Product tour

A walkthrough of how Tjane Workforce runs a healthcare workforce

Follow the same path a workspace does, from the first job posting to a member of staff clocking in on their phone. The panels below are illustrative examples, not live customer data.

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The workforce journey, step by step

Eight stops covering hiring, onboarding, readiness, scheduling, pay, training, staff forms and the employee phone experience.

Step 1 · Hiring

Postings, candidates, interviews, offers and hire packets

Run recruiting end to end: publish a role, collect applications, move candidates through the pipeline, book interviews, and issue an offer that is reviewed before it goes out.

• Job postings with a public careers page and inbound applications
• Candidate pipeline with interview scheduling, panel members and scorecards
• Offer letters generated as drafts, version-locked once approved
• Hire packets candidates complete on their own phone, item by item

Example candidate pipeline

Registered Nurse · 6 applicants
Posting open · 2 interviews booked
Recruiting
Offer letter · Facilitator
Draft reviewed, awaiting signature
Sent
Hire packet · 3 of 3 items
All items approved, ready to convert
Complete

Step 2 · Bring people on

Onboarding and the personnel file

Add a person with or without an email invitation, collect the documents their role requires, and keep one audit-ready file per employee.

• Create an employee directly, or invite them to their own phone workspace
• Onboarding requirements per role, with employee uploads and manager review
• Manager uploads for items you receive yourself, such as background checks
• One employee file covering personal details, employment, pay and separation

Example onboarding progress

Packet sent
Awaiting first documents
In progress
Documents received
2 items pending verification
Review
Cleared to schedule
All blocking requirements met
Ready

Step 3 · Readiness & compliance

Requirements, readiness scores and credential expiry

Define what each role must hold, then watch readiness recalculate as credentials, documents and training change.

• Blocking and non-blocking requirements separated so you know what stops a shift
• Readiness board by employee, with the exact gaps behind each score
• Expiring credentials and missing documents in one Credentials & Documents hub
• 30-day post-hire competency checks and employee file audits

Example readiness board

Registered Nurse — Day team
8 of 9 requirements met
Ready
Direct Support Professional
CPR expires in 12 days
Expiring
Behavioral Health Tech
Background check missing
Blocked

Step 4 · Scheduling & timekeeping

Build the week, then capture the hours

Generate shifts from recurring templates, see conflicts before you publish, and let staff punch from a kiosk or their phone.

• Recurring shift templates generated across an explicit date range
• Warnings for overlaps, approved leave, readiness gaps and overtime risk
• Kiosk PIN punches and mobile clock with breaks
• Exceptions, correction requests, and timesheets that lock once approved

Example week view

Mon 07:00–15:00 · Riverside
Assigned · all requirements met
Ready
Tue 15:00–23:00 · Riverside
Open shift · 2 eligible staff
Open
Thu 07:00–19:00 · Northgate
Projected 44 hrs this week
Overtime risk

Step 5 · Pay & HR operations

Payroll periods, leave, expenses and one approvals inbox

Review the current pay period against real punches, then handle leave, holidays and reimbursements from a single queue.

• Pay schedule and rates as setup, payroll review and CSV export as daily work
• Leave requests with balances, accrual runs, leave plans and holiday calendars
• Mileage and expense reimbursement with enforced approval steps
• Every pending decision — time off, corrections, expenses — in one inbox

Example pay period review

Week of Mar 3
38.5 hrs · 1 correction applied
Approved
Time off · Apr 8–12
Requested 32 hrs · balance 46 hrs
Pending
Mileage · 42 mi
Submitted with route notes
Pending

Step 6 · Training

Courses, quizzes and certificates

Build a course once, assign it to the right people, and let completion feed readiness automatically.

• Lessons with private documents, video links, acknowledgement and a quiz pass mark
• Assign to individuals, a department or a job role, with due dates and annual recurrence
• Certificates issued on completion and stored on the employee file
• Due and overdue training raises reminders instead of being missed

Example training status

Infection control · annual
Assigned to 24 staff
82% done
Medication handling
Quiz pass mark 80%
Due Apr 1
Safe transfers
3 staff past due date
Overdue

Step 7 · Staff forms

Send applications and forms to your own staff

Build a reusable form once, send it to named staff, a department or a job role, and review what comes back.

• Question types for short and long answers, dates, yes/no, choices, acknowledgement and typed signature
• Due dates, instructions and a confirmation summary before anything is sent
• Live status per person: not started, in progress, submitted, needs revision, completed
• Approve or return with a required note, with the full history recorded

Example form assignment

Annual details confirmation
Sent to Day team · due Apr 15
12 sent
Submitted
Awaiting manager review
5 items
Returned for revision
Note explains what to change
1 item

Step 8 · The employee phone

Today, Schedule, Clock, Readiness and More

Staff get a phone-first home they can install to their home screen, with only the actions that belong to them.

• Clock in and out with breaks, and request a correction when a punch is missed
• Time-off and open-shift requests that route straight to a manager
• Credential wallet, training, tasks, availability, expenses and alerts
• Add to home screen, so it opens like an app

Example employee home

Today · 07:00–15:00
Riverside · clocked in 06:58
On shift
CPR / BLS
Expires in 12 days
Renew soon
Request · Apr 8–12
Awaiting manager decision
Pending

Ready to see it with your own roles?

Create a workspace, define the requirements each role must meet, and invite your team. Tjane Workforce is designed for workforce and employment operations and is not intended for storing patient clinical records or PHI.

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