Employer Risk Reset Diagnostic

Your Employee Problem
May Be a Decision-System Problem.

When employee issues get expensive, it is rarely because the employee was the only variable. Thin documentation, inconsistent supervisors, termination files that are not ready, expectations that were never made operational, and a handbook that does not match what actually happens in the field — these are the gaps that turn manageable situations into costly ones.

Built for Texas employers without a full HR department.

The Employer Risk Reset Diagnostic is a senior HR review designed to identify where your decision system is weak before a situation forces the issue. It is not a template packet, not a generic handbook review, and not legal advice. It is a practical, senior-level look at how your organization makes employee decisions under pressure.

The gaps that make employee problems expensive:

Documentation that relies on memory rather than dated, factual records.
Supervisors who handle similar issues differently depending on the employee or their frustration level.
Termination files that are not ready when action needs to be taken.
Employees held accountable for expectations that were never clearly communicated.
A handbook that does not reflect what supervisors actually do in the field.

15–75

Employees — the right size for this review

10 days

Delivery guarantee from intake

Texas

Focused on Texas employers

Doctorate-Level HR Strategy

SPHR Certified

Lean Six Sigma Black Belt

15+ Years Senior HR Experience

$1,500–$2,500

Investment varies by organization size, employee count, and review scope.

Diagnostic fee credited toward the 90-Day Employer Risk Reset if you move forward within 14 days.

Apply for the Diagnostic » Download the Free Risk Packet

No gate. Opens the PDF directly.

Free Resource

Start with the Employer Decision Risk Packet

The same decision-risk tool used in the webinar. Apply it to one real employee issue — not a hypothetical — and score five areas of your HR decision system. If the packet reveals multiple gaps, the diagnostic is the next step.

The packet includes five practical tools:

People Problem Risk Map — score five areas of your decision system
Neutral Reviewer Documentation Checklist — assess whether your files can stand on their own
Supervisor Consistency Gut Check — identify where variation is creating risk
Termination Readiness Pre-Check — determine whether the file is ready before action is taken
30-Day HR Stabilization Plan — a structured starting point for closing the most urgent gaps

Free. No gate.
Download directly.

This is the same resource webinar attendees use to score their decision system. Use it on a real situation your organization is navigating right now. If your score is 0–6, or if you score 0 or 1 in termination readiness, the diagnostic is the appropriate next step.

Download the Packet »

The Diagnostic

What the Employer Risk Reset Diagnostic Is — and Is Not

Before you apply, understand exactly what this review covers and what it does not replace.

The diagnostic is:

A senior HR review of your actual documents, practices, and decision process
A practical decision-readiness review focused on employee management
Designed to identify what should be fixed first, in priority order
Built around your supervisor patterns, documentation gaps, and current employee issues
Delivered with a written HR Risk Priority Plan and a leadership debrief

The diagnostic is not:

A legal opinion or substitute for legal counsel
A full handbook rewrite
An investigation
A template bundle or generic resource packet
Ongoing retained HR support by itself

Five Review Areas

What the Diagnostic Reviews

The diagnostic examines five areas of your HR decision system — the same five areas scored in the Risk Map. Each review is based on your actual documents, practices, and supervisor patterns, not generic benchmarks.

Documentation

Can your files explain what happened without relying on anyone's memory?
Do notes show facts, dates, expectations, employee response, and follow-up?
Is documentation scattered across texts, emails, memory, and supervisor notes?

Supervisor Consistency

Do supervisors apply similar standards to similar issues across the organization?
Does response vary by department, supervisor, employee, or frustration level?
Is the owner or operator still refereeing routine employee problems?

Termination Readiness

Is the file ready before action is taken — not assembled after the fact?
Does it show expectations, facts, prior communication, consistency, and review?
Are there red flags present that require additional review before proceeding?

Onboarding and Expectations

Do new hires, promoted employees, and employees with new responsibilities know what success looks like?
Are role clarity, reporting lines, success standards, and correction authority clear from day one?
Are employees being held accountable for standards that were never made operational?

