Workforce Optimisation in Aged Care: Rostering and Scheduling Tools

The Workforce Challenge in Aged Care

Australia and New Zealand’s aged care sector is under immense pressure—rising demand, staff shortages, and regulatory scrutiny are stretching resources thin. For ANZ CEOs and CFOs, workforce optimisation is no longer optional; it’s a strategic necessity. At Trace Consultants, we view workforce management as a supply chain of human resources, where rostering and scheduling tools are the linchpin to delivering quality care efficiently. This article explores how these tools can transform aged care operations, with a special focus on the distinct rostering and scheduling needs for assessments versus care.

From ensuring compliance with funding models to meeting resident needs, effective workforce planning drives both operational success and financial health. Let’s dive into why optimisation matters, how rostering tools fit into the aged care supply chain, and the steps to implement them effectively.

Why Workforce Optimisation Matters in Aged Care

Aged care is a labour-intensive industry. Staff costs can account for up to 70% of operational budgets in ANZ facilities, making workforce efficiency a top priority. Rostering and scheduling tools optimise this human supply chain by aligning staff availability with resident demand, much like inventory aligns with sales in retail. The stakes are high:

• Quality Care: Understaffing risks resident wellbeing; overstaffing erodes margins.
• Compliance: Strict regulations, like Australia’s Aged Care Quality Standards, demand precise staffing levels.
• Staff Retention: Poor schedules lead to burnout, exacerbating shortages.

Tools designed for aged care rostering and scheduling address these challenges, offering data-driven precision to a sector where every shift counts.

The ANZ Aged Care Landscape: Workforce Supply Chain Dynamics

Aged care workforce management mirrors a supply chain—staff are the resources, schedules are the logistics, and care delivery is the end product. ANZ facilities face unique dynamics:

• Geographic Spread: Urban centres like Melbourne and rural regions like Tasmania need tailored staffing.
• Ageing Population: Demand for care is surging, with over 1.2 million Australians in aged care services by 2030 projected.
• Staff Shortages: A shrinking pool of nurses and carers strains capacity.
• Funding Constraints: Government models like AN-ACC (Australian National Aged Care Classification) tie revenue to documented care hours.

Optimising this workforce supply chain ensures resources flow where they’re needed most, balancing cost, compliance, and care quality.

The Strategic Role of CEOs and CFOs in Workforce Optimisation

For ANZ CEOs and CFOs, rostering and scheduling tools are strategic levers. CEOs set the vision—ensuring staffing supports resident outcomes and organisational growth. CFOs focus on financial viability, aligning labour costs with funding and revenue. Together, you turn workforce management into a competitive strength.

Your leadership drives adoption. A CEO’s push for real-time scheduling can prevent gaps, while a CFO’s cost analysis can justify tech investments. At Trace Consultants, we’ve crafted solutions to empower executives, blending operational efficiency with fiscal discipline.

Key Features of Rostering and Scheduling Tools

Effective tools streamline the aged care workforce supply chain. Here’s how they work:

1. Demand Forecasting

Predict staffing needs based on resident acuity, care plans, and seasonal trends—like flu season surges. Tools use data to match staff to workload.

2. Automated Rostering

Generate schedules that balance skills, availability, and compliance. Automation reduces manual errors and ensures fair shift distribution.

3. Real-Time Adjustments

Handle last-minute changes—sick leave or sudden resident needs—with dynamic rescheduling, keeping care uninterrupted.

4. Compliance Tracking

Log hours and qualifications against regulatory requirements, simplifying audits and funding claims.

5. Staff Communication

Integrate mobile apps for shift updates, reducing no-shows and boosting engagement.

6. Analytics and Reporting

Provide insights on labour costs, overtime, and staffing gaps—critical for CFO oversight.

Rostering and Scheduling: Assessments vs Care

Aged care involves two distinct workforce streams—assessments and care—each with unique rostering and scheduling needs. Here’s how they differ:

Assessments

• Purpose: Evaluate resident needs (e.g., AN-ACC assessments) to determine care levels and funding.
• Staffing: Requires specialised roles like registered nurses (RNs) or assessors with specific training.
• Scheduling Needs:
  • Short, Focused Sessions: Assessments are time-bound (e.g., 1-2 hours per resident), needing precise slots.
  • Flexibility: Often scheduled around resident availability or external deadlines (e.g., funding reviews).
  • Low Volume, High Skill: Fewer staff, but with advanced expertise, making availability critical.
• Rostering Priority: Assign RNs strategically, avoiding overlap with care duties.

