| Term | Definition |
|---|---|
| Module | Organisational rota & template segments. Modules contain a rota and templates are designed for modules. Example: PCN module. Modules can be sites, places, virtual or a combination of things. They exist to segment rostering into useful groups. Modules can adapt over time. new module can be added and modules disabled (hidden). |
| Module group | Modules can be grouped so that rota designs can be seen grouped together and rota module templates can be designed that span multiple modules. This supports planning output across a range of services. |
| Rota | The design of sessions, either individually or grouped as 'clinics'. Rotas span days and weeks, matching the built-in day design of the hub they belong to. Rotas are comprised of sessions that can have session types and contain opportunities for assignment and assignments. Rotas have a calculated output and can express room use and many other things. |
| Location | A place where a session happens. These are usually sites, that sometimes include a room but can be virtual locations too. Locations are connected to modules by hub configuration and create the options when sessions are being created for the module rota. |
| Room | An optional additional specific location for a session. Rooms have a capacity, can express attributes such as capability and form a room capacity report, beneath a rota. |
| Team | An additional abstract way to group and segment staff users. Teams can be simple staff segments, used to understand appointment output or costs. They can also be management teams, that group staff users with hub managers for line-management. Teams can also be leave teams, with custom leave rules foreach role within the team, for each of the hub year/weeks that the hub has created in order to build rota templates that match output to demand across a year. |
| Workforce | multi-disciplinary, mixed staff user accounts, spanning clinical and non-clinical roles, all employment types, locums, registrars, managers and can also include volunteers. The hub workforce is the basis of the hubs capacity can respond to requirements in a hub rota, with assignment and self-assignment controlled by Hub managers. |
| Hub | An organisation within the network. A hub can be joined by network users of any type and employment status. Hub managers control access to their hub, build rota designs and rotas within the hub modules and many other things. Hubs have built in reporting, can create their own insights. Can build their own flexible staff bank and much more. |
| Employer | A pseudonym for a hub. An organisation that employs staff. |
| Pool | A useful segment of a hub workforce. Pools are built-in and reflect some key attributes within the profile of the staff user in the hub workforce and the hub, such as employment status, work plans and more. Pools an intuitive way to solve rota requirements in a priority order. |
| Job plan | A simple breakdown of an internal staff users contracted week, with some other key attributes related to pay, site and team. A job plan is the basis of entitlement calculations, overtime and more. Staff users can have multiple job plans but only 1 active plan. |
| Work plan | A more detailed rota type new of an internal staff users contested work, capturing their predefined sessions and their flexible sessions in one weekly template. Work plans are a powerful aspect of hub rostering and can interact with other elements in the rota design phase. |
| Template | A design of rota output, for a designed hub module/year/week. Templates are a powerful planning tool, can count appointment output and other attributes and can be used to build module rotas very quickly. They can be adapted and tested as part of demand & capacity approach to rostering. |
| Year week | A critical part of demand & capacity planning, the year week allows the hub to map out the key differences in its rota output over a whole year and beyond. Module rota templates are attached to year weeks in an annual planner view. Team leave rules are connect with year weeks. |
| Session type | A useful taxonomy to segment sessional output into any meaningful design and capture output in a formally segmented way. Session types can also capture some key attributes and be associated with other elements of rostering. |
| Slot type | A mirror of slot types in your clinical system. These can be imported and managed within Tempo. Slot types have a few important attributes. |
| Slot type template | These are rota session templates that mirror those in the clinical system, comprised of your slot types. They break the session down into its component parts, allowing of all work and appointment counts. |
| Specialism | An additional clinical capability assigned to a staff user. These can be managed as a table and assigned to staff in their profile. Specialisms can be used to determine assignability and to determine additional roles. |
| Capability | Similar to specialisms but covering a wider range of clinical & non-clinical capabilities. An example of this is Care Coordinator, a capability for a receptionist. |
| Assignment | Placing a staff user into a session. Creating a commitment for the staff user in a rota. There are two types: Assignment by a Hub Admin and self-assignment, by a staff user. Hub admins control all aspects of assignment. |
| Self-assignment | A form of assignment that the Hub admin has delegated to the staff user or to a pool of staff. |
| Ask | A way to send a direct request to a staff user for self-assignment. |
