Temporary staffing without the pricing games

Cover the shift. Control the cost.

Your building may need temporary coverage.

That doesn’t mean you should accept a rate that changes every time the shift becomes harder to fill.

StaffHealth gives skilled nursing facilities flexible CNA, LPN and RN coverage with a simple 20% markup and no StaffHealth night, weekend or short-notice premium.

Get coverage Compare my staffing costs

Keep your current agency. Add StaffHealth as another option.Serving healthcare facilities since 2016.

CNAAny shift

Provider receives: $19.20/hr
MalpracticeCarried inside the base rate: +$0.80/hr
Base staffing rate: $20.00/hr
StaffHealth markup: +20%+$4.00
You pay: $24.00/hr

Day$24
Night$24
Weekend$24
Short notice$24

20% means 20%.

The clinician rate may change. StaffHealth’s markup does not.

Illustrative example. Provider rates vary by professional, state and shift. StaffHealth’s markup stays at 20% of the base staffing rate.

The old staffing playbook

They show you the rate. Then the shift gets complicated.

A staffing rate can look perfectly reasonable when you first see it.

Then the shift lands on a night.
Or a weekend.
Someone calls off.
You need coverage fast.
A holiday hits.

Suddenly the rate you budgeted for is no longer the number that matters.

Base rateThe number you approved

Night differential
Weekend premium
Holiday premium
Short-notice charge
Urgent-fill incentive
Overtime
Platform / administrative fees
Other rate multipliers

Final invoiceThe number finance sees

And sometimes they stack.

One adjustment may not look catastrophic.

But hundreds of temporary staffing hours multiplied across months—or across an entire portfolio—can turn small rate differences into serious money.

Your staffing shortage should not become someone else’s pricing opportunity.

See how pricing works

Predictable economics

StaffHealth takes the opposite approach.

You set the clinician rate.

StaffHealth adds a fixed 20% markup to the base staffing rate.

That’s it.

No StaffHealth night differential.
No StaffHealth weekend premium.
No StaffHealth short-notice multiplier.

No pricing formula that becomes more expensive precisely when you have the least leverage.

$20Base

$4StaffHealth

$24Facility rate

Day$24
Night$24
Weekend$24
Short notice$24

Illustrative example. Provider rates vary by professional, state and shift. StaffHealth’s markup stays at 20% of the base staffing rate.

From facility teams

When the schedule breaks, reliability is what matters.

Reference letterAugust 15, 2024

They have provided consistent, dependable, quality staff.

Shannon Buxmann, NHAAdministratorKatherine and Charles Hover Green House, Inc.

CNAs
LPNs
RNs

Reference letter

Their responsive and efficient service has made a significant difference in maintaining the quality of care we provide to our residents.
Especially during last-minute call-outs or when extra staffing support is required.

Nakeia BrooksStaffing CoordinatorPruitt Health – LakeSide

Last-minute call-outs
Additional staffing support

One shift. Two screens.

They request. You decide.

StaffHealth does not automatically hand your building to whoever clicks first.

The facility's new open shift order form: date, start and end time, unpaid break, job type and the number of providers needed.

The StaffHealth clinician app on a phone, listing shifts with their times, hourly rate, distance from home and facility.

You post it. Nearby clinicians see it.

The shift order's request queue: six requests, each clinician listed with when they last worked and hours worked this week, beside Assign and Reject buttons. — Who responded, when they last worked here, and how much they have worked this week.

The weekly calendar's assigned shifts, each covered shift listing the clinician assigned to it by name. — You assign the one you want. The shift lands in your schedule with a name on it.

Want to see the whole thing?

Watch one shift go from open to assigned.

Seven minutes. Real StaffHealth software. No storyboard.

Coverage network

The person who worked well last time shouldn’t disappear into a vendor’s database.

A clinician works successfully at your building.

Your team recognizes the history.

You build familiarity.

The next staffing need does not always have to start from zero.

Build a coverage network that knows your building.

First shiftA clinician works your building.
Works wellYour team sees how it went.
Known providerThey are kept where you can find them again.
Next shiftYou do not start from zero.

Provider list showing role, last shift worked and distance from the facility. — Nearby
Who could actually get there, with role and recent activity.

Favorite providers list with position, last shift worked and distance. — Favorites
The people you already trust, kept easy to reach.

