Responder selection and staffing
Compare responders against a staffing need. Save the evidence and the reason for the choice.
Start from the requirement
A useful candidate comparison begins with a clear description of the job. Start with the position that needs to be filled. Set its required dates and qualification version. Add any specialty the work requires.
DART then checks people against that need. It uses their qualification evidence and availability. Other deployments can make a person unavailable for the same work.
Compare candidates and explain eligibility
Several people may appear suitable for the same assignment. The selection view lets a coordinator compare responders. The eligibility explanation shows why each person meets or fails a condition.
Deployment history helps staff review past workload. Missing history can be added with a reason. Corrections preserve the earlier entry.
Save the selection and its reason
A staffing choice needs to remain understandable after the assignment is made. Choosing a responder saves the selection and its reason. A reviewer can inspect the decision. The saved checks remain available after the person’s records change.
Selection does not send an order. The deployment order must still be reviewed. The responder must then accept it.
Review how work is assigned
The way assignments are shared should be open to review. Staff need clear rules to distribute work fairly. DART makes the evidence and recorded workload visible for review.
The program owner approves the selection policy. Reviewers can inspect whether a decision followed that policy and the available evidence.
Compare demand before issuing orders
Coordinators may need to check several demands before committing people to any one of them. Surge planning tests competing needs before orders are issued. The planner uses the same workforce snapshot for each need.
Decision replay shows the basis for an earlier choice. A new readiness check uses current facts. Keeping both makes the difference clear.