Advisory

Advisory that builds from the Roster up.

Health-e Workforce Solutions advisory works alongside hospital executives to build annualised workforce budgets, cost greenfield hospital builds, and optimise the workforce. Every figure is built from rostered practice, not from last year's ledger with a proportional increase.

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Where we have worked

Experience spanning Australia and New Zealand.

Fifteen locations across Australia and New Zealand, nine of them greenfield hospital builds. Hover or tap a location to see the health services we have worked with there and the indicative FTE in each engagement.

Greenfield hospital build modelled

Platform and advisory client

Dashed box is enlarged in the inset

100,000+

FTE modelled across all engagements

9

Greenfield hospital builds modelled

24

Client health services and jurisdictions

15

Locations across Australia and New Zealand

Greenfield builds

Hospitals we have already modelled.

Nine greenfield builds and reconfigurations, all unique with their own challenges.

Greenfield build	Client	Scale modelled approx. FTE

FTE figures are indicative and rounded. They describe the approximate size of the workforce modelled in each engagement, not the client's total establishment and not a headcount at a point in time.

What advisory does

Workforce planning,
delivered in software

Engagements are established within the software and built on your own workforce data. The model stays with the service, through to delivery.

Annualised budget

Build the annualised budget from the roster up.

We build your annualised workforce budget line by line, from the roster that actually runs. Enterprise agreement conditions, leave provisioning, backfill, penalty and overtime patterns, higher duties and skill mix are priced into the build, so the budget the board approves is the budget the roster can deliver. Variance becomes a question about a roster line rather than about the model.

Optimisation

Optimise the workforce you already have.

Where the workforce is already in place, we baseline it against rostered practice and model the alternatives: bed plan, skill mix, shift lengths and configurations, span of control, leave and vacancy backfill, agency and overtime substitution. Each option carries its own costed model, so the trade-off between cost, coverage and working conditions is explicit before anything changes.

Greenfield builds

Cost a hospital that does not exist yet.

For greenfield builds, expansions and service relocations we construct the workforce from a blank sheet: divisions, departments, cost centres, rosters and staffing profiles, phased across each stage of service opening. The output is a staffing model and an operating budget that a board, a department and Treasury can interrogate line by line, years before the first shift is worked.

The solution

Costed from rostered practice, not from an uplift %.

Costings are modelled directly from bottom-up builds that are costed from actual rostered practices, using either real or virtualised staff.

01

Establish the rostered practice

We start from how the service is actually staffed: shift lengths and configurations, skill mix, supervision requirements, leave behaviour, backfill practice and overtime patterns, taken from roster and payroll data rather than from a position list. This is the baseline the rest of the model is built on.

02

Build from the bottom up

Every department is built to the roster line. Where a service already operates, the build uses real staff on their substantive conditions. Where the service does not exist yet, it uses virtualised staff carrying the same classifications, increments, entitlements and leave provisioning, so a hospital that has not opened is costed on the same basis as one that has.

03

Provision the backfill

Annual leave, personal leave and professional development are built as backfill lines against the roster they have to cover, at the classification that actually covers them. Backfill is priced where it occurs rather than carried as a single percentage on top of base salaries.

04

Cost the model, then test it

The build is costed at the line level and rolled up to department, division and whole of organisation. Scenarios run against the same base, so options are directly comparable and every number traces back to a roster line and the condition that priced it.

Modelled scenarios

Change one thing. See what it costs.

Every scenario runs against the same bottom-up base, so options are comparable, enabling you to develop an optimised model.

Bed plan

Bed plan changes

Open, close, relocate or repurpose beds and see the workforce changes by department: nursing hours per patient day, medical cover, allied health, support services and the roster lines each change actually creates.

Shift length

Shift lengths

Price 8, 10 and 12 hour patterns against the same demand profile. The model shows the effect on FTE, penalty and overtime exposure, leave liability and the cost of covering a shift that no longer divides evenly into the day.

Configuration

Shift configurations

Move start and finish times, change overlap and handover, restructure night and weekend cover, or split a single long shift into two. Each configuration is rebuilt as a roster and costed, not estimated.

Skill mix

Skill mix and classification

Substitute grades, classifications and disciplines against the same clinical requirement, including the supervision and support the substitution requires to be safe.

Backfill

Backfill and leave provisioning

Test what changes when leave is actually taken, when backfill is filled substantively rather than by supplementary staff, and when accrued liability is drawn down deliberately over a defined period.

Ramp-up

Service opening and ramp-up

Phase a new hospital stage by stage, so recruitment volumes, workforce cost and operating budget line up with the commissioning program rather than with the opening date.

New EBAs

New enterprise agreements

Price a new enterprise agreement against the roster before it is signed. Rate rises, allowance and penalty changes and new rostering provisions land on the roster lines they actually affect, not as an average across the establishment.

Structure

Management structure

Test supervision ratios, unit size and management structure, including what happens to cost and coverage when departments are merged, split or re-based.

Who it's for

Built for Managers.

Whether you are opening hospitals in the future or approving next year's budget.

Executives & board

A costed workforce position you can take to the board, with the assumptions visible, the sensitivities tested, and a clear answer to where the number came from.

Finance & budgeting

An annualised budget that reconciles to the general ledger and holds through the year, because it was built from the roster that generates the cost.

Project & commissioning

Staffing models phased to each stage of service opening, so recruitment, accommodation and operating budget line up with the commissioning program.

Workforce planning

Scenario comparison in days instead of weeks, run against a single agreed base so the conversation is about the choice rather than about the spreadsheet.

Who you will work with

Health-e has a dedicated advisory team.

The Health-e Workforce Solutions advisory team

Health-e's advisory team is led by Quinton Short and built from specialists in workforce modelling, budgeting, and greenfield planning. Together they're accountable for the method behind every model: bottom-up builds, costed from rostered practice, defensible line by line.

He works closely with clinical and executive stakeholders to help shape the future workforce, and to turn those plans into solutions that deliver the outcomes they are working towards.

Whether you are planning a new hospital, reshaping a budget, or simply want a clearer picture of what your current workforce costs to run, he is a good person to talk to.