The In Order Assessment
Find out where your HR stands in three weeks.
A fixed-price review of the people side of your business. You’ll know what’s solid, what’s missing, and what to fix first.
$1,500 fixed, no hourly billing
Who it’s for
Owners and operations leaders at companies of about 10 to 75 people who have a feeling their HR is behind and can’t say exactly how.
What I look at
- Your handbook and policies
- How you hire
- How people start and how they leave
- Employee files and records
- How performance is managed
- How ready your managers are
- Time off and leave practices
- The required basics, such as notices and postings
How it works
Three weeks from the first call to the walkthrough.
Week 1
- We talk for an hour.You tell me how the business runs and what worries you. If someone else handles HR day to day, I’ll also talk with them for 45 minutes.
- You send me what you have.Handbook, forms, templates, whatever exists. “Nothing” is a fine answer.
Week 2
- I review it all.I compare what you have with what a company your size needs.
Week 3
- You get a scorecard and a plan.One page showing where you stand in each area, and a 90-day plan in priority order.
- We go through it together.A 45-minute conversation so you understand every item and can ask anything.
What you walk away with
- A one-page scorecard you can read in two minutes
- A 90-day plan that says what to do first, second, and third
- A straight answer about what you can handle yourself and where you need help
Sample
In Order Scorecard
Example company · 28 employees
- Handbook and policiesNeeds work
- HiringSolid
- Starting and leavingNeeds work
- Employee files and recordsMissing
- PerformanceMissing
- Manager readinessNeeds work
- Time off and leaveSolid
- Required notices and postingsNeeds work
Fix first: employee files and records, then a simple performance check-in.
Working with Brittany helped me recognize the importance of having the right HR practices and processes in place as Moma’s House continued to grow. She reviewed our business operations through an HR and compliance lens, helping us better understand employment and labor considerations related to our events and identify steps we could take to strengthen our practices. She also helped us explore the appropriate documentation for individuals assisting at our events, giving us greater awareness of the importance of properly structuring these arrangements.
What it isn’t
This is an HR review, not a legal audit. I don’t give legal opinions or check payroll calculations. If I see something an attorney or accountant should look at, I’ll tell you.
What happens after
The plan is yours. Some clients take it and run. Others ask me to build what’s missing. If you start a Foundation Build within 30 days, $500 of your assessment fee goes toward it.