Delmar Gardens, founded in 1965, provided healthcare services to over 4,000 seniors across multiple states. The organization struggled to meet resident care needs without external workers. Their local staffing agency could no longer meet their needs, which intensified coverage gaps. Delmar Gardens implemented SAMI, which connected its talent marketplace to OnShift workforce management software. The organization created a more modern, flexible workforce. It used tools such as Favorites to re-engage trusted professionals. It also used Admin Assist to automate scheduling. The implementation increased employee shift requests and improved staffing coverage. Unfilled shifts dropped substantially, and reliance on staffing agencies decreased. Employee utilization rose, helping Delmar Gardens better align available staff with resident care needs.

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Delmar Gardens, founded in 1965, provided healthcare services to over 4,000 seniors across multiple states. The organization struggled to meet resident care needs without external workers. Its local staffing agency could no longer meet staffing demands. As a result, filling shifts consistently became increasingly difficult. The organization implemented SAMI, which connected its marketplace staffing workflow with OnShift workforce management software. This integration supported a more modern, flexible workforce approach. Delmar Gardens used Favorites to re-engage trusted professionals. It also used Admin Assist to automate scheduling. After implementation, Delmar Gardens significantly improved shift coverage and reduced reliance on agency labor. Employee engagement in picking up shifts increased substantially. The organization increased employee utilization while decreasing agency usage. Several buildings also increased census.

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Quality Center for Rehabilitation and Healing needed better control over scheduling across a 280-resident facility with 315 employees. The team relied on paper scheduling, which limited visibility into agency usage, employee hours, and coverage gaps. This lack of insight made it harder to manage staffing efficiently and reduce reliance on external agencies. The center adopted SAMI to support its care mission with improved scheduling operations. Scheduling shifted from paper-based processes to a cross-department system that provided visibility into agency usage, employee hours, and open shifts. The team also gained access to a marketplace to help cover shifts when internal coverage was insufficient. The new system helped the center cut agency usage and reduce the time spent managing the schedule. It also enabled more shifts to be filled by the center’s own employees, while decreasing unfilled shifts. Overall, the center improved staffing effectiveness while supporting employee coverage across departments.

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Quality Center for Rehabilitation and Healing, a CareRite Center in Lebanon, Tennessee, supported 280 residents with a team of 315 employees. The organization faced limited schedule visibility due to paper-based scheduling. This made it difficult to see agency usage, employee hours, and scheduling gaps across departments. The team adopted SAMI to support its mission of providing genuine care in a state-of-the-art environment. Scheduling shifted from paper-based processes to a cross-departmental system. This approach provided clearer insight into agency usage, employee hours, and coverage gaps. The organization also gained access to a marketplace to help source coverage when needed. As a result, the organization cut agency usage and filled more shifts with its own employees. Time spent managing the schedule decreased as visibility improved across departments. Employee-filled shifts increased while unfilled shifts declined. The changes supported stronger staffing coverage without relying as heavily on external agencies.

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Harbor House Ministries provided individualized residential care for adults with complex needs. An agency they had been using unexpectedly stopped operating in their area. They needed a new way to cover open shifts while supporting their existing workforce. They also wanted dependable professionals their staff could trust. They adopted SAMI to address shift coverage needs after the agency exit. The platform helped them prioritize their own employees for open shifts. It also helped them find reliable independent professionals their staff liked working with. This approach supported continuity of care while stabilizing staffing. They increased hours filled by employees and improved workforce sentiment. Employee hours increased by 15%. Employee satisfaction reached 90%. By prioritizing employees and adding trusted independent professionals, they strengthened their ability to fill open shifts.

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Harbor House Ministries provided individualized residential care for adults with complex needs. An agency they had been using unexpectedly stopped operating in their area. This disruption created a need to fill open shifts reliably while continuing to support their staff. They adopted SAMI to help cover open shifts. The platform helped them find reliable independent professionals their staff loved working with. It also prioritized their own employees for open shifts. They achieved a 15% increase in employee hours. They also reported 90% employee satisfaction. The approach helped stabilize shift coverage after the agency stopped operating in their area.

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LECOM Institute for Successful Living operated four senior care centers in Northern Pennsylvania, serving 400 residents across a full continuum of care. Disjointed paper scheduling made it difficult to track workforce needs or use external workers effectively. Unfilled shifts forced the organization to cap its census. They implemented SAMI to replace manual, paper-based scheduling with a clearer, more organized approach. The change improved planning and made employee scheduling more efficient. It also enabled accurate PRN reporting. After implementation, the organization reduced unfilled shifts across its facilities. One community increased its census, and employees submitted more shift requests. The organization also realized annualized savings by reducing administrative work.

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LECOM Institute for Successful Living operated four senior care centers in Northern Pennsylvania and served 400 residents across a full continuum of care. Disjointed paper scheduling made it difficult to track workforce needs and use external workers effectively. Unfilled shifts forced the organization to cap its census. They implemented SAMI to replace paper-based scheduling and centralize workforce planning. The new approach supported more efficient employee scheduling and improved planning across facilities. It also enabled accurate PRN reporting. The organization reduced unfilled shifts and expanded capacity in at least one community. Employee engagement increased as more staff submitted shift requests. Administrative work declined, producing annualized cost savings.

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