NDIS Rostering and Scheduling Officer
A scheduling officer who keeps shifts filled and rosters tidy, so participants get continuity and support workers get certainty.
- Engagement
- Full-time, managed Employer of Record
- Working hours
- Full-time, with core overlap across Australian Eastern business hours
- Experience level
- Two or more years in rostering, scheduling, or workforce coordination. Mid-level.
- Rosters built and published against participant needs
- Shift gaps filled and changes managed each day
- Support worker availability and qualifications kept current
- Roster changes communicated to workers and participants
- Roster, utilisation, and unfilled-shift reporting
- A rostering system, for example ShiftCare, Deputy, or Easy Employer
- An NDIS client management system
- Microsoft 365
- Outlook and Teams
Why this role exists
The roster is where service continuity is won or lost. Shifts move, workers call in, and a gap left open is a participant left without support. Holding a roster is fast, detailed, constant work, and it does not need to sit with a frontline manager.
A rostering officer builds the schedule, fills the gaps, and keeps worker records current, so the people running services can focus on the service.
A day in the role
- Check overnight changes and re-fill any gaps before the day starts.
- Match a new participant's hours to suitable, available, compliant workers.
- Update three workers' availability and flag two compliance dates due soon.
- Send the day's roster changes to workers and affected participants.
What good looks like at 90 days
Rosters are published ahead of time, gaps are filled fast and matched properly, worker compliance dates never surprise anyone, and overtime and unfilled high-need shifts are flagged before they become a problem.
Sector context
This role sits inside our NDIS and disability support sector work, alongside intake, claiming, and compliance support.
The Arcbridge difference
You direct the work. Arcbridge holds the employment.
Australian workplace law considers the real working relationship between a business and a worker, not only the contract label. Where an Australian business directly engages an offshore contractor and the practical working relationship resembles employment, classification and Fair Work questions can arise. The Fair Work Commission has scrutinised arrangements of this kind.
Arcbridge is designed to reduce the practical risks of informal offshore contractor arrangements by placing employment, payroll, leave, HR administration, and employment-side process inside a managed structure. Arcbridge or its nominated employment entity employs the team member. The client receives capability and outputs through a service agreement rather than directly engaging an offshore worker.
This is the difference between an informal offshore engagement and a structured offshore team. It is general information only, and is not a substitute for tailored legal, workplace relations, tax, or migration advice on a client's specific arrangements.
Core responsibilities
- Build and publish rosters against participant needs and plans
- Match support workers to shifts by location, skills, and availability
- Fill shift gaps and manage same-day changes
- Keep worker availability, qualifications, and compliance dates current
- Communicate roster changes clearly to workers and participants
- Flag rostering risks, such as overtime or unfilled high-need shifts
- Report on roster coverage, utilisation, and unfilled shifts
What this role is not
Clear scope protects the placement. These sit outside this brief, and we will say so before a call rather than after.
- This role schedules within your rules. It does not interpret awards or set pay rates, which stay with your team.
- It is not a clinical role and makes no decisions about a participant's supports.
- It does not manage or discipline support workers.
Best-fit profile
- Two or more years in rostering, scheduling, or workforce coordination
- Calm and fast under same-day changes and competing needs
- Strong written English and clear, prompt communication
- Comfortable with rostering systems and scheduling within agreed rules
What Arcbridge screens for
Depth is the differentiation. These are the capabilities we test before a name reaches your shortlist.
Scheduling under pressure
We test the ability to fill gaps and re-plan quickly without losing accuracy, because rosters break in real time.
Attention to constraints
We screen for careful matching against skills, location, and compliance, not just filling a slot.
Communication
We assess prompt, clear messaging to workers and participants when plans change.
Systems fluency
We look for genuine comfort with rostering tools and the discipline to keep worker records current.
How we measure success
The signals we hold this role to. These are quality and throughput measures the team member owns, not promises about your commercial results.
- Rosters published ahead of the agreed lead time
- Shift gaps filled within agreed timeframes
- Worker compliance and availability records kept current
- Unfilled shifts and overtime risks flagged early, with weekly reporting
Who holds what
The managed structure is the point. You direct the work and own the outputs. Arcbridge holds the employment relationship and everything that comes with it.
You direct
- Your rostering rules, pay and award settings, and approval steps
- Participant needs, preferences, and continuity requirements
- Which shifts and risks take priority
Arcbridge holds
- The employment relationship, payroll, and superannuation equivalent
- Leave, performance management, and HR administration
- Onboarding, equipment, and day-to-day pastoral support
The commercial case
A well-held roster protects service continuity, controls overtime, and keeps utilisation healthy. A dedicated officer holds it so frontline managers do not. The managed structure provides the capability without directly engaging an offshore worker.
Other NDIS and Disability Support roles
Roles in the same sector that share systems, working hours, or buyer profile.
NDIS Claims and Billing Administrator
An administrator who keeps NDIS claiming accurate and on time, so revenue lands and rejections do not pile up.
View this roleFull-time, managed Employer of RecordNDIS Intake and Referrals Coordinator
A coordinator who turns referrals into ready-to-serve participants, so nothing stalls between the first call and the first service.
View this roleFull-time, managed Employer of RecordNDIS Quality and Compliance Administrator
An administrator who keeps quality and compliance records audit ready, so an audit is a print-out, not a panic.
View this roleTalk through this role
Place a Rostering Officer.
Send the role brief or describe the work you need covered. We will confirm whether the role fits the Arcbridge model and arrange a 30-minute discovery call within one business day.
This document is general information only and is not legal, migration, registration, clinical, or tax advice. Arcbridge candidates are employed by Arcbridge or its nominated employment entity. The client receives managed offshore support aligned to the agreed role profile, hours, service fee, and reporting arrangements.