I'm interested in hearing how you are handling uniform allotments. Do you define uniform allotments in HR Talent? What helpful tips can you share? Pitfalls to avoid? Appreciate your insight!
CommonSpirit defines the quantity and style of uniform that is allotted to a resource. The specific style/color of uniform is based on your "Job Function". Examples:
- Registered Nurses in hospitals wear Navy Scrubs
- Pharmacy Techs wear Green Scrubs
- Phlebotomist wear Red Scrubs
- Reception wears Orange Polo or button-up dress shirt
- Volunteers wear Eggplant Polo or Jacket
In most cases, uniform style/color will be the same for everyone in a position. In some unique cases, individuals in the same position may be allotted different uniform styles. For example, someone in Reception who is authorized to process payments will wear a different color uniform, but will remain in the same reception position as others who do not process payments.
When a resource becomes eligible for an allotment (due to hire or transfer to position with different style/color), they receive an Initial allotment. There is an additional Annual allotment in subsequent years of service. The quantity in the allotment is based on work Type:
- Scrubs:
- Full Time
- Initial: 5 tops, 5 pants, 1 jacket
- Annual: 3 tops, 3 pants, 1 jacket
- Part Time or PRN
- Initial: 3 tops, 3 pants, 1 jacket
- Annual: 2 tops, 2 pants, 1 jacket
- Polo/Dress Shirt
- Full Time:
- Initial: 5 shirts
- Annual: 3 shirts
- Part Time or PRN
- Initial: 2 shirts
- Annual: 1 shirt
Eligibility for style/color needs to be defined in HR Talent, as it is our source system for Jobs/Positions. Fulfillment of the allotment is outsourced to a third party. Resource and Allotment details are sent to the Third Party. The third party tracks the quantity ordered by each resource (ensuring the resource can only order styles for which they are eligible).
