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The People-Operations Readiness Self-Check
Most people problems are quiet until they're not — an audit, an underpayment claim, a grievance, a resignation you didn't see coming. This is twenty-two questions that tell you, honestly, where your people operation would stand if any of those landed tomorrow. Tick what's true today. Your answers stay in this browser; nothing is sent anywhere.
Operational tooling, not legal or employment advice. The Protocol Collective is not a law firm and gives no employment-law opinion. You are the qualified professional — read every item against your own awards, agreements, contracts, jurisdiction and obligations. We make no claim about any legal or audit outcome.
0 / 22 in place
I · Foundations — what you can't improvise later
The documents and ownership you cannot back-fill the week a problem lands.
II · Hiring & onboarding
Where a rushed start becomes a two-year liability.
III · Pay, leave & obligations
The quiet ones — classification, entitlements, records — that a claim or audit reads first.
IV · Performance & people
People, not policy, are what actually walk out the door.
V · Offboarding & risk
The exit is where undone work becomes a claim you can't answer.
Want this in writing?
Enter your email and I'll show you a one-page people-ops readiness checklist you can keep and print — and I'll note your score so I can point you at what matters most for where you stand. One email, no list-sharing, and you can reply straight to me.
Your one-page people-ops checklist — save or print this:
Every employee on a current, signed contract that matches their real role
A handbook / policy set that maps to your current awards and law, acknowledged by staff
One named HR owner and a written escalation path
Personnel records in one current, access-controlled system
A documented hire-to-onboard process with right-to-work checks before day one
Probation reviews scheduled before they lapse
Correct classification and pay rate for every employee
Leave, super and entitlements tracked accurately and paid on time
Payslips and records that meet your legal keeping requirements
WHS obligations documented and met
Performance reviews on a set cadence, concerns documented as they happen
A fair, written process for difficult conversations before they escalate
A consistent exit process — final pay, records and retention handled right
A written grievance process staff know how to use
This shows you the gaps. The toolkit closes them.
The self-check tells you where you stand. The People Operations Toolkit is the operator's kit that does the work — the templates the questions above are really asking for:
Employment contract and handbook scaffolds
Hiring, onboarding and probation trackers
Pay, leave, super and records-keeping checklists
Performance-review and difficult-conversation frameworks
Offboarding, final-pay and grievance-process templates
Single-file HTML. Paid once. Owned forever. No subscription, no login, runs offline. $497.
The Protocol Collective · operator-grade templates synthesised from public frameworks · Andrew Walker
A self-assessment, not a substitute for your own HR judgement, your employment counsel, or your obligations under the awards and laws that apply to you. Customise to your jurisdiction before you rely on it.