Prepare your first SkyRoster roster

A useful first roster starts with an accurate picture of your operation. Bring demand, qualifications, availability and scheduling rules together before assessing the result.

Work through the configuration areas below, then agree the implementation and evaluation scope with the SkyRoster team.

1. Set the organisation’s rules

Set the time zone, working calendar and relevant contractual values. Confirm the first day of the week and the working-week pattern, including arrangements that differ from Monday to Friday.

Define supported leave and duty types, such as annual leave, medical checks or refresher training. Agree their approval routes and how they affect availability and allowances.

2. Add the qualifications

Define the requirements associated with each qualification, including applicable validity periods and conditions. Examples may include medical and language requirements.

Record qualifications such as tower, approach or area control and assign them to employees. Where supported, configure requirements linked to recent time worked in a role. Review the qualification matrix to identify records that need attention.

SkyRoster uses the records to calculate assignment eligibility. The organisation maintains those records; licensing decisions remain with the relevant authority.

3. Bring in the people

Create the organisational structure of units, departments and teams. Assign the relevant managers, contract information and employee memberships.

Review the staff information needed for planning: primary unit, additional unit memberships, employment details, job number, qualifications and any relevant suspension. Distinguish trainee, instructor and other qualification roles where they affect assignment.

Agree which records are maintained in SkyRoster and which come from another system.

4. Include availability

Include approved leave and duties before generating the roster. Staff calendars and management views support the review of requests, allowances and availability.

Preferences for desired or undesired shifts can be included according to the configuration. The engine evaluates these inputs alongside coverage and other requirements; planners review the resulting assignments.

5. Define the work to cover

Configure shift start times and durations. Where the organisation uses rotation patterns, define the sequence of shifts and days off; MANOO is one example of a pattern that appeared in the original guide.

Staffing requirements describe the qualifications and numbers needed. Supported approaches include sequences, weekly requirements and pattern-based requirements. Review the minimum and maximum staffing values for the relevant periods.

6. Build the first draft

Select the unit, period, roster type, rotation strategy and staffing requirements. Choose the teams or employees, then configure the supported constraints and preferences.

The engine evaluates candidate rosters against those inputs. Review coverage, rule violations, duty distribution and the effect of neighbouring roster periods before publication. Limited staffing or conflicting requirements may prevent all objectives from being met.

7. Test the whole process

Test a leave request, a swap, a changed assignment and the output needed for attendance and payroll preparation. Confirm permissions, responsibilities, training and support before operational use.

Book a discovery call to discuss your implementation scope, or review current pricing.

Updated September 2026: historical sign-up instructions and free-plan offers have been removed. The guide now describes the constraint-optimisation process and retains planner review as part of implementation.