How the Workforce Risk & Readiness Diagnostic Works

How It Works
Stage 1: Intake & Validation (Weeks 1–2)

We review your existing workforce data to establish scope, validate inputs, and identify material gaps.

Focus:

  • Workforce structure

  • Mission-critical roles

  • Data completeness and limitations

No assumptions are made. Missing data is documented, not inferred.

Stage 2: Normalization & Analysis (Weeks 3–5)

Data is standardized and analyzed using a structured diagnostic framework to assess:

  • Succession exposure

  • Leadership and role vulnerability

  • Skills and knowledge concentration

  • Workforce readiness over a 1–3 year horizon

All findings are evidence-linked and confidence-rated.

Stage 3: Delivery & Briefing (Weeks 6–8)

You receive a decision-grade report and executive-level briefing focused on:

  • What is at risk

  • Why it matters

  • What to address first

Outputs are designed to support leadership action, budgeting, and contracting decisions.

What This Diagnostic Is

The Workforce Risk & Readiness Diagnostic is a fixed-scope, evidence-based assessment designed to give leaders a clear, defensible view of workforce risk before it disrupts mission delivery.

It is not a survey, not software, and not an open-ended consulting engagement.
It uses workforce data you already maintain to surface succession exposure, role vulnerability, skills risk, and readiness gaps—quickly and objectively.

This diagnostic also serves as the foundation for optional human capital consulting, implementation support, and long-term workforce strategy engagements when required.

turned on monitoring screen
turned on monitoring screen
What We Need From You to Get Started

Required inputs

  • Workforce roster (CSV or Excel)

  • Organizational chart (any format)

  • Brief description of mission priorities

Optional inputs (strengthen results)

  • Skills or training exports

  • Known retirements (1–3 year horizon)

  • Succession coverage notes

  • Position descriptions or task lists

  • AI / data governance constraints

No system access. No integrations. No disruption to operations.

What Happens After the Diagnostic

The diagnostic stands on its own and is frequently used to:

  • Inform internal workforce decisions

  • Support budget or staffing requests

  • Provide evidence for leadership or board briefings

When requested, findings can transition into contracted human capital consulting, including:

  • Succession planning and bench development

  • Workforce modernization support

  • Skills strategy and implementation roadmaps

  • Policy, governance, or compliance alignment

Consulting is optional, scoped separately, and driven by diagnostic evidence—not assumptions.