LDPM 16 - Improving Work-life Balance and Retention Throughout a Healthcare System by Implementing an Alternative Work Schedule

Background: Like other facilities nationwide, our healthcare system is dealing with a shortage of infection preventionists (IP) especially with the surges and threats of emerging infectious diseases like Mpox, Ebola, and COVID-19. Most facilities follow the traditional Monday-to-Friday schedule, but to prevent burnout and improve retention of staff, it is essential for us to consider innovative methods such as alternative work schedules (AWS) and hybrid work models.

Methods: There were several options for AWS, such as “four 10’s” or “5/4/9”, so it was important to be aware of the advantages and disadvantages in order to select one that would accommodate most of the staff. Implementation was the most extensive step, especially when trying to identify critical IP responsibilities and establishing appropriate cross-coverage for hospitals where there was only one IP assigned. Collaboration with the IP team, executive leadership, and human resources made it possible to achieve.

Results: The majority of the IPs in our system switched to an AWS, primarily the 5/4/9 format, and managed to fit in a work-from-home day every other week as well. There were concerns with coverage, but by utilizing a time management system, shared calendar tool, and paging system, we were able to organize the schedule to ensure each hospital was supported. Productivity was measured with the number of tracers, rounds, and special projects completed.

Conclusions: Throughout the past few years, we have worked on improving the culture of our team which provided the perfect environment to trial an AWS. Implementation involves reassessment of priorities, structured cross-coverage, and transparency of challenges and opportunities. Ultimately, the benefits of a better work-life balance, increased productivity, and boosted morale outweighed the slightly longer work day.