Keep Difficult Care Covered — From a Veteran's Home by Day to an Aged-Care RN Shift Overnight

RN Coverage & Care-Minutes Recovery, delivered by a local, credential-ready worker pod across one corridor — controlled gap coverage that protects your care-minutes funding, Staffing Star Rating and resident safety while reducing avoidable agency use.

Right now, building a local pool across northern Melbourne (Donnybrook · Craigieburn · Epping · Whittlesea) → Mitchell & Macedon Ranges → Greater Bendigo. Real fill capacity in one corridor — not a call centre promising "national coverage".

Claim your free Executive Workforce Review™ — a board-ready, 9-point diagnostic of your entire staffing model: current workforce, agency spend, vacancy, overtime, compliance, technology, clinical governance and environment. We hand you the analysis and a costed plan. Then, if you want proof, we take a single site for 60 days at our risk.

Book My Executive Workforce Review →

No obligation, no procurement commitment. If we're not the right partner, we'll say so — and you keep the workforce plan.

Prefer to start small? Try a 30-day pilot at one or two facilities — no exclusivity, no minimum shift commitment. Or, if you refer veterans, send a DVA Community Nursing referral →

NDIS Registered · DVA contracted Community Nursing provider · Local pods across Melbourne's north → Greater Bendigo · Established provider since 2015

Four things very few staffing providers can say together

NDIS

registered provider to 4 Mar 2029

DVA

contracted Community Nursing (national)

RN-led

registered-nurse clinical governance

Free

Executive Workforce Review™

NDIS Registered Provider

DVA Contracted Community Nursing

Local pods · Melbourne's north → Greater Bendigo

Since 2015 · proven track record

The workforce shortage stopped being an HR problem. It's now a CEO problem.

You already have a rostering team. This isn't about them. It's about the risk sitting on the executive's desk — the kind that shows up in a board pack, a regulator's report, or a bed-closure decision:

• The 3am unfilled shift — clinical risk, a service running under ratio, and a Director of Nursing who hasn't slept properly in months
• Runaway agency spend that keeps climbing and never appears as a single, controllable line in the budget
• A vacancy and overtime spiral — open roles force overtime, overtime burns out your best people, and they resign into more vacancy
• Compliance exposure — credentialing gaps, thin coverage records, and agency staff whose paperwork you can't fully vouch for at audit
• Single-supplier fragility — a panel of agencies who compete on rate, not reliability, and disappear on the night you need them most
• Care-minutes and RN-minute targets you keep missing — the shifts you can't fill are the shifts that decide your funding and your rating

And now the gap has a price. In January 2026, only 93.25% of Victorian homes reported complete 24/7 RN coverage — dropping to 77.70% in small rural towns and 82.12% in government homes. Across 2024–25, only 44–54% of services met both their total-care-minute and RN-minute targets. And from April 2026, metropolitan non-specialised homes only receive the full care-minutes supplement if they hit target — while the redesigned Staffing Star Rating now reflects that performance directly. Every unfilled RN shift now threatens your funding, your Star Rating and resident safety at the same time.

Every competitor answers this with the same thing: more agency shifts. That treats the symptom, bills you the premium, and does nothing for your care minutes. Carehaven sells the opposite — controlled gap coverage that protects your funding, rating and safety while reducing avoidable agency spend, so predictable coverage replaces the scramble.

Everything inside your Executive Workforce Review

A senior clinical and workforce team spends real hours on your numbers and hands your executive a board-ready analysis. This is the diagnostic most consultancies charge five figures for.

1. Current workforce map — your real establishment vs. roster: skill mix, coverage model, single points of failure

2. Agency-spend analysis — where premium, short-notice and overtime spend is avoidable, quantified against sector rates

3. Vacancy-rate benchmark — your open-line position vs. sector, and the true cost each vacancy carries

4. Overtime & fatigue review — where the roster is being propped up in ways that drive burnout and churn

5. Compliance & credentialing scan — the staffing evidence trail an auditor would test, with a prioritised fix list

6. Rostering technology review — where manual process is multiplying cost and hiding risk

7. Clinical governance check — how your staffing model stands up against safe-staffing and quality expectations

8. Care environment review — the resident, participant and staff experience factors that drive retention and reputation

9. Board-ready recommendations — a costed, prioritised workforce plan you own outright

The Executive Workforce Review — provided free.

No cost. No procurement commitment. You keep the analysis and the plan whether or not we ever staff a single shift for you.

