Compare a roster change by checking the original and proposed versions against the same evidence. Look at which findings improve, which remain and which become worse, then check staffing constraints and missing information before recording a decision.
Define one concrete change
Identify the duty and what you would change: its worker, its times, its removal, or an additional duty. Keep the original version available. A proposal is easier to review when its intended effect is explicit.
In a synthetic example, worker A finishes at 22:00 and starts again at 07:00. Giving the morning duty to worker B could remove A’s short turnaround. That does not establish that B can take the duty: their other work, qualifications and availability still matter.
Use a before-and-after checklist
- Does the original finding resolve, partly resolve or remain?
- Does another person gain a short turnaround, overlapping duty or a worse working pattern?
- Are later shifts and relevant earlier work included?
- Does coverage still meet the staffing and policy requirements you supplied?
- What remains unknown about skills, availability, contracted hours and pay?
In RosterWise, the proposed version is checked again before acceptance. Blocking failures prevent acceptance. Unknown checks stay visible and do not establish that a proposal is operationally suitable; the responsible person must resolve what matters to their decision.
Separate observations from commercial estimates
If sales data is available on Business Pro or Enterprise, compare the change in rostered hours and the supplied constraints. Historical sales remain observations. A conditional cost figure depends on its assumptions; it is not a promise of future savings or revenue.
Record the decision and apply it deliberately
Accept with a reason, adjust the proposal and compare again, or dismiss it. Keep the decision record so another manager can understand what was considered.
Accepting in RosterWise does not edit the uploaded roster or update another rostering system. Download the accepted proposed roster and the list of changes, then follow your organisation’s own approval and communication process to apply them.
See the product workflow, a synthetic review example and how to interpret sales per labour hour.