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I am working on a staffing model for my company and I have seen in the past a standard "Inefficiency Calculation" which reduces the total available time an estimated 15%. The inefficiency calculation
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Staffing
posted at 7/15/2009 11:12 AM EDT
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Posts: 3
First: 7/15/2009 Last: 7/15/2009 |
I am working on a staffing model for my company and I have seen in the past a standard "Inefficiency Calculation" which reduces the total available time an estimated 15%. The inefficiency calculation represents miscellaneous time not spent on working (e.g., private phone calls, emailing friends, surfing net, etc.). This 15% I believe works with with Back-Office Branch staffing models but when you go into professional organizations and into finance and accounting areas, I would think this calculation would be almost zero due to the type of work.
What is best practice for using an Inefficiency Calculation in this type of environment? Any input would be a great help! |
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Staffing
posted at 7/15/2009 12:03 PM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
One of the considerations to keep in mind with professional, specially those that bill their time to clients, is that this employee is usually exempt from OT. In my mind that means you can put some billing period goals out there that have little to do with the ratio you are trying to develop.
I worked in a CPA firm and during our busy season, I had to bill and collect between 80 to 100 hours every two weeks. Any administrative duties, long lunches, water cooler bs sessions were on top of that, unless I could figure out a way to bill that time (which I sometimes could). If you pay by the hour, you cannot make the same sort of expectation happen without paying for the time on the clock, whether it is being productive or shooting the breeze. I don't know where to find your answer, just that professionals can be managed differently than those that you pay OT to. |
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Staffing
posted at 7/15/2009 4:59 PM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
When I worked for a major HR consulting firm, our overall billable hours had to be at least 85% over our annual year. If not, we didn't stay.
But all raises, promotions and bonuses were calculated on %s much higher than that...that was just the very basic. And our work was cyclical...sometimes it was 50-60 hours billable and others were 20 hrs billable. |
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