In order to provide equitable workloads and to support a healthy work-home life balance a workload allocation model enables comparative measurement of staff deployment and commitment to measure the effectiveness of achieving the goals and objectives of an organisational unit. Key Performance Indicators need to be developed to map the expectations of the organisational unit and the individual personnel member to the workload allocation model so that issues of equitable treatment, appropriate task loading and opportunities for personal and professional development can be challenged, monitored, enacted and reviewed. It is in the dynamic environment of such open and transparent practices that personnel have the opportunity to contribute to the development and definition of appropriate workload formulae and key performance indicators and share in the definition and "ownership" of the process, the mechanisms and the outcomes.