You're a planner

Ensuring enough employees are available to get the job done isn't always easy, and creating a schedule that makes everyone happy is already a tough challenge. On top of that, the roster must comply with applicable laws and company policies, as well as employee preferences and a variety of individual (personal and medical) restrictions. It can often seem like everyone expects you to honour all their demands. So, how can you do this differently?

A better basis

Insufficient capacity management makes it impossible for planners to meet scheduling demands. As a planner, solving staff shortages means asking for shift changes, asking people to work overtime, and hiring temporary workers. You rely on the co-operation of already busy employees, putting you in a position where you are constantly solving last-minute problems and exchanging needs for favours. With self-rostering, all these issues are history.

Let go

When it comes to self-rostering, employees distribute shifts themselves within a framework of rules and conditions (such as occupancy requirements). Self-rostering is based on a transparent and objective values-based methodology, supported by software that ensures rules are adhered to and employees work their contracted hourses. Adjustments required to meet occupancy needs are made within the team. The planner's role shifts to that of a facilitator and process supervisor - a distinctly different role that comes with reduced responsibility in terms of the burden of planning.

Benefits for the planner

Self-rostering contributes to the creation of rosters that employees are committed to. The resulting increased productivity and reduced absenteeism leads to to fewer shift changes and shift swaps. Utilisation of available personnel capacity therefore improves, which contributes to the planner's added value.

You have control over your schedule

Self-rostering is a big change for everyone involved.  Individual achievements and existing procedures and roles are exchanged for a method with equal opportunities. As a planner, the first few months in self-rostering mainly involves helping define new rules and procedures. When that’s done, you have a sustainable planning method in place that not only benefits the company employees, but also puts the planner’s role in a whole new light!

Read more about the new role of the planner.

Discover the benefits

  • Creating a stable and robust schedule
  • Improved utilisation of your own resources
  • Spending your time on better planning

Our self-rostering services


Try-out Self-rostering

A year-long guided introduction to self-rostering, with no further obligation.
  • Active client involvement
  • Feasibility study
  • 1 year software and support
Receive the information kit
Most popular

Professional Self-rostering

Self-rostering implemented throughout your organisation following a successful pilot.
  • Pilot with opt-out
  • Implementation organisation-wide
  • 3 year software and support
Receive the information kit

Data-driven Self-rostering

We take over all your workforce planning for a period of three years. All your planning costs will be transparent and scalable.
  • Feasibility study
  • KPI-based takeover of your workforce planning
  • 3 year software and support
Receive the information kit


Check out the added value for your executives, managers, and HR on this website. Read about successful examples at other satisfied organisations, and about what our solution can offer your industry. Check out our service packages and how we work to get an idea of what we can offer. Better yet: call us for an appointment!

More information? Contact us