Scheduling built for the way your facility actually staffs

The work is setting up your units, shifts, positions and staff, then building your recurring patterns once. There is no implementation project, no consultant on site, and nothing to install. The free 30-day trial is the full product, so the setup you do during the trial is the setup you keep — and our team will help you get the first schedule built rather than leaving you with a manual.

No. Snap Schedule 365 runs in a browser and there is no server to host or software to install and patch. Schedulers work at app.snapschedule365.com and staff use the mobile app or a browser. If your nursing home does not have IT support, which many do not, nothing here requires it.

One for each person who creates or modifies schedules, approves time off, or authorizes trades. Each scheduler covers an unlimited number of employees, so the count follows your management structure rather than your headcount. Most single facilities run two or three: the staffing coordinator, the DON, and often a weekend or evening supervisor, so the staffing office is never dependent on one person being reachable.

Pricing has two parts and both are published, so you can work it out yourself rather than waiting for a quote. You pay per scheduler — the people who build and manage schedules, each covering unlimited employees — and then for employee access, sold in packs of five with lower per-employee rates as the count rises. Because employee access is what drives callouts, shift bidding and self-service, most facilities size it to cover the staff they want the system to be able to reach. The pricing page has the full list and a calculator, and there is no implementation fee or minimum term.

Not smartphones specifically — employee access works from a phone, a tablet, or any browser on a computer, so a staff member without a smartphone can still use it from a break room terminal or at home. But they do need to be covered by employee access if you want them included in callouts, shift bidding or open shift offers, since those features work by reaching people through the employee app. Staff you leave out will still be scheduled normally; the system just cannot contact them about an opening.

It automates the mechanics. You define the opening, and the employee selection rule screens for eligibility using availability, conflicting assignments, daily and work-period hour limits, home location and location authorization, narrowed further by the positions allowed and the skills or certifications required. It then contacts candidates one at a time, each with a response window, advancing automatically when a window expires, and keeps the full response history against the shift. Candidates need to be covered by employee access for the system to reach them.

Yes, and most of our customers run at least one rule like this. It is worth being precise about how. The standard rules you configure yourself determine who is eligible for a shift. Ordering the list — by accumulated overtime using your definition of overtime, by seniority, with charged declines, list rotation, escalation from voluntary to mandatory, or rest-limit checks — is built by our engineering team from your written policy, because overtime is defined differently at almost every organization. Once built, it runs in your system and you maintain it. That work is scoped and quoted separately from the subscription, and we identify it during the demo rather than after you have committed.

Yes. The Scheduled HPPD Report computes hours per patient day for each location, meaning a floor, unit or neighborhood, against the census recorded for it, and breaks the result out by position such as RN, LPN, CNA and GNA, with roll-ups for licensed nurses and aides. Because it runs on the schedule, you can review next week rather than only last month.

Yes. Contract and agency staff can be scheduled alongside your own employees with the employee-versus-contract distinction preserved. That matters for two reasons: agency hours belong in your PBJ submission, and keeping everyone in one schedule is what lets you see how much of a given unit depends on outside labor.

Both. A single independent nursing home can buy and run Snap Schedule without a corporate procurement process, and multi-facility organizations can manage several facilities in one system while each keeps its own units, positions, shifts and staffing requirements. That separation matters when locations sit in different states with different minimums, or when a rehab unit and a long-term care hall staff to different patterns.

No. The 2024 CMS minimum staffing rule, requiring 3.48 total nurse hours per resident day, 0.55 from RNs, 2.45 from nurse aides and a registered nurse on site 24 hours a day, was vacated by a federal court in April 2025, frozen by Congress until 2034 in July 2025, and formally repealed by an interim final rule effective 2 February 2026. Quarterly PBJ reporting, the Five-Star staffing rating, state minimums and the enhanced facility assessment all remain in force.

Different business model more than different feature list. OnShift is now a ShiftKey brand and its senior care offering is paired with a staffing marketplace that fills open shifts with independent professionals. Business Management Systems sells scheduling software only. We do not operate a marketplace and take no share of a filled shift, so the software is built to help you cover from your own roster first. Our pricing is also published rather than quoted.