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Allows you to see the big picture

Client Information Form

A short intake that follows our first meeting, so our Virtual CHRO team has the detail behind what we discussed. Most clients finish it in under ten minutes.

Sent over an encrypted connection and treated as confidential. We do not share your figures outside the engagement team.

There are 8 short sections below. Work through them in any order, and leave anything you are not sure of blank - only your work email is needed. We will pick up the rest when we speak.

Section 1 of 8

Your details

So we know who to come back to about your HR requirements.

The one answer we do need - it is how we come back to you.

Optional. Only used if we need to clarify an answer.

Section 2 of 8

General information

The shape of the company and its workforce.

The year the company was registered.

The closest fit is fine.

The remainder is taken as blue collar.

The remainder is taken as part-time.

Section 3 of 8

HR structure and systems

How the HR function is staffed and what it runs on.

Current HR department structure

Tick the positions the company has, and put the number of people beside each. A tick on its own is fine if you are not sure how many.

How many?

Including who the HR function reports to.

The system the accounts are kept in.

Section 4 of 8

Governance

Who sits above the HR function.

COO
CFO
CTO
CMO
Internal auditor
Does the company have a board of directors?
Section 5 of 8

HR function and practices

What is actually in place today, and what is not.

Leavers during the year as a percentage of average headcount. A whole number is fine.

Is there an annual performance appraisal in place?
Is there an approved organisational chart?
Are job descriptions documented and up to date?
Is there an employee handbook / HR policy manual?
Is there an annual training plan?

Leave blank if there is no budget set aside.

Has an employee engagement or satisfaction survey been conducted?
Section 6 of 8

Financial information

Figures as reported. Estimates are fine - flag them in the notes.

Every figure below is read in this currency.

Total annual cost of employment, including benefits.

Optional.

Section 7 of 8

Compensation and benefits

How pay is structured, and how it compares to the market.

Is there an approved salary structure with defined salary grades? Approved meaning signed off, not a spreadsheet someone keeps.
Has salary benchmarking against the market been conducted?
Is there a bonus / incentive scheme?
Section 8 of 8

Talent and succession

Whether anyone is identified to step up, and on paper.

Is there an approved succession plan for leadership positions?
Have high-potential employees been identified?