Provider detail with credential documents alongside the shift order. — Credentials
Licences and history, beside the order itself.

WorkWell Incentives

Reliability should earn more.

Getting someone interested in a shift is one thing. Building a marketplace of professionals who value reliability is another.

A clinician walking beside a resident using a walker, along a corridor in a skilled nursing facility.

WorkWell Incentives rewards StaffHealth clinicians as they advance through four tiers, with the opportunity to earn up to $2 more per hour.

Bronze
Silver
Gold
Diamond

Up to +$2/hr

Example from WorkWell

120 hoursDiamond tier+$240

In the WorkWell example, Maria worked 120 hours during the month, reached Diamond and earned an additional $240.

Example illustrates WorkWell earnings. Tier qualification requirements are not represented here.

An accepted shift only matters if someone shows up.

WorkWell puts a financial incentive behind reliability—not just availability.

Already using an agency?

Don’t switch. Audit it first.

You don’t need to believe us.

And you don’t need to cancel anything.

Send StaffHealth one recent temporary-staffing invoice. We’ll break down what you’re actually paying and show you where visible premiums, fees, differentials and rate changes are affecting the effective hourly cost.

Then we’ll compare the numbers with StaffHealth.

What the audit gives you back

Effective hourly bill rate
Clinician type
Hours
Visible premiums and additional charges
StaffHealth equivalent
Estimated monthly variance
Estimated annual variance

If your current agency is giving you a great deal, the numbers should prove it.

If it isn’t, you’ll know exactly where to look.

Run my free Red Pen audit

No need to replace your current vendor. Just compare the numbers.

A temporary staffing invoice under a magnifier, its total ringed in red pen, with overtime, weekend premium and agency fee lines above it.

What staffing problem are you trying to solve?

Running one building?

I need coverage.

Staffing can go from manageable to shift-to-shift in a single call-off.

Use StaffHealth to post CNA, LPN and RN shifts, review who responds and choose who works your building.

Weekly facility calendar with open shift orders and assigned shifts across each day.

Get coverage

Running multiple buildings?

I need control of agency spend.

Agency problems are rarely distributed evenly.

One building may barely use temporary labor. Another may be quietly driving a disproportionate share of the portfolio’s cost.

StaffHealth helps operators identify where temporary staffing pressure is concentrated and where the biggest financial opportunities may exist.

Illustrative. Agency reliance rarely sits where you expect it to.

Audit my staffing costs

A $5 hourly difference may feel small at one facility.

Across hundreds of hours, multiple buildings and twelve months, it becomes a number ownership cares about.

Illustrative example

$5per hour×500hours×20facilities×12months

$600,000

You don’t need to audit every building first.

Start with one invoice.

If the numbers suggest a larger problem, StaffHealth can help evaluate the broader portfolio.

Start with one invoice

StaffHealth Intelligence

Don’t just fill the gap. Understand where the pressure is coming from.

StaffHealth uses staffing data and facility-level patterns to help identify where coverage pressure, outside staffing reliance and operational stress may be concentrated.

Today

Open shift

StaffHealth Coverage

Tomorrow

Staffing patterns

StaffHealth Intelligence

Portfolio staffing snapshotIllustrative example

18: facilities analyzed
7: showing outside staffing
3: driving most of the exposure
2: showing elevated weekend pressure

Building AHighOutside staffing + weekend pressure
Building BMediumHiring pressure + staffing variance
Building CStableLower outside-staffing exposure

Figures are demonstrative and do not describe a StaffHealth customer.

Coverage solves today’s problem.

Intelligence helps you see where tomorrow’s problem may be forming.

Already have staffing vendors?

Good.

You don’t need to replace them because we say StaffHealth is different.

Compare the economics yourself.

Or show us the invoice.

Audit my current vendor

You don’t have to replace anyone.

Keep your current agency.

Keep your current platform.

Keep every coverage source you already trust.

Add StaffHealth as another option.

Post one shift. Compare who responds. Compare the experience. Compare the bill. Then decide.

Keep

Current agency
Current platform
Existing relationships

Add

StaffHealth

Post one shift.
Compare the experience.
Compare the bill.
Decide for yourself.

Get coverage Audit my current bill

The next open shift is coming either way.

The question is whether you want another unpredictable staffing bill—or another option.

Get coverage Run my free Red Pen audit