Care

• Purpose: Deliver ongoing support—personal care, medication, mobility assistance.
• Staffing: Involves a broader mix—personal carers, enrolled nurses, and aides—often in higher numbers.
• Scheduling Needs:
  • Continuous Coverage: 24/7 shifts, with peak loads at mornings and evenings (e.g., meal times).
  • Consistency: Residents benefit from familiar carers, requiring stable rotations.
  • High Volume, Varied Skill: More staff, with roles tiered by task complexity.
• Rostering Priority: Ensure adequate headcount and skill mix across all shifts.

Key Differences

• Duration: Assessments are episodic; care is ongoing.
• Skill Level: Assessments demand higher qualifications; care needs a broader team.
• Frequency: Assessments occur periodically; care is daily.
• Tool Requirements: Assessments need precise allocation; care needs shift-pattern automation.

Rostering tools must differentiate these streams, allocating resources efficiently without compromising either function.

Benefits of Workforce Optimisation Tools in Aged Care

Optimising with rostering and scheduling tools delivers:

• Improved Care Quality: Right staff at the right time enhances resident outcomes.
• Cost Savings: Reduce overtime and agency staffing reliance.
• Compliance Assurance: Meet regulatory and funding standards effortlessly.
• Staff Satisfaction: Fair, predictable schedules lower turnover.
• Operational Agility: Adapt to unexpected demand spikes or absences.

These gains strengthen both resident experience and financial performance—priorities for ANZ leaders.

Common Workforce Challenges and Solutions

Aged care workforce optimisation faces hurdles. Here’s how tools address them:

• Staff Shortages: Gaps disrupt care. Solution: Predictive tools prioritise critical shifts.
• Manual Rostering Errors: Missteps cause over- or understaffing. Solution: Automation ensures accuracy.
• Compliance Risks: Missed standards threaten funding. Solution: Built-in tracking aligns with regulations.
• Burnout: Poor schedules exhaust staff. Solution: Balanced rostering reduces strain.
• Visibility Gaps: Lack of data hinders planning. Solution: Analytics provide actionable insights.

Trace Consultants designs tools to tackle these issues, tailored to ANZ aged care realities.

Steps to Implement Rostering and Scheduling Tools

Ready to optimise? Here’s a roadmap for ANZ CEOs and CFOs:

1. Assess Current Practices: Review existing rostering—where are the inefficiencies?
2. Set Goals: Aim for outcomes like 10% cost reduction or 100% compliance.
3. Select a Tool: Choose software with aged care-specific features, like assessment vs care differentiation.
4. Engage Teams: Train managers and staff on the system’s benefits.
5. Pilot the Solution: Test in one facility, refining for assessments and care.
6. Scale and Monitor: Roll out broadly, tracking KPIs like staff utilisation.

Trace Consultants guides you through implementation, ensuring seamless adoption.

The Future of Workforce Optimisation in Aged Care

Technology is reshaping aged care workforce management. AI will refine demand forecasts, wearable tech could track staff efficiency, and integration with resident care systems will tighten scheduling precision. ANZ facilities adopting these tools now will lead in efficiency and care quality.

Optimise Your Aged Care Workforce

Workforce optimisation in aged care—powered by rostering and scheduling tools—is a game-changer for ANZ CEOs and CFOs. By addressing the unique needs of assessments versus care, these tools align your human supply chain with resident and financial goals. At Trace Consultants, we’re here to help. Visit www.traceconsultants.com.au to explore how we can elevate your aged care operations.

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The Power of Effective Rostering and Scheduling

In healthcare, aged care, and service agencies, the challenges of managing a diverse and often complex workforce can be daunting. Effective rostering and scheduling are crucial to ensuring that the right people are in the right place at the right time, maximising operational efficiency and enhancing clinical and service outcomes. By optimising workforce planning, forecasting, and flexibility, organisations can reduce ancillary costs, improve direct labour productivity, and achieve better overall outcomes. This article explores the key components of effective rostering and scheduling, the role of technology, and how Trace Consultants can assist organisations in these critical areas.

