People Process Diagnostic

Have your people systems kept up with your growth?

A practical diagnostic for operators who need clearer ownership, stronger manager consistency, and fewer people decisions landing back on the owner.

How to use this diagnostic

Complete Parts 1–4

Your score is generated from your answers in Parts 2–4.

Answer based on today

If something is inconsistent, select “Not sure / inconsistent” or “In progress.”

Use the score to prioritize

Your score and recommendations help identify what to fix first.

For each item, choose your current status. This is about clarity, not perfection.

Clear ownership for each people process

Documented workflows, not just policies

Defined handoffs between HR, Operations, Payroll, IT, etc.

Manager training on how and when to use processes

Policies are the baseline. How managers apply them is where the process lives.

Anti-Discrimination & Anti-Harassment

Attendance & Timekeeping

Leave of Absence & Sick Time

Progressive Discipline / Corrective Action

Termination & Separation, including when HR must be involved

Policies alone are not enough. Managers must understand how to apply them and when to escalate.

Pick the best answer. If it depends on the situation, you’ve found the gap.

Who is accountable for hiring decisions?

Who owns onboarding handoffs end-to-end?

Who handles serious employee relations issues?

Who approves termination decisions?

If the answers depend on the situation, you’ve found the gap.

If you want help interpreting the results, book a short call.