This diagnostic is for employers that need a clearer answer before investing in change.
It is especially valuable when leadership sees recurring musculoskeletal injuries, claims costs, work restrictions, inconsistent job-demand information, weak corrective-action follow-through, or fragmented reporting — but lacks a shared view of root priorities.
Where workforce-risk activity meets follow-through.
- Injury, workers' compensation, restriction, and work-capacity trends
- Available EHS leading and lagging indicators
- Job demands, essential functions, and workforce-readiness practices
- Return-to-work, transitional-duty, and escalation workflows
- Inspection, incident, and corrective-action follow-through
- Training, reporting, ownership, and leadership review routines
- Alignment among EHS, HR, operations, risk, and executive leadership
Deliverables your leaders can act on.
- Executive workforce-risk brief
- KPI baseline scorecard, including data gaps and measurement priorities
- Risk-priority matrix
- Three to five highest-priority findings and business implications
- 90-day improvement roadmap
- Executive decision session
- Recommended implementation pathway
Three sessions. One written roadmap.
A focused engagement — not an open-ended consulting retainer — delivered to the people who need to approve it.
- 01
Document Review
I review your OSHA 300/300A logs, safety data, and existing prevention programs before I set foot on-site.
- 02
Site Visit
I walk the floor, interview supervisors, and assess job tasks firsthand — so the findings reflect how the work actually happens, not how the job description says it does.
- 03
Roadmap Presentation
I present the prioritized roadmap to your operations and HR leadership myself. No handoff to an analyst who never saw your building.
What to expect.
- Typical duration
- Approximately two to three weeks from kickoff to roadmap delivery.
- Engagement format
- Remote-first, with onsite work scoped separately when appropriate.
- Investment
- Scoped to company size — we walk through it on the call.
- Client participation
- Executive sponsor, internal coordinator, relevant data and document access, and stakeholder availability.
- Next step
- A decision on internal action, a defined implementation project, or fractional advisory support.
What the diagnostic does not include.
The diagnostic is scoped and deliverable-based. Its roadmap identifies which follow-on work, if any, would help. If you choose to move forward on any recommendation, implementation begins only under a separately signed, scoped Statement of Work.
This diagnostic does not include:
- Full implementation
- Role-by-role job demands analyses, testing protocol design, and workstation ergonomic assessments (scoped separately)
- Software configuration
- Broad employee training delivery
- A complete regulatory compliance audit
- Industrial hygiene, environmental, or engineering services
- Legal advice or representation
- Claims administration
- Clinical treatment
Scope
Practical advisory, connected to the right specialists.
TWHP provides workforce-risk strategy, operating-system design, KPI development, leadership coaching, and implementation support. When specialized services are needed, we collaborate with qualified legal, industrial-hygiene, environmental, engineering, and clinical providers.
Next Step
Begin with a practical baseline.
A discovery call is a focused conversation to decide whether the Diagnostic is the right next step for your organization.
Book a Discovery Call