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.
Frequently asked questions
Who is the Workforce Health & Risk Diagnostic for?
EHS, HR, risk, and operations leaders at employers — typically 200–1,500 employees in physically demanding operations — who see recurring musculoskeletal injuries, claims costs, work restrictions, inconsistent job-demand information, weak corrective-action follow-through, or fragmented reporting, but lack a shared view of root priorities.
What does the diagnostic assess?
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, and ownership routines; and alignment among EHS, HR, operations, risk, and executive leadership.
What do we receive at the end?
An executive workforce-risk brief, a KPI baseline scorecard (including data gaps and measurement priorities), a risk-priority matrix, the three to five highest-priority findings with their business implications, a 90-day improvement roadmap, and an executive decision session.
How long does it take, and how is it delivered?
Typically two to three weeks from kickoff to roadmap delivery, in three sessions: a Document Review of your OSHA 300/300A logs, safety data, and existing prevention programs; a Site Visit walking the floor and interviewing supervisors; and a Roadmap Presentation to operations and HR leadership.
What does it cost?
Investment is scoped to company size and walked through on the discovery call — it isn't published. Two free starting points first: the Injury Pattern Read of your OSHA 300 logs, and the 15-question Injury-Prevention Scorecard.
What does our organization need to provide?
An executive sponsor, an internal coordinator, access to relevant data and documents (including OSHA 300/300A logs), and stakeholder availability for the site visit and interviews.
What is not included?
Full implementation; role-by-role job demands analyses, testing protocol design, and workstation ergonomic assessments (scoped separately); software configuration; broad employee training; a complete regulatory compliance audit; industrial hygiene, environmental, or engineering services; legal advice; claims administration; and clinical treatment.
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