People Debt Audit™ — People Infrastructure Partners

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People Debt Audit™

Every people decision you've delayed is costing you. This audit quantifies your people debt across 8 categories and surfaces the highest-priority gaps before they become legal exposure, turnover crises, or scaling blockers.

8Categories

~10Minutes

100Point Score

About Your Company

Tell us about your organization

This helps us calibrate your score and tailor recommendations to your stage and industry.

Company Name

Industry

Number of Employees

Do you have dedicated HR on staff?

Biggest HR challenge right now (optional)

1 HR Foundation

Core documentation & compliance basics

The building blocks every employer needs before anything else can work well.

Do you have a current employee handbook (updated within the last 2 years)?

Yes — current, attorney-reviewed, and distributed to all employees We have one, but it's outdated or incomplete No employee handbook

Do all active roles have documented job descriptions?

Yes — all roles have current, written JDs Some roles are documented No job descriptions

Is your new-hire paperwork (offer letters, I-9, W-4, arbitration agreements) compliant and consistently used?

Yes — consistent and attorney-reviewed Partially — some documents exist but used inconsistently No — onboarding paperwork is ad hoc

Are required workplace compliance postings (federal + state) displayed or distributed to remote employees?

Yes — in place and up to date No / Not sure

2 Compliance & Legal Risk

Your exposure to employment liability

Most employment lawsuits are preventable. This section identifies where you're exposed.

Have you conducted an HR compliance audit in the last 2 years?

Yes — formal audit with documented findings and remediation Informal review, nothing documented No

Are your managers trained on lawful hiring, termination, and avoiding discriminatory practices?

Yes — formal training completed in the last 2 years Some managers have had some training No manager training on this

Do you have a documented anti-harassment and anti-discrimination policy with a clear reporting process?

Yes — written, distributed, with named investigator and clear process We have a policy but no clear reporting or investigation process No

Do you properly classify workers as employees vs. independent contractors?

Yes — reviewed and confident in all classifications Unsure — some classifications may be gray areas No — we haven't formally reviewed this

Are employee files maintained securely and separate from medical/health information?

Yes — separate, secure, access-controlled Mostly — some files may be mixed or unsecured No organized system

3 Talent Acquisition

How you find and win the right people

Broken recruiting doesn't just waste time — it shapes your entire organization.

What is your average time-to-fill for open roles?

Under 30 days 30–60 days 60–90 days Over 90 days / We don't track this

Do you use a structured, consistent interview process for each role?

Yes — structured with competency-based questions and scorecards Somewhat — managers run their own version No structured process

What is your offer acceptance rate?

85%+ accepted 70–84% Below 70% We don't track this

Do you have a proactive sourcing strategy beyond job board postings?

Yes — referral program, talent pools, LinkedIn sourcing, agency relationships We post to a few job boards and wait No defined sourcing strategy

4 Onboarding

How you set new hires up to succeed

Most new hire failures are decided in the first 90 days — before anyone notices it's happening.

Do new hires receive a structured, planned first week — prepared before Day 1?

Yes — day-by-day plan with meetings, tools, and goals set in advance Partially — some orientation but improvised No — it's ad hoc

Do you have formal 30/60/90-day check-ins with documented goals for new hires?

Yes — structured milestones and documented check-ins for all hires Informally — managers do this inconsistently No

Do managers receive a preparation checklist before each new hire's start date?

Yes — always, with equipment, access, and agenda confirmed Sometimes No

5 Performance Management

How you measure, develop, and address performance

Without a system, great people drift and poor performers stay too long. Both are expensive.

Do you conduct formal, documented performance reviews?

Yes — consistent annual or semi-annual cycle with documentation Informally — managers do it when they remember No performance reviews

Are goals or OKRs set for every employee and tracked on a regular cadence?

Yes — company-wide with quarterly or monthly tracking Some teams do this, not consistently No goal-setting process

Can managers identify and articulate who their low performers are right now?

Yes — documented performance data backs this up It's a gut feeling, not documented We don't really know

Do you have a documented Performance Improvement Plan (PIP) process used before termination?

Yes — documented, attorney-reviewed, and consistently applied We wing it case by case No process

6 Manager Effectiveness

The quality of your management layer

People don't leave companies. They leave managers. This is your single biggest retention lever.

Have your managers received formal management training in the last 12 months?

Yes — structured program with documented skills and follow-up One-off sessions or ad hoc coaching No management training

Do you conduct skip-level conversations (leader speaks directly with their reports' manager's team)?

Yes — structured and on a regular schedule Occasionally, informally No

Do you have a way to measure employee engagement or satisfaction?

Yes — regular pulse surveys with results tracked over time Annual survey or informal temperature checks No measurement

7 Compensation & Benefits

Whether your pay is competitive, equitable, and defensible

Compensation surprises — below-market pay, pay equity lawsuits — are both preventable.

Have you benchmarked your salaries against current market data in the last 12 months?

Yes — using Radford, Mercer, Levels.fyi, or equivalent survey data Informally — we look at job postings occasionally No benchmarking

Do you have documented pay bands or salary ranges for each role and level?

Yes — documented, shared with managers, reviewed annually Loosely defined but not documented No pay bands

Have you conducted a pay equity analysis to identify gender or race-based pay gaps?

Yes — formal analysis completed No / Never done this

8 Retention & Employee Relations

How well you keep people and handle conflict

Retention is cheaper than recruiting. Employee relations mishandled becomes litigation.

What is your annual voluntary employee turnover rate?

Under 10% 10–20% 20–35% Over 35% / We don't track this

Do you conduct exit interviews and analyze the reasons people leave?

Yes — structured interviews with data tracked over time Sometimes — depends on the manager No

Do you have a documented employee grievance and investigation process?

Yes — documented with named roles, timelines, and escalation path We handle it case by case No process

One last step

Where should we send your People Debt scorecard?

Enter your work email to unlock your score, your category breakdown, and your top priorities. No spam, and your information is never shared.

Work Email