The Role of Organisational Structure in Rostering and Scheduling

1. Aligning Organisational Structure with Workforce Planning

An organisation's structure significantly influences its ability to manage rostering and scheduling effectively. A well-defined structure that aligns with workforce planning objectives ensures that roles, responsibilities, and reporting lines are clear. This alignment is crucial for seamless communication, decision-making, and implementation of scheduling practices.

a) Centralised vs. Decentralised Models:
In a centralised workforce planning model, decisions regarding rostering and scheduling are made by a central team, often using advanced tools and analytics. This approach allows for greater consistency and standardisation across the organisation. Conversely, a decentralised model gives more autonomy to individual departments or units, which can be beneficial in responding to local needs but may lead to inconsistencies and inefficiencies.

b) Integrating Workforce Planning with Organisational Goals:
Effective rostering and scheduling require that workforce planning is closely integrated with the organisation’s strategic goals. This integration ensures that staffing levels and skill mixes are aligned with the demand for services, which is critical for maintaining high standards of care and service delivery.

2. The Importance of Centralised Capability in Workforce Planning

Centralised capability in workforce planning enables organisations to take a holistic approach to managing their workforce. This capability includes having the right tools, processes, and expertise to forecast demand, plan resources, and monitor performance across the organisation.

a) Advanced Forecasting Techniques:
Centralised workforce planning allows for the use of advanced forecasting techniques that can predict demand for services based on historical data, seasonal trends, and other factors. Accurate forecasting is essential for ensuring that the right number of staff with the right skills are available when needed.

b) Resource Optimisation:
With centralised planning, organisations can optimise their resources by identifying areas where staff can be redeployed or where additional resources may be needed. This optimisation helps to avoid both understaffing, which can lead to burnout and poor service, and overstaffing, which increases costs without adding value.

Composition, Forecasting, and Flexibility in the Workforce

1. Workforce Composition: Building the Right Mix

The composition of the workforce is a key factor in effective rostering and scheduling. Organisations must ensure that they have the right mix of full-time, part-time, and casual staff, as well as a balance between experienced and less experienced workers.

a) Balancing Flexibility and Stability:
A flexible workforce composition allows organisations to respond quickly to changes in demand, such as unexpected increases in patient numbers or service requests. However, this flexibility must be balanced with the need for stability, particularly in critical areas where continuity of care is essential.

b) Skill Mix and Role Clarity:
Ensuring the right skill mix within the workforce is crucial for delivering high-quality care and services. Role clarity is also important, as it ensures that staff understand their responsibilities and can work effectively within their teams. This clarity is particularly important in multidisciplinary teams where coordination is key.

2. Forecasting Demand and Staffing Levels

Accurate forecasting of demand and staffing levels is essential for effective rostering and scheduling. Organisations must be able to predict not only the number of staff required but also the types of skills and experience needed to meet service demands.

a) Data-Driven Forecasting Models:
Using data-driven forecasting models allows organisations to predict demand with greater accuracy. These models can take into account a wide range of factors, including historical demand patterns, seasonal fluctuations, and external factors such as public holidays or special events.

b) Scenario Planning:
Scenario planning is a valuable tool in workforce forecasting, allowing organisations to prepare for different potential outcomes. By developing contingency plans for various scenarios, such as a sudden increase in patient admissions or a shortage of staff, organisations can ensure they are prepared for any eventuality.

3. Flexibility in Rostering and Scheduling

Flexibility in rostering and scheduling is critical for managing a dynamic and often unpredictable workload. Organisations must be able to adjust schedules quickly in response to changes in demand or unforeseen circumstances.

a) Flexible Work Arrangements:
Offering flexible work arrangements, such as part-time roles, job sharing, and flexible hours, can help organisations attract and retain staff while also meeting the needs of the service. These arrangements can also improve staff satisfaction and reduce turnover, which contributes to better service outcomes.

b) Agile Scheduling Practices:
Agile scheduling practices involve regularly reviewing and adjusting rosters to ensure they reflect current needs. This agility allows organisations to respond quickly to changes in demand, such as an unexpected increase in patient numbers, without compromising service quality.

Reporting and KPI Visibility: Enhancing Decision-Making

1. The Importance of Reporting in Workforce Management

Effective reporting is essential for monitoring the performance of rostering and scheduling practices. Regular reports provide insights into key metrics, such as staffing levels, overtime, and service delivery, allowing organisations to identify areas for improvement.

a) Real-Time Reporting:
Real-time reporting tools provide up-to-the-minute information on staffing levels, patient numbers, and other critical metrics. This visibility allows organisations to make informed decisions quickly, such as reallocating staff to areas of high demand or adjusting schedules to avoid overtime.

b) Benchmarking and Performance Metrics:
Benchmarking against industry standards and internal performance metrics helps organisations assess the effectiveness of their rostering and scheduling practices. These metrics can include measures of staff productivity, patient outcomes, and financial performance.

