The right person, with the right competency, in the right place. Every shift.

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.

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.

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.

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.