OH 7-1

Agenda

Review articles from Chapter 6

Test Your Knowledge Questions, page 146

Chapter 7 – Win-Win Scheduling Practices

OH 7-2

Win-Win Scheduling Practices

Hospitality and Restaurant Management

7OH 7-2

OH 7-3

Chapter Learning Objectives

Describe procedures for using a master schedule.

Explain the use of a deployment chart.

Describe additional scheduling considerations.

Tell how to establish guidelines for requesting time off.

Develop a crew schedule.

Describe how legal issues affect scheduling.

Prepare a management schedule.

OH 7-4

Master Schedule

Purposes

To assure that the correct number of hourly staff are available

To assure that payroll dollars meet company standards

OH 7-5

Master Schedule continued

OH 7-6

Historical Sales Information

Sales can be tracked by automated (point-of-sale) or manual systems.

Analysis will likely show patterns of business volume that, when they are examined, are helpful in developing sales projections.

OH 7-7

Sale Projections

Sales projections estimate future sales based on historical sales and other information.

As projected sales increase, the number of employees required will increase (and the reverse is also true).

Sales projections must be adjusted for current trends.

OH 7-8

Master Schedule Based on Covers

Example: Servers for one lunch shift

Forecasted covers for the period

÷Number of hours in period

= Anticipated covers per hour

300 ÷ 4 = 75

Anticipated covers per hour

÷Covers per hour standard

= Number of servers needed

75 ÷ 20 = 3.75

OH 7-9

Budget Drives Labor Schedule

Example: Lunch

Daily hourly payroll x Number of lunch

periods per week = Total hourly payroll

$276.95 x 6 = $1,661.70

Total hourly payroll + Total salary

payroll = Total labor payroll

$1,661.70 + $1,460.00 = $3,121.70

OH 7-10

Budget Drives Labor Schedule continued

Example: Lunch

Total labor payroll ÷ Total estimated

sales = Projected labor cost percentage

$3,121.70 ÷ $12,000.00 = 0.26 or 26%

OH 7-11

Deployment Chart

Identifies tasks to be performed and links each task to a staff position

Identifies each position as primary or secondary to staff

Shows which positions can cover secondary positions that are not staffed

OH 7-12

Master Schedule Drives Crew Schedule

The crew schedule tells employees what days and hours they are expected to work.

Crew schedules must be flexible.

Crew schedules must allow employees time to develop their personal plans.

OH 7-13

Time off Guidelines—Vacations

Some weeks may be “blocked off” because of high business volumes.

Vacation requests are normally considered according to seniority.

OH 7-14

Time off Guidelines—Single Days

Requests should be made at least one week prior to posting of the crew schedule.

Policies must consider whether day off requests are honored on a seniority or “first come, first serve” basis.

OH 7-15

Family and Medical Leave Act (FMLA)

This federal law requires that eligible employees receive up to twelve weeks of unpaid leave for

Birth and care of newborn child

Placement of son or daughter for adoption or foster care

Caring for an immediate family member with serious health condition

Medical leave because of a serious health condition

OH 7-16

Employee Absence Policy

Guidelines are required to indicate how employees must notify managers if they cannot work.

Employees who are ill may need to secure a doctor’s release prior to returning to work.

OH 7-17

How Would You Answer the Following Questions?

1. Historical sales information (should/should not) be used when developing a master schedule.

2. The labor cost standard to be met when a master schedule is developed is derived from the _______.

3. A _______ schedule tells employees what days and hours they are expected to work.

4. The _______ is a federal law requiring that eligible employees be granted time off for specific reasons.

OH 7-18

Creating the Actual Crew Schedule

External events and sales volume projections

Holidays

Seasonal adjustments

Advertising and promotions

Community activities

Economy

OH 7-19

Crew Schedule

Effective utilization of staff

Senior employees can be scheduled with less experienced staff to provide mentoring and coaching assistance.

More experienced and productive employees normally work when sales volumes are heaviest.

Flexibility is important.

OH 7-20

Scheduling Minors

The Fair Labor Standards Acts (FLSA) addresses the employment of minors.

People younger than 18 years old cannot operate power equipment.

Youth aged 14 to 15 may work Three hours on a school day Eighteen hours in a school week Eight hours on a nonschool day Forty hours in a nonschool week

OH 7-21

Other Factors Impact Crew Schedule

Overtime

Over-extending expertise on one shift

Holiday and weekend schedules should be fair to all employees.

OH 7-22

Employees in the restaurant industry typically work while other people enjoy a good time.

OH 7-23

Backup Strategies for Crew Scheduling

A contingency plan outlines actions needed if the unexpected occurs and should address: Cross-training employees

Identifying shift leaders

Identifying floaters

OH 7-24

Management Schedule

Developed the same way as the crew schedule Develop a master schedule.

Consider special events.

Follow time off policies.

Schedules must yield fair and equitable treatment for all managers.

OH 7-25

How Would You Answer the Following Questions?

1. Flexibility is required when the _______ schedule is developed.

2. How often should overtime be scheduled?

3. What federal law establishes standards for the employment of minors?

4. Shift leaders are generally (hourly/salaried) employees.

OH 7-26

Key Term Review

Budget

Contingency plan

Covers

Crew schedule

Cross-training

Deployment chart

Employee absence policy

OH 7-27

Key Term Review continued

Fair Labor Standards Act (FLSA)

Family and Medical Leave Act (FMLA)

Floaters

Historical sales information

Management schedule

Master schedule

OH 7-28

Key Term Review continued

Sales projections

Scheduling

Shift leaders

Standards

Time-off request policy

OH 7-29

Chapter Learning Objectives—What Did You Learn?

Describe procedures for using a master schedule.

Explain the use of a deployment chart.

Describe additional scheduling considerations.

Tell how to establish guidelines for requesting time off.

Develop a crew schedule.

Describe how legal issues that affect scheduling.

Prepare a management schedule.

OH 7-30

Next Week

Read Chapter 8 – Teamwork in the Foodservice and Hospitality Workplace

Due: Article Review for Chapter 7– Win-Win Scheduling Practices