2. KPI Visibility: Driving Continuous Improvement

Key Performance Indicators (KPIs) provide a clear picture of how well an organisation’s rostering and scheduling practices are performing. Visibility into these KPIs is crucial for driving continuous improvement and ensuring that the organisation meets its operational and service delivery goals.

a) Setting Relevant KPIs:
Setting relevant KPIs is the first step in improving workforce management. These KPIs should be aligned with the organisation’s strategic goals and should include measures of efficiency, quality, and staff satisfaction.

b) Using KPIs to Inform Decision-Making:
KPIs should be used to inform decision-making at all levels of the organisation. For example, if overtime levels are consistently high, this may indicate a need for better workforce planning or more flexible scheduling practices. By monitoring KPIs regularly, organisations can identify trends and take proactive steps to address issues before they impact service delivery.

The Role of Technology in Enhancing Rostering and Scheduling

1. The Impact of Technology on Workforce Management

Technology plays a vital role in enhancing rostering and scheduling practices. Advanced software solutions can automate many aspects of workforce management, reducing administrative burdens and improving accuracy.

a) Automated Rostering Systems:
Automated rostering systems can generate schedules based on predefined rules, such as staff availability, skill requirements, and service demand. These systems can also adjust rosters in real-time, ensuring that staffing levels remain optimal even when circumstances change.

b) Mobile Scheduling Apps:
Mobile scheduling apps allow staff to view and manage their schedules on the go, improving communication and flexibility. These apps can also enable staff to request shift changes or report availability, making it easier to accommodate personal needs while maintaining service levels.

2. Reducing Ancillary Costs through Technology

In addition to improving direct labour productivity, technology can help reduce ancillary costs associated with workforce management, such as travel expenses, overtime, and administrative costs.

a) Minimising KMs Travelled:
By optimising schedules and assigning staff to locations based on proximity, organisations can reduce the number of kilometres travelled by their workforce. This reduction not only lowers travel expenses but also reduces the environmental impact of the organisation’s operations.

b) Reducing Overtime Costs:
Automated rostering systems can help minimise overtime costs by ensuring that shifts are allocated efficiently and that staff are not scheduled for excessive hours. These systems can also alert managers when overtime thresholds are approaching, allowing for adjustments to be made before costs escalate.

c) Streamlining Administrative Processes:
Technology can also reduce administrative costs by automating tasks such as payroll processing, leave management, and shift allocation. By streamlining these processes, organisations can free up time and resources that can be better spent on delivering quality care and services.

The Benefits of Effective Rostering and Scheduling

1. Operational Efficiency

Effective rostering and scheduling are key drivers of operational efficiency. By ensuring that the right staff are in the right place at the right time, organisations can reduce waste, improve productivity, and deliver services more efficiently.

2. Improved Clinical and Service Outcomes

Optimised rostering and scheduling contribute to better clinical and service outcomes by ensuring that staffing levels and skill mixes are aligned with the needs of patients and clients. This alignment helps prevent understaffing, which can lead to burnout and compromised care, as well as overstaffing, which unnecessarily increases costs. When staff are appropriately allocated and workloads are balanced, the quality of care and service improves, leading to better patient and client outcomes.

3. Enhanced Staff Satisfaction and Retention

Effective rostering and scheduling not only benefit the organisation but also contribute to higher levels of staff satisfaction. When staff feel that their schedules are fair, flexible, and considerate of their personal needs, they are more likely to be engaged and committed to their work. This positive work environment reduces turnover rates, saving the organisation the costs associated with recruiting and training new staff.

4. Cost Savings Across the Board

The financial benefits of effective rostering and scheduling are substantial. By reducing unnecessary overtime, travel expenses, and administrative overheads, organisations can realise significant cost savings. Additionally, optimising workforce allocation ensures that resources are used efficiently, maximising the return on investment in human capital.

How Trace Consultants Can Assist Healthcare, Aged Care, and Service Agencies

Trace Consultants offers specialised expertise in workforce management, helping healthcare, aged care, and service agencies optimise their rostering and scheduling practices. By partnering with Trace Consultants, organisations can access a wealth of knowledge, advanced tools, and tailored strategies to enhance their operational efficiency and service delivery.

