Your questions about Techseria Roster, answered plainly.

Techseria Roster is optimisation-based rostering software for hospitals, hospital and retail pharmacies, and clinical and allied-health departments. It automatically builds a monthly roster that respects safe-staffing, credential, skill, seniority, leave and fatigue rules, shares nights and weekends fairly, and then manages review, approval, publishing, change handling and staff acknowledgement. It runs on Frappe HRMS and ERPNext, so published rosters flow straight into attendance, leave and payroll.

It is built for healthcare. Our primary focus is hospital pharmacy departments (pharmacists and technicians across outpatient, inpatient, satellite and night cover). It also suits retail and community pharmacy chains, public and private hospitals with nursing, laboratory, radiology and therapy teams, and healthcare groups or polyclinics running several sites under one structure. Typical users are heads of pharmacy or nursing, roster planners, operations directors, HR and payroll teams, and the staff who receive the roster.

The roster is produced by an industrial-grade mathematical optimisation engine (Google OR-Tools CP-SAT), not by a generative chatbot. That matters in healthcare because the result is deterministic and repeatable: the same inputs give the same roster, and hard rules are constraints the engine cannot break. A drag-and-drop grid only shows you where you broke a rule after the fact. Roster searches for the best compliant roster for you. An AI assistant connector for ChatGPT and Claude (via MCP) is on the roadmap and currently in pilot.

Ten built-in hard rules are enforced on every run: no double booking, role eligibility, no outpatient/inpatient cross-deployment unless permitted, no work on approved leave, no work on committed clinic days, minimum rest after night shifts, a maximum number of consecutive working days, a weekly shift cap, minimum headcount for every slot every day, and honouring pre-agreed night allocations. An alternate-weekend rule can be switched on, and every slot also enforces its required skills, in-date credentials and minimum seniority. A library of 18 configurable hard and soft rule types is on the roadmap.

The engine never hides a shortfall and never breaks a hard rule to cover it. Anything it cannot fill appears in the Gap Report with the date, the slot, the required versus assigned headcount, the size of the shortfall and a suggested remedy, so you can arrange agency, overtime or redeployment weeks ahead instead of on the day. Any unfilled slot can also be explained on demand.

The fairness engine looks back over each person's actual duty history (six months by default) and prefers staff who have had fewer recent nights, weekends and duty shifts, so the load evens out over time. The Fairness Summary report shows the distribution of nights, weekends, Sundays and public holidays per person, so fairness is measurable and easy to defend to staff.

Yes. Control stays with the planner. You can add, edit, swap or delete assignments from the calendar, and manual edits are checked for conflicts and for eligibility in the same way as generated ones. Eligibility gaps on manual edits can be set to Hard Block or Advisory. Every assignment records its source (AI proposed, manual, manual override, night-shift import or rebalance) and every change is audited.

Credentials such as Night Shift Certified, Sterile Compounding or Chemotherapy and Oncology Dispensing are held as dated eligibility profiles with effective-from and effective-to dates. When the validity window ends, the credential stops applying automatically and the person is no longer rostered into slots that need it. Skills come from the HRMS Employee Skill Map, and slots can also require a minimum seniority.

Approved leave from Frappe HRMS is a hard block, so nobody is rostered on a day of approved leave. Pending leave is flagged before you publish. If leave is approved after the roster is published, an Urgent Leave exception is raised automatically and any covering employee named on the leave application takes over the shifts. For popular dates such as festive periods, the built-in leave ballot allocates leave transparently and creates the HRMS leave records.

Yes. When a roster is published it creates native HRMS Shift Assignments, which drive check-in, auto attendance, overtime and payroll in the same system. There is no export, re-keying or monthly reconciliation between the roster and payroll. Roster-calculated overtime, late-entry and early-exit flags on attendance are on the roadmap.

Techseria Roster is built on Frappe HRMS and ERPNext, and that native foundation is exactly why leave, shifts, attendance and payroll agree without integration work. HRMS and ERPNext are open source and included, so there is no separate platform licence to buy. If you have other hospital systems such as HIS/EMR, identity or biometric devices, a full REST/RPC API and bulk import and export are available. Talk to us about your landscape and we will map the right approach.

Yes. A full REST/RPC API covers roster, solver, ballot, exception, calendar and dashboard operations, with a bulk roster API for external systems, Excel shift import and export, bulk employee import, iCal export and an integration diagnostics screen. Frappe's REST API and webhooks allow integration with HIS/EMR, identity, HR, biometric devices and BI tools.

You choose: on-premise, private cloud or managed hosting. Because the platform is open source and customer-controlled, your data stays in your environment and you retain full ownership, which also helps with data-residency requirements.

It is designed with the Singapore PDPA in mind. Role-based and row-level access, field-level version history, a structured Roster Audit Log, solver run logs, workflow timeline comments and privacy-safe logging come as standard, and an opt-in scheduled clean-up removes roster audit and distribution logs older than your approved retention period. Compliance always depends on your own policies and configuration, and we help you set the platform up to support them.

Techseria Roster is designed for hospital departments of about 180 staff across multiple sites and roles, and bulk employee import is sized for 50 to 500 employees. The optimiser runs as a background job that can have its own worker queue, so heavy runs do not slow everyday HR and ERP work. One installation can serve several hospitals, polyclinics or pharmacy outlets in a healthcare group.

Each person has a My Roster view, can download their schedule as an iCal (.ics) file for their phone or Outlook calendar, and confirms in the app that they have seen their published roster. Managers see acknowledgement rates. Staff can also raise leave, swap and cover requests and submit leave-ballot preferences online, and use the HRMS mobile app for check-in, leave and payslips. Automated email, SMS and app distribution with reminders and escalation is on the roadmap.

Yes. Roster roles, eligibility types, seniority levels and demand templates are configurable, so the same engine rosters nursing units, laboratories, radiology and allied-health therapy teams with credential-based deployment. Our design reference is a large hospital pharmacy department, and the same model applies wherever safe staffing depends on who is qualified to be where.

The platform foundation (Frappe, ERPNext and HRMS) is open source with no per-seat platform licence, so cost does not grow with every new user. Implementation, hosting and support are scoped to your departments, sites and rules. Book a demo and we will size it with you and share a clear proposal.

We start with your pain areas, goals and KPIs, then configure your staff, skills, shift types and demand templates and run the optimiser against a real month so you can compare it with your current roster before committing to a full rollout. Book a demo and we will agree the scope together.

Everything described on this site without a roadmap label is available now. Items on the roadmap are labelled as such and include the library of 18 configurable hard and soft rule types with formula-based custom rules, solver enforcement of preferred headcount and minimum-pharmacist counts, localised re-planning of a date window, one-click waitlist promotion in the leave ballot, per-assignment rationale, automated roster distribution with reminders, and the AI assistant connector, which is in pilot. Ask us for current timelines.