Attendance, shift and leave process for Office Park Managers: a roster for gates, power rooms and helpdesks
A business park runs all night and on holidays. Attendance and leave must show who is on the power room, lifts, gates and helpdesk each shift, with relief named before anyone is absent.
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Share your requirementsWhy attendance, shift and leave process matters in office park managers
In a park the lights, lifts and water are expected to work at three in the morning on a festival day. The same four or five technicians and supervisors are asked to cover that. When one calls in sick, the cover is settled over phone calls at dawn, and the same person ends up agreeing to stay on each time.
A clear process lists the posts first, then the people. It shows who has worked how many nights, who is due a rest, and who can stand in for whom. Leave requests are then decided against a view of the whole month, including known tenant events, not one request at a time.
How to set it up
1. List posts, not names
Write what must be covered on each shift: power room, DG, lift watch, helpdesk, supervisor on call. Mark which posts can be combined on a quiet night and which cannot.
2. Build a relief list
Name two people for each critical post who can stand in, and record that they have been shown the work. Check it yearly or whenever someone leaves.
3. Record attendance at the post
Use a simple register or phone entry per shift that the supervisor signs off at handover. Vendor staff entries are kept separately but reviewed in the same meeting.
4. Share night and holiday duty fairly
Keep a running count of nights and holiday shifts per person and use it when drawing next month's roster. Compensatory rest is agreed once and written down.
5. Decide leave against a calendar
Put tenant events, fit-outs and audits on the same sheet as leave requests. Approve early for quiet weeks and talk to staff early about busy ones. See HR documentation for the records.
Check these first
Before changing anything, find out what is true today. Use your own records for a defined period and note gaps in the evidence. The review may take longer if records are incomplete or spread across teams.
- Look at the last three months and count how many times a post was covered at short notice.
- Check whether the same three people carry most of the nights and holidays.
- Ask a technician how they find out that they are covering for someone, and how much notice they get.
- Compare your attendance register with the vendor's for one week and note any difference.
GullyHR can do this with you. Read how we approach attendance, shift and leave process in general, or share your requirements and we will tell you where to start.
Questions owners ask
Keep the relief list ready, call the first name and record the change on the register. Afterwards check if the pattern repeats. A kind word on return matters more than a rule on paper.
Their employer rosters them, but your roster should show which vendor posts you rely on, and your supervisor should see their attendance. That gives you early warning without taking over their management.
Share the event and fit-out calendar before leave opens for the quarter. Ask staff for preferences early and keep one or two periods protected for the team's own breaks.
We set up the interview and hiring process for office park managers
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.