1. Expertise in Workforce Planning and Optimisation

Trace Consultants brings extensive experience in workforce planning and optimisation, with a deep understanding of the unique challenges faced by healthcare, aged care, and service agencies. Their team of experts works closely with organisations to assess current practices, identify areas for improvement, and implement solutions that deliver measurable results.

2. Implementation of Advanced Rostering Technologies

Trace Consultants can assist organisations in selecting and implementing the most suitable rostering technologies. Whether it’s automating schedules, integrating mobile apps, or enhancing real-time reporting capabilities, Trace Consultants ensures that the technology solutions align with the organisation's specific needs and objectives.

3. Tailored Solutions for Operational Efficiency

Recognising that every organisation is different, Trace Consultants provides customised solutions that address the unique requirements of each client. From centralising workforce planning to enhancing flexibility in scheduling, Trace Consultants offers a range of services designed to improve operational efficiency and reduce costs.

4. Continuous Improvement and Support

Trace Consultants is committed to supporting organisations throughout their journey of workforce optimisation. Beyond the initial implementation, they provide ongoing support and continuous improvement strategies to ensure that the benefits of effective rostering and scheduling are sustained over the long term.

Driving Success through Effective Rostering and Scheduling

In an environment where efficiency, quality of care, and cost control are paramount, effective rostering and scheduling stand out as critical components of success. By focusing on organisational structure, centralised workforce planning, workforce composition, flexibility, and the strategic use of technology, healthcare, aged care, and service agencies can achieve significant improvements in operational efficiency and service outcomes.

Trace Consultants is poised to help organisations navigate this complex landscape, offering expert guidance and tailored solutions that drive sustainable improvements. By partnering with Trace Consultants, organisations can unlock the full potential of their workforce, delivering better care and services while achieving substantial cost savings.

Partner with Trace Consultants Today

If your organisation is ready to take its rostering and scheduling practices to the next level, contact Trace Consultants today. Our team of experts is ready to help you optimise your workforce, enhance service delivery, and achieve lasting success. Let us show you how effective rostering and scheduling can transform your operations and improve outcomes for your patients and clients.

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How Trace Consultants Can Help Aged Care Providers Achieve Operational Excellence

In Australia's health and aged care sector, shifting workforce dynamics, driven by government funding constraints and the rising influence of external workforce agencies, are placing new pressures on aged care providers. The growing reliance on external staffing solutions, coupled with technological advancements, means providers are now rethinking their operational strategies to maintain service quality and remain financially sustainable. The key to navigating these challenges lies in robust workforce planning, efficient rostering and scheduling processes, and adopting cutting-edge workforce management technologies.

How Trace Consultants Can Help:

At Trace Consultants, we specialise in helping aged care providers achieve operational excellence through tailored solutions designed to meet their unique challenges. With our deep experience in workforce optimisation, we provide the following services to support aged care organisations:

Workforce Planning for Aged Care

Effective workforce planning is crucial to ensure aged care providers have the right staff in the right roles at the right time. By leveraging data-driven insights, providers can optimise staff allocation based on patient needs, service demands, and workforce availability.

How Trace Helps:

• We offer comprehensive workforce planning services, helping providers forecast staffing needs through data analytics, including staff availability, patient care requirements, and service fluctuations.
• We develop long-term strategies that focus on workforce attraction, retention, and professional development to ensure a sustainable and skilled workforce.

Rostering and Scheduling Optimisation

Efficient rostering and scheduling are essential for maintaining care quality while minimising overtime, preventing staff burnout, and optimising costs. Automated rostering systems allow providers to match staff availability with care needs, but the implementation of such systems requires careful planning and review.

How Trace Helps:

• We assist providers in reviewing and implementing advanced rostering and scheduling technologies, ensuring they align with organisational needs and regulatory requirements.
• Our team helps aged care providers implement real-time adjustments to schedules, ensuring that short-notice changes are handled smoothly, preventing service disruptions.

Rostering Technology Reviews

The selection and implementation of rostering technology can make or break an aged care provider’s operational efficiency. It is critical that providers choose a system that integrates seamlessly with their existing processes and addresses specific challenges like staff shortages, compliance with industry standards, and budget constraints.

How Trace Helps:

• We conduct thorough technology reviews, helping organisations assess their current systems, identify gaps, and select the most appropriate rostering technology solutions.
• Our expertise in procurement projects ensures that aged care providers not only select the right systems but also negotiate favourable contracts, keeping costs under control while achieving operational goals.