Policy-Practice Alignment

Does the handbook match what supervisors actually do in the field?
Are supervisors following policies consistently, or improvising and discovering policies after the fact?
Are written policies creating liability because practice has drifted from what is documented?

Diagnostic Deliverables

What You Receive

Every diagnostic includes the following eight components. Delivered in writing. Reviewed in a leadership debrief.

Document and Policy Gap Scan

Supervisor Consistency Review

Termination Readiness Review

Employee Issue Intake Review

Risk Priority Ranking

30-Day HR Priority Plan

Leadership Debrief

Written HR Risk Priority Plan

Fit and Timing

Who Should Apply — and When

The diagnostic is designed for a specific type of employer. If the profile below fits, the timing section will tell you whether now is the right moment to apply.

Best-fit employers

Texas employers with roughly 15–75 employees
No dedicated HR leader on staff
Working supervisors who manage and produce simultaneously
Recurring employee issues that keep returning to leadership's desk
Owner or operator who is the default HR decision-maker
Documentation that is uneven across supervisors or departments
Termination, pay, or complaint issues landing on leadership without a clear process

Industries served

Small and family-owned businesses
Construction and trades
Home services and field-service businesses
Clinics and healthcare-adjacent employers
Professional services
Growing employers not yet ready for a full HR department

When to apply

Your Risk Map score is 0–6
You scored 0 or 1 in termination readiness
The same employee issues keep recurring without resolution
Supervisors are handling similar situations differently
You are considering termination, final warning, suspension, or serious corrective action
Your handbook does not reflect what supervisors actually do
You have no dedicated HR leader and the owner is making all HR calls
Employee issues are landing on leadership's desk without a clear decision process

Investment and Delivery

What It Costs and How It Works

$1,500–$2,500

Investment varies by organization size, employee count, and review scope.

Diagnostic fee credited toward the 90-Day Employer Risk Reset. If you move forward within 14 days of receiving your written HR Risk Priority Plan, the diagnostic fee applies toward the larger engagement.

Monthly capacity is limited. The diagnostic requires senior-level review and cannot be delegated or templated. Applications are reviewed in order of receipt, and FHRS will confirm fit before scheduling intake.

Apply for the Diagnostic »

Delivery Guarantee

If you provide the requested documents and access, Faulkner HR Solutions delivers your written HR Risk Priority Plan within 10 business days of intake completion.

If FHRS misses that deadline, the diagnostic includes an additional follow-up review at no added cost.

The Process

What Happens After You Apply

Eight steps from application to written plan. No ambiguity about what comes next.

Submit your application

Complete the application form below. Provide enough detail about your organization and current situation for FHRS to assess fit.

FHRS reviews the application

Applications are reviewed for fit. Not every organization is the right candidate for this diagnostic at this time.

Next steps are sent if there is a fit

If the diagnostic is appropriate for your situation, FHRS sends scheduling, payment, and intake instructions.

Employer provides documents and access

You provide the documents, policies, and access requested during intake. This is what makes the review specific to your organization.

FHRS completes the senior review

The diagnostic is conducted at the senior level. No templates. No generic output.

Written HR Risk Priority Plan delivered

You receive a written plan identifying priority gaps, risk areas, and recommended next steps — within 10 business days of intake.

Leadership debrief is held

FHRS walks leadership through the findings, answers questions, and confirms priorities.

Optional: move into the 90-Day Employer Risk Reset

If the diagnostic reveals broader system gaps that require hands-on correction, you may move into the 90-Day Employer Risk Reset. The diagnostic fee applies toward that engagement if you proceed within 14 days.

Apply for the Employer Risk Reset Diagnostic

Complete the form below. FHRS will review your application and follow up if there is a fit. Submitting this form does not commit you to the diagnostic or create a client relationship.

