HMT Consultancy Services

The introduction of a self-rostering system will facilitate a new and improved way of working for Trust staff and management. The benefits are significant; HMT’s experience of 35 implementations in the NHS can help you ensure you achieve your objectives.

HMT has developed a proven approach to implementing systems, we work with you from the outset through formation of the project board, recruitment of internal support resource, and production of a detailed project plan.

Project management - HMT provide PRINCE2 Practitioner level Project Management control to work with the Trust, including production of Project Initiation Document (PID), the project plan and ongoing coordination in conjunction with the Trust Project Manager.


Establishing a rostering policy - The implementation of RosterPro positively and deliberately changes current working practices relating to manual roster production and associated administrative tasks.

In parallel with the early stages of an implementation, HMT will work with you to tailor existing or create a new best practice rostering policy. A formal policy is important, as without it many of the inefficiencies of manual rostering may be built into the electronic system. Rolling out a new system is an excellent opportunity to build in a more consistent approach and to ensure rosters are cost effective and safe.

Benefits Realisation Planning - HMT include a formal benefits realisation programme, drawn up as part of the project plan and monitored throughout the implementation. The process involves measuring Key Staff Performance Indicators (KPI’s) before and after the initial implementation, that are considered by the Trust to be critical measures of success, typically including:

The cost of Bank, Overtime and Agency usage
Analysis of staff activity (levels of sickness, absence and study)
Annual leave planning – looking at the way leave is planned and balanced over the whole year
Time taken to administer payroll returns.
Skill mix levels

Staff training - Training can be provided at HMT’s centrally-located offices or on site at the Trust. We focus on a complete skills transfer process to enable Trust support staff to roll out training Trust wide. We have developed a successful training and configuration over many years, and fully equip in-house staff with benefit of our experience. Example training task as selected form a project plan are:

Task 4.1 Phase 2 Training – In this phase the Trust’s Super User and System Administrator repeat all the training elements detailed above, shadowed by the HMT trainer.
Task 4.2 Phase 3 Training – On call support is provided to the Trust Super User and Systems Administrator for support activities and further training.