Procurement Projects

Procurement plays a pivotal role in the overall efficiency of aged care operations, especially when it comes to workforce management technologies. Selecting the right tools, negotiating contracts, and ensuring seamless integration with existing systems are critical to improving operational performance and care outcomes.

How Trace Helps:

• We manage procurement projects from start to finish, ensuring that aged care providers receive the best value for their technology investments.
• We provide ongoing support in vendor negotiations and project management, ensuring that new systems are implemented smoothly, with minimal disruption to operations.

Case Study: Driving Operational Excellence in Aged Care

Consider the journey of a hypothetical aged care provider, "CareWell Aged Services," which faced funding cuts and increasing reliance on external staffing agencies. They turned to Trace Consultants to optimise their workforce operations and reduce costs.

Key Outcomes:

• By implementing advanced workforce planning tools, CareWell was able to forecast staffing needs more accurately, reducing overstaffing while ensuring that all shifts were covered.
• Our rostering technology review led to the adoption of an automated system that reduced scheduling conflicts, minimised overtime, and improved staff satisfaction.
• As a result, CareWell saw significant improvements in both cost savings and care quality, with higher patient satisfaction scores and lower staff turnover rates.

The Future of Workforce Control in Aged Care

As Australia’s health and aged care sectors continue to evolve, aged care providers must be agile and proactive in addressing workforce control challenges. The right combination of workforce planning, advanced rostering technologies, and strategic procurement will enable providers to deliver high-quality care while managing costs effectively.

How will your aged care organisation adapt to the shifting dynamics of workforce control? Let Trace Consultants help you navigate these complexities, ensuring operational excellence and long-term sustainability. Contact us today to learn more about our tailored solutions for aged care providers.

Navigating the Future of Workforce Control with Trace Consultants

The shifting dynamics of workforce control in Australia’s aged care sector require providers to adopt innovative solutions to maintain high-quality care while managing financial and operational pressures. By investing in advanced workforce planning, rostering and scheduling optimisation, and procurement strategies, aged care providers can future-proof their operations and ensure they continue to meet regulatory standards, enhance staff satisfaction, and deliver exceptional care to residents.

Why Choose Trace Consultants for Your Operational Excellence Projects?

Proven Expertise: With extensive experience working with leading health and aged care organisations, Trace Consultants is uniquely positioned to provide expert guidance in workforce management and operational efficiency. We understand the specific challenges that aged care providers face, including regulatory compliance, funding constraints, and the complexities of managing both permanent and agency staff.

Tailored Solutions: We recognise that every aged care provider has unique needs. Our approach is customised to your organisation, ensuring that the solutions we recommend are designed to address your specific challenges and objectives. Whether you’re looking to implement a new rostering system, optimise workforce planning, or improve procurement processes, we provide practical, actionable strategies that drive results.

Data-Driven Insights: Our advanced data analytics capabilities allow us to help aged care providers make informed decisions. From forecasting staffing needs based on historical data to analysing the effectiveness of current workforce management systems, our insights enable providers to optimise staffing levels, reduce costs, and enhance care delivery.

End-to-End Support: At Trace Consultants, we don’t just provide recommendations—we partner with you throughout the implementation process. From conducting needs assessments and technology reviews to overseeing procurement and system rollouts, we ensure that your projects are completed on time and within budget, with minimal disruption to day-to-day operations.

Future-Ready Workforce Solutions: The aged care sector is constantly evolving, with new technologies, regulations, and workforce challenges emerging regularly. Our solutions are designed with scalability and flexibility in mind, ensuring that your organisation can adapt to changing conditions and continue to deliver high-quality care as the sector evolves.

How Will Your Aged Care Organisation Stay Ahead?

As aged care providers face increasing pressure to optimise operations while managing workforce challenges, those that invest in innovative workforce management practices and technologies will be well-positioned to thrive in this dynamic environment.

With Trace Consultants’ expertise in workforce planning, rostering and scheduling optimisation, and procurement, aged care providers can streamline their operations, reduce reliance on external agencies, and improve both staff and patient satisfaction.

Take the next step towards operational excellence with Trace Consultants by your side. Contact us today to learn how we can help your aged care organisation navigate the complexities of workforce control and achieve sustainable success.

Contact us today, trace. your supply chain and procurement consulting partner.

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