Employee utilization matrix for QC staff
I've been tasked with determining a labor method/matrix for my QC staff. So seeing how efficient they are. I know there is a lot to factor in.
Any help would be appreciated.
How do you define efficiency ? Time taken for a job , accuracy level, etc..? You need to develop a metric criteria first where you can do a gradation .
example criteria ,
Time taken , accuracy , learning ability , ability to get along with colleagues , delegating etc..
You have to remember you will be grading them on a relativistic scale not on a absolute scale , because you will be grading them with reference to the highest performer .
Quick reading
What is the final intention? There are a lot of ways to approach this. I've used these efficiency based on task time to justify current head count, or increasing head count.
What is the final intention? There are a lot of ways to approach this. I've used these efficiency based on task time to justify current head count, or increasing head count.
Basically I'm trying to justify head count and current hours. I don't have to now but I know I will eventually need too. What did you use?
I used excel. I listed all the activities QA personnel do / does, even the administrative tasks. Then I timed each activity from start to finish 3 times with at least 2 different personnel to get an average time to complete. Then I determined the frequency required for each task per day / per week. This gave me all QA tasks time per day.
For us, it was about 16 hours of work per 12 hour shift not including personnel breaks and lunches and coverage for vacations or other absences so it justified hiring additional personnel for us.
The first part is time consuming, but definitely worth it. With that information you can easily justify your headcount needs. Just be careful if any task changes you will need to re-evaluate the task time.
Basically I'm trying to justify head count and current hours. I don't have to now but I know I will eventually need too. What did you use?
I used excel. I listed all the activities QA personnel do / does, even the administrative tasks. Then I timed each activity from start to finish 3 times with at least 2 different personnel to get an average time to complete. Then I determined the frequency required for each task per day / per week. This gave me all QA tasks time per day.
For us, it was about 16 hours of work per 12 hour shift not including personnel breaks and lunches and coverage for vacations or other absences so it justified hiring additional personnel for us.
The first part is time consuming, but definitely worth it. With that information you can easily justify your headcount needs. Just be careful if any task changes you will need to re-evaluate the task time.
Thanks, this helps a lot. Question - how or did you factor in the production schedule. We produce a lot of different but similar products each day. Running 20 or more products on different lines isn't uncommon where I work. I want to capture this since somehow.
You need to determine how much time of QA is required per changeover. Then take the average number of changeovers per week and apply it to your daily production. Unless you have more QA staff on certain days than others it doesn't really help you to assess if more changeovers are on a particular day, or days, of the week.
For us, we vary on our changeovers each day and there really isn't anything set. So I just took the total average changeovers per week and spread it out to each day. I think it was about 30 changeovers a week over 7 days for about 4.5 changeovers per day.
Probably easier if I just show you my spreadsheet I used for my last two facilities. See attached.
Thanks, this helps a lot. Question - how or did you factor in the production schedule. We produce a lot of different but similar products each day. Running 20 or more products on different lines isn't uncommon where I work. I want to capture this since somehow.