{"id":9413,"date":"2024-12-10T19:18:56","date_gmt":"2024-12-10T18:18:56","guid":{"rendered":"https:\/\/extali.eu\/docs\/gute-hospitalpraxis\/1-kontext-des-krankenhauses\/1-3-mitarbeiter\/1-3-02-personaleinsatzplanung\/"},"modified":"2025-11-11T11:05:30","modified_gmt":"2025-11-11T10:05:30","slug":"1-3-02-personnel-resource-planning","status":"publish","type":"docs","link":"https:\/\/gutehospitalpraxis.de\/en\/handbuch\/1-kontext-de-krankenhauses\/1-3-mitarbeiter\/1-3-02-personaleinsatzplanung\/","title":{"rendered":"1.3.02 Personnel deployment planning"},"content":{"rendered":"
Download the process instruction as PDF<\/a>Download<\/a><\/div>\n\n\n\n

1 Purpose and objective<\/h2>\n\n\n\n

Provision of sufficient, qualified personnel during normal working hours and outside normal working hours. Planning security for employees. Payroll accounting.
Work assignments must be planned in advance. This requirement must be implemented in the interests of employees in order to minimise the adverse effects of shift work. To this end, it can be useful to create work intensity profiles. In this way, the deployment of labour can be better adapted to actual requirements than is possible in a shift system. Replacements for holidays, illness and training must be planned and, if possible, compensated for across departmental boundaries.
Staffing levels must also be adjusted at short notice to meet additional requirements or in response to unexpected staff shortages so that the required staffing ratios are met (personnel management).
Time for holidays, illness, childcare, administrative duties, training and further education must be planned for.
Duty rosters also serve as a record of working hours.
The specialist standard must be guaranteed in all functions.<\/p>\n\n\n\n

2 Scope of application<\/h2>\n\n\n\n

Creating a rota for the department
To do this, the time range for which the department's service is to be kept available and to what extent must be defined.<\/p>\n\n\n\n

3 Description<\/h2>\n\n\n\n

<\/p>\n\n\n\n

3.1 Working hours<\/h3>\n\n\n\n

The standard working hours are defined for each department.
For each department, it is determined which services must be provided outside normal working hours.
(example)
Mon - Tue 7:30 - 16:30
Wed, Thu, Fri 7:30 - 16:00
Late shift 9:30 - 18:00, followed by on-call duty 18:00 - 7:30
On weekends and public holidays on-call service from 7:30 - 7:30
The service should be staffed in such a way that there is always at least one employee on call, two employees on late shift and up to seven employees on day shift.
The management draws up a preliminary plan for the late-night and on-call service on the form
<\/p>\n\n\n\n

3.2 On-call service<\/h3>\n\n\n\n

The on-call rota for the following month will be drawn up by the 15th of the previous month and posted on the information board.
The duty rota is entered on the
\"Duty rota\" (quadruple)
and confirmed by the management and given to the nursing service management.
The call services are shown on the sheet:
Personnel on call and on-call service
Entered by the employee and confirmed by management. The form is sent to the HR department.<\/p>\n\n\n\n

3.3 Duty rota changes<\/h3>\n\n\n\n

It must be regulated how the requirements are met in the event of illness and sudden absence of employees. <\/p>\n\n\n\n

3.4 Total time required <\/p>\n\n\n\n

This calculation can be included in the calculation of total personnel requirements.
For example:
The department works 10.5 hours a day:
Weekdays: 52 x 5 = 260 weekdays - 11 public holidays = 249 weekdays 249 x 10 h 30' = 2614.5 h x 2 persons = 5229
Call service:
Weekdays: 249 x 13.5 = 3361.5
Sat, Sun, public holidays: 116 x 24 = 2784
Total call service = 6145.5
(one year has approx. 8760 hours, approx. 52 Saturdays and Sundays, approx. 12 public holidays and customary days and 249 working days)
<\/p>\n\n\n\n

4 Documentation<\/h2>\n\n\n\n

Duty rota
On-call duty rota
Call rota
Hourly billing
A folder with three subdivisions is created. The folder is sufficient for one year. Spine label: rosters, year
<\/p>\n\n\n\n

5 Responsibilities<\/h2>\n\n\n\n

On-call duty planning: Management
On-call billing: employees, confirmation management
<\/p>\n\n\n\n

6 Notes and comments<\/h2>\n\n\n\n

<\/p>\n\n\n\n

7 Applicable documents<\/h2>\n\n\n\n

<\/p>\n\n\n\n

7.1 Literature, regulations<\/h3>\n\n\n\n

Working time laws
Staff deployment - requirements of the G-BA<\/p>\n\n\n\n

Christoph Zulehner Staffing requirements and staff deployment in health and care organisations: Benchmarks for Practice Softcover - fully revised and expanded edition (1 October 2022) Austrian Standards plus GmbH;
310 pages ISBN-10 : 3854024347; ISBN-13 : 978-3854024347
<\/p>\n\n\n\n

7.2 Terms<\/h3>\n\n\n\n

<\/p>\n\n\n\n

Attachments<\/h3>\n\n\n\n

On-call and call service
Duty rota
Rotation plan
Workplace distribution
Demo quarterly plan
Demo weekly schedule
On-call duty planning
Agreement on working hours
Billing services
On-call\/on-call service Billing<\/p>","protected":false},"excerpt":{"rendered":"

1 Zweck und Ziel Bereitstellung von ausreichend, qualifiziertem Personal w\u00e4hrend der Regelarbeitszeit und au\u00dferhalb der Regelarbeitszeit. Planungssicherheit f\u00fcr die Mitarbeiter. Lohnabrechnung.Der Arbeitseinsatz muss im Voraus geplant erfolgen. Diese Forderung muss im Interesse der Mitarbeiter umgesetzt werden, um die nachteiligen Folgen des Schichtdienstes zu mildern. Daf\u00fcr kann es sinnvoll sein, Arbeitsintensit\u00e4tsprofile anzulegen. Damit kann der Arbeitseinsatz […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":9327,"menu_order":44,"comment_status":"open","ping_status":"closed","template":"","doc_tag":[],"doc_badge":[],"class_list":["post-9413","docs","type-docs","status-publish","hentry","no-post-thumbnail"],"acf":[],"author_avatar":"https:\/\/secure.gravatar.com\/avatar\/c6b2616140d9fcd6a1c5d6d2ebbf43422308c9322c032ef03f88ec3235855dcf?s=96&d=mm&r=g","author_name":"admin","_links":{"self":[{"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/docs\/9413","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/docs"}],"about":[{"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/types\/docs"}],"author":[{"embeddable":true,"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/comments?post=9413"}],"version-history":[{"count":3,"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/docs\/9413\/revisions"}],"predecessor-version":[{"id":14324,"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/docs\/9413\/revisions\/14324"}],"up":[{"embeddable":true,"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/docs\/9327"}],"wp:attachment":[{"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/media?parent=9413"}],"wp:term":[{"taxonomy":"doc_tag","embeddable":true,"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/doc_tag?post=9413"},{"taxonomy":"doc_badge","embeddable":true,"href":"https:\/\/gutehospitalpraxis.de\/en\/wp-json\/wp\/v2\/doc_badge?post=9413"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}