Eliciting feedback from those most affected by the shift schedule is becoming a basic principle in effectively designing schedules. Other factors to consider include the degree to which the "biological clock" is disturbed and the distribution of days off at the weekend. Schedules need to offer adequate opportunities for sleeping between 2300 and 0700. The week needs to be varied enough to allow for night rest.

Shifts optimally are scheduled enough in advance so that workers can calculate upcoming times and be able to carry out household and family duties on weekdays between 0700 and 1900. Other positive aspects of scheduling include time and space for recreational activities and distribution of days off at the weekend.

The following criteria are offered to consider when reviewing a shift schedule:

• In the design process, involve everyone who might gain or lose from the  change.
• New schedules typically gain 65% to 75% approval among workers.
• Cross-training will provide flexibility within the schedule.
• Establish criteria as checkpoints for emerging ideas (training on days off?)about any shift design.
• Consider the age of the work force.  Generally, older workers are less adaptable and more reluctant to major changes and longer work day/night.  Younger workers with families may prefer rotations which better suit their family schedules.

According to some, shift scheduling that follows a rapid rotation pattern may be better for you than a shift with a slow rotation pattern.

In the European community rapid rotation is seen as superior to the more common slow rotation in the United States.  Air traffic controllers in most parts of the world have some sort of a  rapid rotation schedule like the 2-2-1 schedule at at the control center in Farmington, Minnesota.  The 2-2-1 schedule follow the pattern of 2 nights, 2 days, and 1 midnight followed by two days off.

Research from Germany and the Netherlands support the practice of rapid rotation and recommend the following;

1.  Nightwork should be reduced as much as possible.  If this is not possible, quickly rotating shifts are preferable to slowly rotating ones. (The Design of Shift Systems, Peter Knauth, Karlsruhe, Germany)

2.  A fast rotation keeps the circadian rhythm in a daytime orientation.  Shiftworkers do not have to constantly adjust to changing day and night orientations.

3.  The accumulation of sleep deficits can be avoided with rapid rotation.

4.  It seems better to have regular social contacts at shorter intervals than a long period of social isolation followed by another long period of social life.

Other important criteria for shift rotation include: Length of each shift, starting and ending times, distribution of leisure time through the week, part-time and full-time work options.

During a 40-hour work week, air traffic controllers may go to work at a different time each day.  One controller positively describes that ever-changing rotation as, "It feels like   I get more time of."

* A similar rapid rotation occurs among social workers staffing a first aid telephone center in Northern Ital.  The  mostly single, young female workers had previously worked a weekly rotating three shift of eight hours system.  That shift had limited their social leisure activities.  So they adopted a 1/1/1/ system with a backwards rotation: One afternoon 3 p.m - 11 p.m., one morning 8 a.m. to 3 p.m. and one night shift from 9 p.m. to 8 a.m. (in the same day) followed by two days off. A year later, the women report that they are happy with the new schedule because it "feels best." 

Variety may ease the strain of shiftwork.  One shiftworker said, "What's interesting about shiftwork is variety.  Not being bored is interesting! I like not being boxed into just one time frame."

*  From Best European Foundation for the Improvement of Living and Working Conditions. 1993.

The spouse and partners who attended this training asked tough questions. They wanted to know the impact of shiftwork on the lives of their children and on the health of their marital relationships.

One area of resistance from the audience concerned the negative impact of aging on shiftwork. Several members of the audience questioned research’s finding that shiftwork becomes more difficult as workers get older. Clearly, perceptions of healthy youth, and newly employed shiftworkers differ form those who have "clocked in" for many years. The "7 days in a row off" benefit increased the attraction of the 12-hour rotation for the younger shiftworkers. They enjoyed hearing one experienced panelist point out, "We work only 6 months a year, and we only work half a day."

Vigorous rotations work best with younger shiftworkers because:

1. They, and their circadian rhythms, adapt better to change.
2. Shiftwork can be an advantage when raising children, allowing spouses to share childcare responsibilities.

Helpful hints:

• Consider the age of the work force when creating new schedules for new operations. More demanding shifts, such as 12-hour schedules, better serve a younger populations.

Always review a new schedule 12-16 months after its inception and revise, if needed.

Twelve-hour shifts are fast becoming the favorite of many employees and companies. Workers like the chance for extended days off, and employers reason that people will work better when they're happy.  but 12's are not universally popular.

I have worked recently with two companies that are switching to 12-hour shifts.  In one case, the work force was all men around age 35 and were represented on a shift-schedule task force.  In the other case, the work force was a mix of ages and genders. This second group showed more resistance to the change, in part because the people have little say about it.

Here are some guidelines to consider before you switch to 12's:

1. Set up a task force of 12 to 15 people who will be affected by the schedule.

2. Consider how far workers must commute.

3. Understand that 12-hour shifts usually are tougher on older workers.

4. Consider the impact of 12-hour shifts on the jobs you do.   Repetitive, small-motor tasks such as making circuit board, large-motor tasks such as loading heavy cases onto trucks, and exposure to toxic fumes all make 12-hour shift less desirable.

5. Consider how 12-hour shifts will affect your worker's child-care needs, especially for single parents.  Twelve hours of child care can be hard to find.

6. Include training in any new 12-hour schedule.

7. Consider how you will cover for overtime, vacations, illness, and personal days.

8. Don't give your workers so many days off in a a row that work ceases to be meaningful once they return. The work itself should be satisfying, not something they do until they get time off again.

9. Consider your pay period in the design of a 12-hour schedule.

10. . Set up any new schedule as a nine or 12-month pilot; then reassess and make necessary changes. Set up the next round for at least two years.  Remember, no schedule is good for all time.  The aging process, hiring a lot of new workers, expansion or reductions in work, changes in how we work and union negotiations all are major reasons to re-examine your schedule.

11. .Consider your pay period in the design of a 12-hour schedule.

12. . Set up any new schedule as a nine or 12-month pilot; then reassess and make necessary changes. Set up the next round for at least two years.  Remember, no schedule is good for all time.  The aging process, hiring a lot of new workers, expansion or reductions in work, changes in how we work and union negotiations all are major reasons to re-examine your schedule.