Working Nine to Five: An Innovative Scheduling Initiative Inspired by a Movie

Abstract

Purpose for the Program Job satisfaction in nursing has been linked to satisfaction with work schedule particularly in the younger generations of nurses. Our nursing unit had an increasing turnover rate and morale issues related to work schedules and the scheduling process itself. Research has demonstrated that self-scheduling is a potential approach to increasing job satisfaction especially in generation- Y members. Proposed Change Work shifts and call days were signed up based on a first-come, first-serve basis on designated days. These days were very stressful for most staff as many drove in from home on a day off and tensions were high as staff waited for their turn to sign up. Once a day's allotted slots were full, no one else could sign up to work that day. Despite having specific guidelines to follow, shifts were left uncovered and staff were unhappy when their shifts were changed by leadership. A change in how staff were scheduled to work was imperative. Implementation, Outcomes, and Evaluation Inspired by the flexible scheduling and job sharing in the movie 9 to 5 (starring Dolly Parton, Jane Fonda, and Lily Tomlin), one of our charge nurses came up with an idea for self-scheduling that involved scheduling partners similar to job sharing in the movie. The vision was that each nurse could set her schedule to allow for appointments and personal activities. There was a perceived need to provide a work--life balance that was not being met with the previous scheduling system. Staff were grouped into sets of scheduling partners with a total of 1.8 full-time equivalent/group. Staff were paired based on skill sets and ability to work with the mother--baby, antepartum, and labor and delivery units. One of the group members must be signed up to work in a 12-hour shift each day during the week. One of the 7 days is self-designated as a call shift. The leadership team then makes minor changes by incorporating approved vacations, classes, and the availability of pro re nata to work. Since April 2012 when this self-scheduling process was put in place, staff have been more satisfied with the scheduling process and no one has resigned based on job dissatisfaction with scheduling. Completing the schedule is less time consuming and less stressful for the leadership team. Implications for Nursing Practice This is a viable alternative for scheduling that can be implemented in any area.