Job preferencing and medical staff allocation planning, built for the workforce teams who run it.
Every intake, a workforce unit has to place a cohort of junior doctors across job lines that differ in specialty, site, supervision and service need. Preferences arrive by email and form. Constraints live in someone's head. The working file grows tabs.
The result usually works, because experienced people make it work. But it is slow to produce, hard to check, and difficult to explain when someone asks why they were placed where they were.
Define the job lines to be filled for the period — specialty, site, term structure and any constraints that apply to them.
Doctors submit ranked preferences through a structured form, with a clear deadline and a record of what was submitted and when.
Preferences are weighed against the lines that must be covered, producing a draft allocation the team can review and adjust.
The team checks the draft, makes the calls only a person can make, and publishes a result with the reasoning retained behind it.
Preferences arrive in one place, in one format, with a deadline — rather than across inboxes and attachments.
Every placement keeps the preference data and the decision behind it, so questions can be answered from the record.
See coverage, gaps and preference satisfaction across the intake before anything is published.
RotaRank produces a draft. The people accountable for the roster make the final call, every time.
A decision support tool. RotaRank supports allocation planning; it does not replace the judgment of the people responsible for it. Outputs should be reviewed before being acted on, and your organisation remains responsible for compliance with its enterprise agreements, awards and regulatory obligations.
We'd like to hear how allocation runs at your service, and where the effort actually goes.