 days are worked over a nine-day period and can only work for full time staff, e.g., (based on nursing staff)

Unique Working Patterns
These are unique work patterns creatively designed between the employee and his/her manager. Each solution is designed around specific circumstances unique to that service

Spreadsheet's Author: bravermanh
Last Updated with Excel 97

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