Organization

Organization Name *

City / Region in Texas *

Number of Employees *

Industry *

Do you have a dedicated HR professional on staff? *

Primary Contact

Full Name *

Title / Role

Email Address *

Phone Number *

Risk Map and Situation

What prompted your interest in the diagnostic? *

Did you complete the Risk Map?

Risk Map Score (if known)

Lowest-scoring or most concerning area

Current Situation

Do you have an active employee issue? *

Are you considering any of the following?

Brief description of the issue or pattern *

Documents currently available

Debrief and Timeline

Who will participate in the leadership debrief?

Preferred timeline to begin

Acknowledgment

I understand that the Employer Risk Reset Diagnostic is an HR management readiness review and is not legal advice. It does not create an attorney-client relationship and does not replace legal counsel. For matters involving legal risk, protected activity, leave, wage, discrimination, harassment, retaliation, accommodation, or agency proceedings, I will consult qualified legal counsel. *

Submitting this form does not commit you to the diagnostic, create a client relationship, or guarantee acceptance. FHRS will review your application and follow up if there is a fit. Applications are reviewed in order of receipt.

Frequently Asked Questions

Common Questions

Is this legal advice?

No. The Employer Risk Reset Diagnostic is an HR management readiness review. It is not a legal opinion and does not replace legal counsel. For matters involving legal risk, protected activity, leave, wage, discrimination, harassment, retaliation, accommodation, or agency proceedings, you should consult qualified legal counsel.

Is this a full HR audit?

No. The diagnostic is focused on five specific areas of your HR decision system: documentation, supervisor consistency, termination readiness, onboarding and expectations, and policy-practice alignment. It is not a comprehensive audit of every HR function or compliance area.

Is this a handbook review?

No. The diagnostic reviews whether your policies match your actual practices — but it is not a handbook rewrite. Policy-practice alignment is one of five areas reviewed, not the primary focus.

What documents do we need to provide?

FHRS will send a specific document request after your application is accepted. Typical documents include employee files related to the current situation, written warnings or performance notes, your employee handbook or relevant policies, and any supervisor notes or communications related to the issue. You do not need to prepare anything before applying.

What if we have an active employee issue right now?

Indicate the urgency in your application. FHRS reviews applications in order of receipt and will note time-sensitive situations. If you are considering termination or serious corrective action, note that in the application — it is relevant to how FHRS prioritizes intake.

What if our Risk Map score is high but we still want a review?

Apply. A higher score does not disqualify you. The score is a starting point, not a gate. If you have an active issue, recurring patterns, or want a senior review of your decision system regardless of score, the application is the right next step.

What happens if we need more help after the diagnostic?

If the diagnostic reveals broader system gaps, you may move into the 90-Day Employer Risk Reset — a hands-on engagement to correct the gaps identified. The diagnostic fee is credited toward that engagement if you proceed within 14 days of receiving your written HR Risk Priority Plan.

Is the diagnostic fee credited toward a larger project?

Yes. If you move forward into the 90-Day Employer Risk Reset within 14 days of receiving your written HR Risk Priority Plan, the diagnostic fee is credited in full toward that engagement.

How fast can we start?

Monthly capacity is limited. After your application is reviewed and accepted, FHRS will send scheduling and intake instructions. Once intake is complete and documents are received, the written HR Risk Priority Plan is delivered within 10 business days. Indicate your preferred timeline in the application.

Who should attend the leadership debrief?

The owner, operator, or whoever makes HR decisions. If there is an operations manager or supervisor involved in the issue being reviewed, their participation is often useful. You can indicate who will attend in the application.

Management Readiness Notice — Not Legal Advice

The Employer Decision Risk Packet and the Employer Risk Reset Diagnostic are tools for management readiness and HR decision planning. They are not legal advice and do not replace legal counsel. No attorney-client relationship is created through the use of these tools or through engagement with Faulkner HR Solutions. For matters involving legal risk, protected activity, leave, wage, discrimination, harassment, retaliation, accommodation, or agency proceedings, employers should consult qualified legal counsel.