The Staffing Intelligence Application (SIA) is an analytical tool developed by the Rostering Best Practice Team (RBPT) for executives of NSW Health organisations to discover workforce trends and patterns in relation to staff rostering.
Further information on how SIA can be utilised to visualise paid work patterns and support changes that promote the safety, effectiveness and cost efficiency of rosters can be found in the linked poster from the Joint 2016 ACHSM/ACHS Asia-Pacific Congress.
SIA poster from the joint 2016 ACHSM/ACHS Asia-Pacific Congress
The data related to hours paid is obtained from StaffLink, the Human Resources Information System (HRIS). StaffLink data files represent actual payments made to employees across a selected period of time across both worked and leave type hours. Files sent are separated into three categories including hours, leave, and allowances. These files are transferred on a monthly basis in multiple text files using the Ministry of Health secure file transfer service.
NSW Health Corporate Analytics provides organisational structures, employee information including Award, employee type, and pay class details. In order to capture any new employees which may have started within the new month, employee data is extracted monthly in conjunction with the loading of StaffLink data.
The Staffing Intelligence Application was designed to meet the needs of NSW Health executives. It is not within the RBPT's view that the tool is used for day to day monitoring and management or at an operational level within a NSW Health Organisation. Instead the benefit of the tool is realised when used as a reference tool that highlights possible areas for improvement or for use in targeted initiatives. Therefore it is anticipated that the application will be more useful to the executives of the organisation such as Director of Workforce, Finance, Performance, Nursing, Medical equivalents and/or delegates.
RBPT has chosen the best data visualization tools and colours for the organisations needs through a process of trial and discovery as listed below.
Dashboard is designed to show powerful information quickly as well as the ability to drill down through organisation, staffing, pay class and periodical structures.
The fields available on the dashboard are displayed in a detailed level.
Ranking for total hours, total dollars, overtime hours, overtime dollars and overtime percentage.
Monthly trend line is a moving average trend line that smoothers out fluctuations in data to show a pattern or trend more clearly. Accumulated year-on-year trend line reports the changes in a year’s worth of data.
Hours worked in a twenty four hour timescale transformed into one hour blocks of work, representing hour of the day, day of the week.
Employee heat map is a great way to compare hours worked in twenty four hour blocks using colour. The effect is then quickly noticeable. The darker colour scale is representative of the concentration of hours paid within that hour block.
Correlation between sick leave and overtime displays the relationship between the two sets of data. This has been developed with the aim to determine if high overtime hours result in an increased level of sick leave. This is a concern for fatigue management.
In the process of best practice benchmarking, management can identify two metrics available in the application (organisation, award code, pay class and period) to compare one with another where similar processes exist, and compare the results and processes of those studied to one's own results and processes.
This document contains information organised in a tabular form. Dimensions and measures are to be selected by the user to create a custom report in addition standard reports with pre-defined parameters have been created for frequent users.
Access is via a nomination by the Chief Executive Officer of NSW Health Organisations.
RBPT is available to respond to any concerns and assist you with any content knowledge regarding SIA. Please contact your RBPT member or email moh-rostering@health.nsw.gov.au
