scarabeus island time

8/2/2019 Scarabeus Island Time

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Scarabeus Associazione Culturale non profit

http://www.scarabeus.itLivorno

Italy

GRUNDTVIG COFE

Conciliation for Equality in the XXI century

S O
http://www.scarabeus.it/http://www.scarabeus.it/


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THE ISLAND OF TIME


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Company data

Name of the company: UNICOOP TIRRENO LIVORNO

Number of employees: 6000

Ratio of female workers in the leadership: They are more than 65%

Percentage of workers on xed-term contracts: they are more than 20%

Ownership: its a private Company

Sector: food, beverages, tobacco

Name of Good Practice: THE ISLAND OF TIME

In this good practice the company applied measures concerning

exibility and leaves and all those policies

regarding how to facilitate life-work balance

Description of the good practice and presentation of


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The Islands of the Time

The time reconciliation of working and living

The Islands of the Time

The time reconciliation of working and living

Firenze, 12 november 2010


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Index

The History of the Islands of the time

The meaning

The stores, the business areas and the business roles involved

the core: the ISLAND

the process description of creating the reconciled workshifts, thephases

Some key concepts

Images

Achievements


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The History of the Islands of the Time

Late 70

Auchan France

2000

Auchan

Casal Bertone

Roma

Unilateralintroduction of

the company

Unicoop Firenze

Ipercoop

Montecatini

Concertedintroduction with

RSU

2003

IpercoopLivorno

Feb 2005 Jan 2008

IpercoopRomaCasilino

IpercoopAprilia

Unicoop Tirreno

concertedintroduction with

RSU


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The meaning

it is an organized system for creating workshifts for employeesof the cash desks barrier , achieved through balancing the need

to satisfy the company needs to cover the load curve of the

cash desks barrier and the employees need to find timereconciliation for their own time of living and work

Efficient coverage ofcash desks barrier

shifts

Personalized workinghours

Company employee


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The Stores, the Operational Areas, theSubjects Involved

Cash desks Scheduling Resp. Area Vas

Hypermarkets pt ft ft ft

Ipercoop Livorno 68 1 67 2 1 1 1 1

Ipercoop Roma Casilino 42 1 42 1 1 1 1 1

Ipercoop Aprilia 54 0 54 0 1 1 1 1

totali 164 2 163 3 3 0 3 2 1 3


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the island model in the network organizationfor matrix

island

island

island

Dir. Canale

Resp. Rete

Capo FilaVas

Dir. Iper

Dir. Iper

Dir. Iper

Resp.Vas

Resp.Vas

Resp.Vas

Schedul.

Schedul.

Schedul.


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The Core: The Island

the group of workers, who are part of the cash desksbarrier, has been divided into subgroups , ISLANDSof about 20 people, according to the complementaritysociological principle (which must be mantained overtime through any recovery action group) each subgroup has different inner and similarcharacteristics compared to the cash desks Barrier in thewhole.


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The creation process description ofreconciled workshifts, the phases

1 PHASE- 1

month

Creation of theforecast loadcurve of the cashdesks barrierfrom theScheduling, withthe support ofcomputerizedprocess of thehistorical salesdata, customersand articles.Macrocurvasubdivision in theislands

microcurve

2 PHASE- 1

month

Employeesproductionof thepaper wishwheretheir needsof weeklytimetableare madeclear.

3 PHASE- 28 days

Drawing the islandcurve on thecorrespondingmagnetic board andpositioning of onesown desideredtimetable schedulefrom each cashier.

4 PHASE- 21 days

In theOrganization ofthe positionedtimetable therole ofanimators,

cashiers iscrucial. Theycoordinate themutualadjustment ofschedules toensure thecoverage of the

curve.

5 PHASE- 14 days

VerificationThe check isdone bySchedulingand Resp.

Vas on theefficientcoverage ofthe loadcurve. Anycritical issuesare sharedwith the

storemanager.

6 PHASE- 12 days

RELEASEOFRECONCILED WORKINGHOURS


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The positioning


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The Concerted organization


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Some key concepts

Flexibility

It is about sharing ones own time on a periodical scale.

Modulation

It consists in the capitalization of ones own time in a credit/debit system whicharises from efficient coverage needs of the sale flows estimated by theCompany.The individual consumption of ones own time is, therefore, in a system ofaccumulation: the sock ( worked hours in + or in -) must be emptied every sixmonths.


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The garantee of the equity in the interior of the islandsEQUITY TABLE

Foglio di lavoro diMicrosoft Excel

Every week the animators update the datas concerning themodulation of everybody (EQUITY TABLE) and affix them toconsult.

The Scheduling and the Resp. Vas intervene in the managementof any individual critical situations concerning the compliance withthe rules of equity or fairness.

Every six months we have the DAY ISLAND where the groupsshare the progress of their work shifts management and anyproblems occurred.

Some key concepts.


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Images

Show

As you like it butequal to anyoneelse

5 July 2007

Ipercoop

Livorno


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Achievements

improved working environment, achieved throughthe instrument of reconciliation of working andliving (positive feedback , no request to leave theconcerted mechanism of the times).

the absenteeism continues to decrease especiallyin Aprilia hypermarket ( -21% itemized hours in2009 compared to the previous year) and Livorno (-5% itemized hours in 2009 compared to theprevious year), the situation is stable in RomaCasilino hypermarket.


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ipermercati

Positive results observed in the productivity

Achievements


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Fulfilment of organizational flexibility needs emphasised from the peaksales through a judicious use of extraordinary (bench Iper with Islandsvs Iper without islands North area)

livorno aprilia casilino viterbo eur

2738

1076

1420

ipermercati

Achievements


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Next steps

Overcoming of the testing phase and starting aconsolidation phase of the initiative.

Possibility to extend the Island organizational model to

Islands in other hypermarket business areas


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Next Steps

.

In 2009, under the Equal Opportunities Steering Group, a training and information path was createdon the topic of gender differences that involved a wide business audience

The first steps of this path have been:

1 meeting with business network in June 2008

2meeting: first seminar for executive groups at Scuola SantAnna (30 november 2009)

3 meeting: second extended workshop (13 May 2010)

The project aims to experiment a new management system according with the principles of Valuing& Managing Diversity

operationally speaking it means to intervene with specific activities on four areas:

1. More balanced career paths between genders

2. Parenting

3. Reconciliation of working and life times

4. The modalities of entry and stay of the new generations in the company.

scarabeus island time

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