Turn your workforce into a competitive advantage.

Reduce labor costs, strengthen retention, and relieve frontline manager burden on top of the HR and scheduling systems already in place.

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The challenge.

Health system human resources leaders are being asked to improve retention, control premium labor, and modernize the employee experience at the same time. Fragmented workforce pools and manual open-shift processes make those goals compete with one another.

The Works approach.

Works OnDemand connects workforce data, eligibility rules, and clinician preferences in one operating layer. It extends systems such as UKG, ShiftWizard, and Symplr instead of forcing a scheduling replacement.

How workforce policy becomes daily action.

Works brings eligibility, preferences, open demand, and health-system workforce rules into one repeatable sequence.

  1. Supply

    Read who can work

    Bring current eligibility, credentials, preferences, and workforce-layer membership into the open-shift workflow.

  2. Policy

    Apply the workforce model

    Use health-system rules to determine who sees each opportunity, in what order, and under which conditions.

  3. Match

    Route relevant opportunities

    Present eligible clinicians with shifts that fit their qualifications and stated preferences.

  4. Feedback

    Return the decision trail

    Send confirmed activity back to the scheduling workflow and give leaders a consistent view of participation and coverage.

What this enables.

Reduce labor cost

Direct more coverage toward internal staff before higher-cost labor is considered.

Strengthen retention

Offer the flexibility, transparency, and control clinicians increasingly expect.

Reduce manager burden

Replace repeated calls, texts, approvals, and reconciliations with governed automation.

See it in practice.

Deaconess case study