Creating your workforce development plan

Our experience of managing critical operations teams has helped us develop a depth of experience in viable and effective operational shift plans. We develop these in different domains, ensuring both optimal and compliant local legislation. Our focus on people means we will always build in considerations where staff are supported.

Workforce development planning

Emanating primarily from our experiences with the European Space Agency in Germany and the MoD in the UK, we have developed a number of work patterns, shift plans and bespoke variations of on-call that can provide effective technical service solutions for different services. 

The experience of our team in understanding the strengths and limitations of workforce development  plans, along with our experience of what is permitted in the complex world of employment legislation and this enables us to support you in developing your workforce to achieve the best they can.

Case study

The key to resource and workforce development planning is optimising the available working hours of the team, whist ensuring there is contingency for planned and unplanned absence. Over the past ten years we have developed and modified schemes for 24x7x365 operations both in the UK and Germany. The location of the service is important as any scheme must be compliant with employment legislation which can vary greatly in different countries.

At a site in Scotland, we developed a shift plan that ensured 2 operators were available at any time to operate a remote satellite ground station. This was based on rotating 12 hour shifts (day and night) with additional support available through the day with floating shift staff. These floating shift staff would then drop into the shift plan in the case of any absence (planned or otherwise).

This plan was highly effective but could not be used on a project we secured in Germany due to staff not being legally permitted to regularly work shifts of 12 hours. Adding in a 3rd shift (Early, Late, Night) hugely impacted the number of individuals needed to cover a rota. The key to the shift pattern in Germany was utilising additional hours for staff training and development at the start of end of a shift. We also had to ensure that the shift handover times were suitable for staff to use public transport should they need to.

More recently, we worked with a client operating with a team of UK Nationals in a European country. The need here was to have a pattern that allowed for regular working hours but also had built-in trips home.  This final shift pattern was based on a 17/4 cycle over 21 days ensuring staff had a long weekend with their families every 3 weeks.

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