How does the platform produce PBJ submissions, 802, and 672 forms without a week of cleanup every quarter?
Design target · Expected outcome
Pre-deadline cleanup → one-screen sign-off
Design target modeled from workflow design. No operator community has been measured, no approved Evidence Record supports it, and business outcomes remain contributory — figures are targets, not results. See Industry Findings for methodology.
Incumbents this workflow touches
Proposed in-platform scope: Manual PBJ XML build from a payroll export
Roadmap integration targets (not live): ADP · Paychex · Paycom · UKG Pro · Workday Payroll · OnShift
The operator may retain existing systems or select SeniorCRE for defined functions. Alongside existing systems, this workflow would depend on approved source access, implementation and operator acceptance. Named vendor integrations are roadmap targets, not completed connections.
The problem
PBJ is due quarterly and feeds the Five-Star staffing rating. Most operators export from payroll, hand-map job codes to CMS labor categories in Excel, fix mismatches the day before submission, and discover the previous quarter’s mapping errors at the next Five-Star refresh. CMS-802 and 672 forms get assembled by hand at survey time.
How the platform is designed to run it
Job codes map to PBJ labor categories once, with effective-dated overrides for new positions. Hours flow from the time-clock and the schedule into a PBJ staging view validated continuously, not the day before the deadline. Exceptions — missing hours, unmapped roles, double-counted contract staff — surface daily. The submission file generates on demand; 802 and 672 forms render from the same data when a surveyor asks.
Proposed operating behavior, not a live deployment. Source access, implementation and operator acceptance must be established before this workflow can operate in a community.
On the shift (illustrative)
Illustrative example on synthetic data. Names, figures, and events are not from any operator community.
Two weeks before the PBJ deadline, the staffing coordinator opens the submission staging view. New hires added this quarter already map to PBJ labor categories because the mapping is maintained continuously. The 14 exceptions that surface are all real — one is a contract NP whose hours need a manual category, one is a per-diem CNA whose punches missed a tap-out — and each takes 90 seconds to fix. Submission is a one-screen sign-off the day before deadline. When the surveyor arrives unannounced and asks for CMS-672 and CMS-802, both render from the same data in seconds.
Design target
Design target, not measured in any community: PBJ submission goes from a week of pre-deadline cleanup to a one-screen sign-off. Five-Star staffing rating reflects the actual building, not a mapping artifact. CMS-672 and 802 print on demand at survey.
Design target only: not measured or validated in any community. Actual results require an operator baseline and pilot acceptance.
What goes wrong without it
On the manual path, the submission week is hell. The export from payroll comes in raw; new positions added in October never got mapped; per-diem and contract hours collide; the file gets rejected on the first upload at 11 p.m.; the resubmission has a job-code error that costs the building 0.2 stars on staffing for the next refresh. CMS-672 and 802 at survey become a four-hour exercise.
Sources for baselines cited above
Industry benchmarks referenced in the problem statement or outcome come from these third parties. SeniorCRE figures are labeled with their evidence class — modeled from workflow design and benchmarks, not yet measured in a customer community.
- CMS — Payroll-Based Journal (PBJ) submission policy
Centers for Medicare & Medicaid Services
Show me the evidence
Operators do not buy claims. They buy proof. If anything on this page reads as aspirational, ask us to walk you through exactly what is built, what is designed, and what is not yet in production in any community.
Where this connects in the platform
Every workforce workflow runs on the same record. These are the feature pages, head-to-head comparisons, and pillar articles that go deeper on the surfaces this workflow touches.
Feature surfaces
Compared head-to-head
Workforce and labor references
Workforce workflows on this page draw on the CMS minimum staffing rule, BLS Occupational Employment and Wage Statistics, and the AHCA/NCAL workforce reports that shape current hiring benchmarks.
- Minimum Staffing Standards for Long-Term Care Facilities (Final Rule)
CMS / Federal Register
The 3.48 total / 0.55 RN HPRD standards and 24/7 RN-on-site requirement were rescinded by CMS effective Feb 2, 2026; the enhanced facility assessment remains in force.
- Occupational Employment and Wage Statistics — Healthcare Practitioners
Bureau of Labor Statistics
Authoritative wage benchmarks for RN, LPN, CNA, and Med Tech roles by MSA — drives our compensation benchmarking.
- AHCA/NCAL State of the Long Term Care Industry Workforce
AHCA / NCAL
Industry survey of turnover, vacancy, and agency reliance across the SNF and AL sectors.
- Payroll-Based Journal (PBJ) Submission Specifications
CMS
PBJ feeds Care Compare staffing stars; defines the auditable record for HPRD calculations.