Every campus, every building, every post covered

Yes, and it is the case the coverage model was built for. Each campus is a location with its own authorized staff list. A task requirement pattern says how many people that campus needs in each time window, so an elementary school on one bell schedule and a high school on another are described separately rather than forced into a common shift. A plan applies those patterns on a repeating cycle, and an override replaces a single date for an early release, an in-service day or a summer programme. Coverage analysis then compares required against scheduled, campus by campus.

Yes, and this one is enforced rather than advisory. Each site is a location, and on the location record you tick the staff authorized to work there. Anyone not authorized is genuinely excluded from candidate lists, and assigning them directly raises a conflict flag. Everyone also has one site marked as home, which drives several scheduling filters, so make sure nobody is left without one.

Yes. Roster View presents the schedule the way a duty roster reads, by area and tour, with one column per post. A district ties a location to the shift categories that run there, and a section is a roster slot within it, carrying the positions allowed to fill it, its tags, how many slots it shows, and whether notes are allowed. Staff are placed by home location and team rather than by where a shift was created, and a dated temporary deployment moves someone into another area’s columns without disturbing the standing roster. Roster View is enabled through an account setting rather than purchased separately, so ask for it during your demo. It shows assignments rather than recruitment, so it does not display open shifts or callouts, and roster notes are held in custom storage.

Yes. Credentials are held against the individual with acquisition and expiry dates, and the warning period is set once per certification type rather than per person. Shifts can require a certification, and open-post candidate pools can be narrowed by required skill. The practical control is the Employee Skill/Certification Expiration List report, run on a schedule, which shows what has lapsed and what is coming due. Worth knowing how the flags behave: the three certification validation checks ship switched off, and once enabled they are advisory flags rather than blocks, with candidate selection checking whether someone holds a credential rather than whether it is current. If you need a lapsed credential to actually prevent an assignment, that is something we build for you.

Each site can carry up to three geo-fence circles, each a latitude, longitude and radius, with the radius specified in feet. A punch is accepted if it falls inside any of them, so a campus with several entrances is straightforward. Coordinates calculate from the site address rather than being looked up by hand, and shifts can carry their own boundaries in addition to the site’s. Geo-fences apply to punches from a phone; a virtual time clock installed at the site is exempt, because it is trusted by virtue of where it sits. Enforcement is switched on under Employee Access settings.

Not within the Callout method. Callout is sequential by design: one candidate at a time in list order, each with a response window you set, advancing automatically when a window expires. If you want simultaneous notification, that is Shift Bidding, which offers the post to everyone eligible at once and collects bids. Two further methods, Select Employee and Auto Schedule, contact nobody and let you assign from the candidate list yourself. Contact goes out by SMS, in-app notification or automated voice call; email is not a callout channel.

Not by default. A selection rule screens for eligibility, and candidates are listed in the order the rule produced them rather than ranked by suitability — there is no scoring. Ordering by accumulated overtime or seniority is separate logic, and whether it is already available, a configuration change, or development work depends on how your procedure defines it. There is no industry-wide standard here: organizations differ on worked hours versus offered hours, whether a decline is charged, which classifications share a list, and when the clock resets. We scope it against your written procedure and tell you what it involves before you commit. Where the requirement comes from a published standard many operations share, we may build it once, spread the cost across the operations that need it, and include it in the subscription.

Yes. Define the shifts and squads, then apply a repeating pattern that generates forward, so future periods exist without rebuilding anything. Fixed days and nights, 4-on-4-off, Panama, 2-2-3, compressed weeks, straight 8s and mixed 8-and-12 arrangements are all buildable. Sites are handled as locations with their own authorized staff lists and their own post requirements, so a multi-site operation is the ordinary case rather than an edge case.

No, and it is better to be direct than to hedge. The Services are designed for ordinary workforce scheduling information and are not offered or intended as a system of record for HIPAA related data. BMS does not act as a business associate under HIPAA, and the Services are not offered as a HIPAA-compliant system of record. What the software holds is who is scheduled where, their certifications, their hours and their punches.

Export to Payroll builds a data file in whatever layout your payroll system expects — you define the columns, their order, formats and widths once, then run it each period as CSV, tab-delimited or fixed-width. Starting-point formats named for ADP Workforce Now, Workday and SAP are included, though they are editable templates rather than guaranteed matches, so expect to adjust one and test a short export before a live run. Separately, the Snap Schedule 365 REST API version 2 is generally available and exposes scheduling data for an integration your team or ours develops. There are no prebuilt vendor connectors.

No. Snap Schedule schedules the security force. It has no checkpoints or scan points, no incident report forms, no client portal and no contract invoicing. For an in-house team with no client to invoice, the scheduling half is usually the whole requirement; if your operation also needs patrol verification, Snap Schedule runs alongside the system you use for that.

You license schedulers rather than headcount. A single scheduler license covers an unlimited number of staff across an unlimited number of sites, so adding a campus, a building or a park does not change the license count. Employee app access is a separate add-on and volume discounts apply. Current figures are on the pricing page.