Dear Keth Regan,
Thank you for your question. we also posted your question on social media and here is one response that we got from a member on Linkedin:
Gary "John Spivey
I had the "over time challenge" in one of my recent leadership roles when I had about 175 people working for me. I had to sort this out the hard way, as there was no clear method that I knew. Here are some of my lessons:
1. you must have some type of performance metrics available. In my case, we had an authorized number of personnel and a requirement for performance. Specifically, we had x number of police, fire, and guards on hand & working. we compared that to what the authorization was.
2. Since we were using overtime, the premise was that we were understaffed. for example, in the police category, we determined we were short 40 FTEs from comparing on hand to authorized. We were using about 1200 hours a pay period of over time.
3. In that example, 1200 hours of overtime divided by 40 hours (FTE) equals 30 people. So my bottom line to the powers that be was that we were underperforming by 10 FTEs and that I would be using more overtime in the next cycle in order to meet the full requirements :)
we succeeded in reversing the arguments against us for using the overtime. The key was having "required" metrics available. we got lots of help in quickly hiring more folks.
Hope this helps
Research and Content Development Associate, ICMA