The Protocol
Six phases. One system.
Training, data, technology, and leadership layering into a compounding system.
Build modern, person-to-person recruiting skills and remove process friction.
What you'll see
Cleaner hand-offs
Faster outreach
Higher-quality applicants.
Connect systems, load rosters and pipeline history, set policies/SLAs, and baseline metrics in Strata, the Workforce Intelligence Platform.
What you'll see
Single source of truth for command, HR, backgrounds, and academy.
Align recruiting activity to a defensible staffing plan with real-time pipeline visibility.
What you'll see
Real-time pipeline management
Monthly headcount forecasts (hires, quits, retirements/DROP, net gains/losses)
Instant what-ifs to plan classes, laterals, and budgets.
Align standards and reduce avoidable churn through focused leadership development.
What you'll see
Clearer decisions
Fewer misunderstandings
Managers who coach — not just supervise.
Structured coaching for sworn and civilian staff throughout the year, compounding performance gains at every level.
What you'll see
Higher morale
Stronger early-tenure retention
Steadier performance.
Ongoing reporting packs for city/county leadership with early warnings and progress visibility.
What you'll see
Early warnings on shortfalls
Proof of days saved,
A transparent narrative from plan → pipeline → people.
Measure outcomes, update scenarios, and set Year 2 Protocol priorities.
What you'll see
A smarter model, targeted training, and a tighter plan — each year stronger than the last.
Recruiting, development, morale, and policy changes influence each other. Strata unifies data from Pursuit, Forecaster, and Aptitude — making those relationships visible so leaders can act before surprises.
Recruiting, development, morale, and policy changes influence each other — Strata makes those relationships visible.
Strata unifies data from Pursuit, Forecaster, and Aptitude so leaders can act before surprises emerge.
Every cycle improves the next. The Protocol's structure means gains compound year over year.
The Protocol is designed for agencies that are serious about long-term workforce health — not quick fixes. A minimum one-year commitment ensures your agency builds real momentum. The ideal horizon is 3–5+ years, where gains compound into lasting operational readiness.
Recruiting, development, morale, and policy changes influence each other — Strata makes those relationships visible.
Annual billing with options to lock in multi-year discounts.
If funds aren't appropriated, you're not on the hook.
You're not paying for what you don't want or need. Add depth when ready without losing pricing predictability.
The Performance Protocol is a structured, chronological, year-long implementation plan that combines Workforce Intelligence (Strata) with Connected Training (Recruitment Academy, Leadership Bootcamp, and Aptitude).
It is designed to roll out in phases over 12 months — modernizing recruiting, aligning leadership, improving retention, and establishing real-time staffing visibility. Each phase builds on the previous one, creating a closed feedback loop where data informs training, training improves behavior, and improved behavior strengthens staffing outcomes.
While the engagement begins with a one-year roadmap, the model is designed to be run continuously. Agencies that stay in the Protocol for multiple years see compounding gains in staffing stability, performance, and organizational health.
For a full breakdown of phases, timeline, and long-term impact, visit the Performance Protocol page.
Our standard engagement is one year, as The Performance Protocol is designed as a structured 12-month rollout.
That said, most agencies choose to remain engaged for multiple years. Staffing stability, retention improvements, and leadership alignment compound over time. The first year builds the foundation. Years two and beyond strengthen forecasting accuracy, deepen development efforts, and solidify long-term readiness.
Agencies looking for lasting workforce stability typically view this as a 3–5 year operational strategy, not a short-term initiative.
Yes.
Agencies that commit to multi-year engagements receive preferred pricing and the ability to lock in predictable annual costs. This protects against future price increases and supports long-term budget planning.
Because The Performance Protocol is designed to produce compounding gains over time, multi-year commitments typically generate the strongest operational and financial return.
We also offer non-appropriations language for public agencies, ensuring you are not obligated if funds are not approved in a future budget cycle.