SeniorCRE is the operator-controlled operating infrastructure for senior housing & care. It is designed to govern definitions, source authority, reconciliation, and lineage across the systems an operator already runs, and can carry selected system-of-record functions where the operator chooses. Govern first. Replace only by choice.

How is SeniorCRE different from PointClickCare?

PointClickCare is a clinical EHR. Operators can keep PointClickCare; SeniorCRE is designed to govern definitions and source authority above it. Where an operator chooses, SeniorCRE can assume selected system-of-record functions. Govern first. Replace only by choice.

How is SeniorCRE different from Yardi Senior Living Suite?

Yardi Senior Living Suite is a property-management and accounting system. Operators can keep Yardi Senior Living Suite; SeniorCRE is designed to govern definitions and source authority above it. Where an operator chooses, SeniorCRE can assume selected system-of-record functions. Govern first. Replace only by choice.

How is SeniorCRE different from MatrixCare or ALIS?

MatrixCare or ALIS is a clinical and community-management system. Operators can keep MatrixCare or ALIS; SeniorCRE is designed to govern definitions and source authority above it. Where an operator chooses, SeniorCRE can assume selected system-of-record functions. Govern first. Replace only by choice.

How does SeniorCRE approach HIPAA and security?

SeniorCRE signs Business Associate Agreements and is designed with the administrative, physical, and technical safeguards applicable to its role under HIPAA. SOC 2 in progress.

Who is SeniorCRE for?

Senior housing & care operators, REITs, and capital partners. Our operator beachhead is organizations running 10 to 40 communities; larger portfolios are served through a separate Strategic Enterprise engagement.

How much does SeniorCRE cost?

Pricing and implementation fees are set in the applicable order form.

How long does SeniorCRE take to implement?

Deployment is gate-based and operator-specific; SeniorCRE publishes no standard implementation duration.

Methodology · Workforce intelligence

Payroll forecasting methodology for senior housing & care

By SeniorCRE, LLC · Updated October 12, 2026 · Educational methodology, not an operator result

A labor budget and a 13-week payroll forecast should share one model: census and care-level mix set required hours, the vacancy gap is priced as overtime and agency, and holiday differentials and employment-class loads are added to employee wages. Keeping components separate is what lets each variance be explained. The weekly reconciliation workflow lives on the senior housing payroll forecasting checklist.

Component formulas

Component	Formula
Census	units × average occupancy
Required hours	census × days × Σ(care-level share × approved HPRD)
Vacancy gap	required hours × vacancy share
Overtime cost	gap × overtime share × base wage × overtime multiple
Agency cost	gap × (1 − overtime share) × agency bill rate
Holiday differential	census × HPRD × paid holidays × (1 − vacancy) × base wage × premium
Employment-class load	employee wages × Σ(class hours share × class load)

How to build a 2027 assisted-living labor budget

Build the annual budget from the same components as the 13-week forecast above, so the two can be compared line by line. Required direct-care hours come from census and care-level mix; the vacancy gap is priced as overtime and agency; holiday differentials and employment-class cost loads are added last, to employee wages only.

1. CensusSet units and average occupancy by month; census = units × occupancy. Name who approves the census assumption.
2. Care-level mixAssign each care level an approved hours-per-resident-day rule and its share of residents; the weighted rule drives required hours.
3. VacanciesEstimate the share of required hours not covered by filled positions, then split that gap between overtime and agency.
4. OvertimePrice overtime hours at the regular rate times the overtime multiple; confirm the regular-rate basis with payroll and counsel.
5. Agency ratesPrice agency hours at the contracted bill rate; agency carries no employer load in this model.
6. Holiday differentialsCount paid holidays and apply the premium to employee hours worked on those days.
7. Employment-class cost loadsWeight full-time, part-time and PRN loads (taxes, benefits, workers’ comp) by hours share and apply to employee wages only.

Illustrative example — editable in the spreadsheet

Census: 80 units × 90.0% occupancy = 72 residents
Care-level mix: 40.0% at 2.0 HPRD · 35.0% at 2.6 HPRD · 25.0% at 3.4 HPRD
Vacancies: 8.0% of required hours uncovered
Overtime: 60.0% of the gap at 1.5× the $28 base wage
Agency rates: Remaining gap at $42/hour, no employer load
Holiday differentials: 9 paid holidays at +0.5× base on worked hours
Employment-class loads: Full-time 70.0% @ 30.0% · Part-time 20.0% @ 12.0% · PRN / per diem 10.0% @ 8.0%

Illustrative 2027 direct-care labor budget: $2,437,858 (67,277 required hours).

Illustrative only: one fictional 80-unit assisted-living community, direct-care labor only. Every input is an invented teaching assumption, not a benchmark, staffing requirement or SeniorCRE operator result.

Bridge: annual budget → rolling 13-week forecast

Illustrative. Same model, next 91 days: budget inputs versus week-0 readings.
Component	13-week budget slice	Rolling forecast	Variance
Straight-time wages	$432,076	$406,375	−$25,700
Overtime wages	$33,815	$45,204	+$11,389
Holiday differential	$4,748	$4,466	−$282
Employment-class cost load	$113,894	$110,363	−$3,532
Agency cost	$22,543	$32,288	+$9,745
Total direct-care labor	$607,076	$598,696	−$8,380

Lower census lowers straight-time wages while a wider vacancy gap and a higher agency rate raise overtime and agency cost. A blended total would hide that the premium-labor lines moved the opposite way.

Assumptions

The 13-week budget slice is the annual model run for 91 days with two paid holidays, not annual ÷ 4.
At week 0 the rolling forecast replaces three budget inputs with current readings: occupancy 87.5% (budget 90%), vacancy 11% (budget 8%), agency rate $45 (budget $42).
Care-level mix, wage, overtime multiple and employment-class loads are held at budget so the variance is attributable to the three changed inputs.

Limitations

Invented inputs; the direction and size of the variance teach the method and predict nothing about any community.
Direct-care labor only. Excludes recruitment, orientation, bonuses, shift differentials other than holidays, non-care departments and merit timing.
Simplified overtime and holiday arithmetic. Regular rate, overtime eligibility, state daily rules and any 8-and-80 arrangement require payroll and legal review.
No forecast-accuracy, savings or operator-production result is implied. SeniorCRE has not measured this workflow in an operator community.

Download the 2027 assisted-living labor budget spreadsheet (.xlsx, editable assumptions, annual budget and 13-week bridge)Connect vacancy and overtime assumptions to retention: the healthcare retention analytics guide

Questions

How do I build a 2027 assisted-living labor budget?

Start from census and care-level mix to calculate required direct-care hours, subtract filled-position coverage to find the vacancy gap, price that gap as overtime and agency, add holiday differentials, then apply employment-class cost loads to employee wages only. Keep each component separate so the annual budget can be compared with the rolling 13-week forecast component by component.

How does the annual labor budget connect to a 13-week payroll forecast?

Run the same model for the next 91 days with budget inputs, then rerun it with current census, vacancy and rate readings. The difference by component is the bridge: it shows whether a variance comes from census, coverage or price rather than one blended total.