This structured evaluation typically takes 8-10 minutes to complete and is best completed by a senior leader or executive team member familiar with your organization's HR practices.

Organization Information

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Please rate each statement based on your organization's current practices.

Pillar 1: Hiring & Talent Strategy

1. Our organization uses structured, competency-based interview criteria to guide hiring decisions.

2. Role expectations and performance outcomes are clearly defined prior to initiating recruitment.

3. Hiring decisions balance technical capability with cultural and team alignment considerations.

Pillar 2: Onboarding & Integration

4. New hires follow a structured onboarding framework extending beyond initial paperwork and orientation.

5. Performance expectations are clearly communicated within the first 30 days of employment.

6. Managers are actively accountable for successful integration and early-stage performance alignment.

Pillar 3: Performance Management Systems

7. Performance evaluations follow a consistent, documented structure across the organization.

8. Feedback is delivered regularly and is not limited to annual or formal review cycles.

9. Performance conversations include coaching, development planning, and measurable accountability standards.

Pillar 4: Leadership Accountability

10. Managers receive guidance or training on leading people effectively, not just managing tasks.

11. Leadership expectations are clearly defined, documented, and reinforced across teams.

12. Accountability standards are applied consistently regardless of role or tenure.

Pillar 5: Employee Engagement & Commmunication

13. Employees understand organizational goals and how their individual contributions align with broader strategy.

14. Leadership communication is transparent, consistent, and structured.

15. Mechanisms exist for gathering employee feedback, and leadership responds constructively.

Pillar 6: Compliance & Documentation Practices

16. Employee files and documentation are organized, current, and audit-ready.

17. Policies and procedures are reviewed periodically and clearly communicated to staff.

18. The organization proactively monitors compliance requirements rather than responding reactively.

Pillar 7: Workforce Planning & Role Clarity

19. Roles, responsibilities, and reporting relationships are clearly documented.

20. Staffing levels are aligned with operational demands and growth objectives.

21. Succession planning or role contingency strategies are considered for critical functions.

Pillar 8: Culture & Retention Strategy

22. Leadership monitors turnover trends and addresses root causes rather than surface symptoms.

23. Retention strategies are intentional and aligned with organizational goals.

24. Organizational values and culture expectations are clearly defined and modeled by leadership.