The roster is one of the most important tools used by nurse managers to plan and manage human resources. The process of rostering is a complex and demanding function that is often not given the attention and respect itrequires. Skills for developing rosters have generally been learned on the job with few nurse managers having been exposed to education on how to develop effective rosters (Bonner, Beaumont and Smith 1995). Effective rosters achieve three main objectives: (i) high-quality patientoutcomes, (ii) staff satisfaction and (iii) financial outcomes within budgetparameters.
This chapter outlines how changing health-care environments impact on roster design, defines rostering objectives and outlines the key elements required to achieve these objectives. It also introduces a range of methodologies and outlines their relative advantagesand disadvantages gives a practical example of how to measure the number of labour hoursper patient day a roster pattern will absorbs, estimates associated costs and describes the purpose and process of roster re-engineering.
- The health-care environment
- Objectives of roster development
- High-quality patient outcomes
- Staff satisfaction
- Cost effectiveness
- Roster re-engineering
Author / Editor Biographies
Cherrie Lowe is an Associate Fellow of the Australasian College of Health Service Management, an Honorary Lecturer and Associate of Monash University for the Faculty of Nursing and is currently completing her Doctorate making use of the extensive research undertaken for the development of the TrendCare acuity system. Cherrie completed a Diploma in Teaching (Nursing) from Armidale College of Advanced Education in 1987 and a Graduate Diploma in Nursing Studies Administration from the University of New England in 1990. Cherrie is a Registered Nurse and Registered Midwife with the Nursing and M...