Introduction
In the ever-evolving landscape of mining workforce management, Fly-In-Fly-Out (FIFO) rosters are a pivotal component for the mining industry when mobilising its workforce. FIFO schedules, which involve employees commuting to work sites for designated periods before returning home for extended breaks, are particularly prevalent in the mining industry. However, determining the optimal FIFO roster is a nuanced challenge that requires balancing operational efficiency with the employee's well-being and family life.
Understanding FIFO Rosters
FIFO rosters are designed to address the unique demands of remote work environments. The primary objective is to maximize productivity during on-site stints while providing ample recovery time to mitigate fatigue and enhance overall job satisfaction. Below are the most common FIFO rosters:
- Even-Time (Xanda Group has a client offering 28/28 roster which is the most in demand)
- 8 weeks on / 2 weeks off
- 6 weeks on / 3 weeks off (the most common for Ex-Pat roles)
- 4 weeks on / 2 weeks off
- 2 weeks on / 1 week off
- 8 days on / 6 days off
- There are also temporary longer roster during certain phases of a mine's lifecycle such as construction/commissioning, shutdowns etc. Although longer, they are typically temporary and tailored to needs of the project/mine
Key Candidate Considerations for an Optimal FIFO Roster
At Xanda Group we always understand our candidates' motivations before presenting them with FIFO rosters that are suitable for them. Below are some of the considerations we recommend candidates to consider:
- Family / Personal Life: It’s important to establish how long you can be away from home without disrupting your home / personal life. This is the number one discussion point we have with candidates.
- Your Well-Being: Your well-being is paramount. Extended periods away from home can take a toll on mental and physical health. Candidates must ensure that rosters provide sufficient rest and recuperation time to prevent burnout and maintain high levels of engagement.
- Travel Time: Always factor in the toll and time of you flying from your POH (point of hire) to the site, including connection times and ground transport.
- Travel On Your Time or Work Time: Always an important factor to review particularly if you have a long travel time and a long roster.
- Class Of Travel: Certain mining companies but not all will offer business class flights. Always consider this before starting a job search or considering a role.
Key Client Considerations for an Optimal FIFO Roster
- Operational Efficiency: Balancing the needs of the business with those of the workforce is crucial. An effective FIFO roster should align with the operational demands of the project while minimising downtime and maximising productivity.
- Flexibility: Offering flexibility within FIFO schedules can significantly impact employee satisfaction. Customisable rosters that consider individual preferences and personal circumstances can foster a more positive work environment. Although this is hard to manage when considering the other factors in this section.
- Communication: Transparent communication between management and employees is essential. Clear expectations, regular feedback, and addressing concerns promptly can enhance trust and collaboration.
- Costs: When working on your workforce plan always calculate the true costs if the scenario happens that all your Ex-Pats travel from the furthest country.
- Coverage: Make sure all your rosters align to ensure there are no days or weeks where a position is not been covered on-site. This should also be carefully monitored during the site’s lifetime as often potential employees will ask for different FIFO rosters in order to accept a role which can have a knock-on effect.
- Comprehensive Planning: Developing a well-structured roster involves thorough planning. Consideration of project timelines, labor requirements, and potential challenges is essential for creating an efficient schedule.
- Health and Safety: Ensuring the health and safety of the workforce should be a top priority. Implementing measures such as mental health support, fitness programs, and regular health assessments can contribute to the overall well-being of employees.
- Continuous Improvement: Regularly reviewing and refining FIFO rosters based on feedback and performance metrics can lead to continuous improvement. Engaging employees in this process fosters a sense of ownership and commitment to the success of the roster system.
Conclusion
The optimal FIFO roster is not a one-size-fits-all solution. It requires a careful balance of operational needs and employee well-being. By prioritising flexibility, communication, and continuous improvement, organisations can develop FIFO schedules that enhance productivity while supporting the health and satisfaction of their workforce. In a tight and competitive labour market, a well-designed FIFO roster can be a strategic advantage when attracting and retaining mining professionals.
Typically, the longer rosters are more financially lucrative. However, another factor is your POH and the location of the mine site. For example, if your POH is Australia and you are working in Africa / paid in $USD then there is a significant financial advantage which isn't necessarily determined by the length of roster.
As previously mentioned, there’s no one-size-fits-all roster and at Xanda group we always recommend candidates understand their motivations and then help them explore their options to find the roster that is the most suitable.