The Executive Workforce Review pathway

Executive Workforce Review

→

Costed recommendations

→

30-day coverage pilot

→

Weekly performance report

→

Preferred-supplier agreement

2–4 hrs

urgent shift response (target)

30 min

confirm or honest decline

Weekly

fill & cancellation reporting

24/7

coordinator support

From a single hard-to-fill shift to your entire managed workforce

Carehaven scales with you across the whole staffing model — casual cover today, contracted coverage tomorrow, clinical workforce planning as you grow.

Workforce PartnerYour single point of accountability

Registered NursesRN — all acuity levels

Enrolled NursesEN coverage

AIN & Care StaffSupport workforce at scale

Rapid ResponseSurge & outbreak cover

Short-Notice FillThe 3am shift, covered

Rural & RemoteWhere others won't go

24/7 CoverageGuaranteed managed staffing

Clinical Workforce PlanningEstablishment & grad pipelines

Recurring layers: Managed Workforce · clinical recruitment · graduate-nurse programs · clinical education · mandatory training · compliance audits · policy development · clinical governance · technology consulting.

A partner built to be relied on — not a broker chasing shifts

~$4M

annual delivery capability across the national footprint we're rebuilding for enterprise contracts

60 days

to prove managed coverage on a single site — at our risk, before you commit anything

1 partner

replaces a fragmented panel of agencies with a single accountable point of coverage

"Carehaven walked our executive through the Executive Workforce Review before pitching a single shift. They found avoidable agency premium we'd stopped questioning, and gave us a plan the board could actually action. That's not how agencies behave."

— Chief Operating Officer, residential aged care group

"They took one of our hardest sites for 60 days under the guarantee. Short-notice gaps dropped and my clinical team got their nights back. We moved to a managed agreement the following quarter."

— Director of Nursing, disability & complex care provider

"The DVA and NDIS registration mattered to procurement, but the deciding factor was that they were the only supplier who came in solving a workforce problem, not selling us headcount."

— General Manager, Procurement, multi-site provider

60-DAY
POWER
PROMISE

Give us one ward or site for 60 days. The risk is entirely ours.

If our managed coverage doesn't beat your current panel on agency spend and short-notice gaps over 60 days, you owe nothing — and you keep the full workforce plan. We can offer this because we're solving the model, not renting you bodies. That is a bet no shift agency can make.

Three ways Carehaven keeps the corridor covered

However the gap shows up — a veteran needing nursing at home, a recurring hole in an aged-care roster, or a role you'd rather make permanent — there's a productised way in. No open-ended retainers, no exclusivity to start.

DVA Community Nursing Rapid Start

For GPs, discharge planners & nurse practitioners

• Send a valid DVA referral — we confirm receipt the same business day
• Eligibility checked and the veteran contacted promptly
• Local RN assessment arranged and care commenced without delay
• A named clinical contact and after-hours escalation

Refer a DVA veteran →

RN Coverage & Care-Minutes Recovery

Facility pilot — protect funding, rating & safety

• A small, facility-oriented worker pod — not a call centre
• Cover for forecast gaps, difficult shifts & short-notice absences
• Weekly fill, cancellation & continuity reporting against your care minutes
• A 30-day pilot at one or two facilities — no exclusivity
• Controlled coverage that reduces avoidable agency use

Clinical Workforce Partner

Once the corridor is proven

• Agency-to-permanent conversion for a fixed fee
• Fixed-term regional placements across the corridor
• Clinical workforce planning & high-intensity support training
• DVA / NDIS subcontract capacity for providers short on reach

Book your free Carehaven Executive Workforce Review

A limited number of full Reviews run each quarter to protect senior clinical time. Enter your details and a member of our workforce team will call to schedule.

Your role* CEO COO Head of Clinical Services / DON Workforce / People Manager Procurement Operations Manager Other

Beds / clients across your sites* Under 100 100–300 300–750 750+ (multi-site)

Request My Staffing Risk Assessment →

🔒 Confidential. No obligation. If Carehaven isn't the right partner, we'll tell you.

Looking for shifts? Join Carehaven →

Aged-care workforce resources

Practical guides for facility managers, Directors of Nursing and procurement teams.

A practical guide to closing 24/7 RN roster gaps → Care minutes & agency staffing: what facility leaders should measure → 📄 Credential checklist for choosing an aged-care nursing agency (printable) → How a 30-day difficult-shift coverage pilot works → Reducing agency cancellations in regional aged care → Building a local worker pod for recurring night & weekend cover → 📄 Contingency staffing plan template (printable) → Why providers & referrers choose Carehaven → Why organisations change to Carehaven (the transformation) →