REMEDY Implementation Timeline
85-Week Client Implementation Journey
Admin/Setup
Training
Meetings
In-Field
Phase 1: Setup & Discovery
W1
1 week
Execute Contract & Setup
Admin
Once the contract is finalized, it is sent to the client for review and signature. At this stage, the team also schedules a 1-hour kickoff call to discuss logistics. Generate Smartsheet template pack by duplicating appropriate templates for the new client to begin documentation and tracking throughout the process.
W2
1 week
Kickoff
Meeting
Send pre-kickoff email outlining agenda, required attendees, and preparation requirements. Conduct 1-hour kickoff call using standard template. Show standard Gantt chart path to help client visualize process and decision points. Send follow-up summary email with discussion points, program timeline, and follow-up actions. Build customized playbook based on client's chosen program.
W3
1 week
Setup KVSuite Portal
Admin
Configure KVSuite portal or create sub-portal for client access to program materials and tools. Set up post-kickoff meeting with LMS admin to cover user data requirements, confirm LMS access, and confirm portal configuration requirements. Gather client's user data and construct curricula.
Phase 2: Strategic Gap Analysis
W4
1 week
SGA Preparation
Admin
Send Communication Talking Points: Provide the client with the template for generating communication emails about the survey. Also, send the Discover video for the client to share with their team. Setup & Send Survey Link: Prepare and send the survey link by Thursday of the week before the survey launch.
W5-6
2 weeks
SGA Survey Period
Admin
Client completes Strategic Gap Analysis survey over 2-week period. Monitor completion rates and send reminders as needed. Once survey is complete, analyze data to help shape the SGA field portion approach and focus areas.
W7
1 week
SGA Field Portion
In-Field
Conduct Field Portion of SGA (typically the week after the survey): Perform field interviews, observe work practices, and get a sense of how the organization operates. The locations, org chart and contact information requested during the kickoff call should be obtained during this visit.
W9
1 week
SGA Debrief & Executive Session
Meeting
Review survey and SGA findings with client in 1-hour session. Explain how upcoming REMEDY implementation will address weaker areas identified. Establish clear expectations for implementing human performance, including agreement on Two-Minute Drill usage.
W9
1 week
All-Leader Call
Meeting
Conduct All-Leader Call Session (same week as SGA debrief): This call will review the upcoming REMEDY implementation plan with all leaders and briefly overview the SGA results. Call will review the overall goals of the process, and what to broadly expect from a schedule perspective.
🎯 Milestone: Assessment Complete
Strategic gaps identified and leadership aligned on implementation approach
Phase 3: Leadership Training
W10-11
2 weeks
Leaders Prework
Training
Assign online prework (REMEDY Foundation modules 1-5) to leadership the week after All-Leader Call. 2-week completion timeframe before classroom sessions. Track completion progress and send reminder 1 week before class to ensure readiness for classroom training.
W12
1 week
Leadership Classes
Training
Deliver leadership classroom training typically 3 weeks after SGA debrief. Communicate expectations agreed to in Executive Session, preferably delivered by an Executive. Review Round 1 Field Coaching plan including Crew Coaching Process. Deliver 2MD Cards during the class.
Phase 4: Employee Training Launch
W13-15
3 weeks
Employees Start REMEDY Basics
Training
Employees Start REMEDY Basics (week after classroom): Launch online training for employees (REMEDY Basics) with a 3-week due date. This foundational training provides all employees with essential human performance concepts.
W13-18
6 weeks
Leaders Continue REMEDY Foundation
Training
Leaders continue REMEDY Foundation (week after classroom): Leaders continue REMEDY Foundation starting with Review #1 module and subsequent modules. This 6-week continuation builds on the prework completed before classroom training.
W16-54
39 weeks
2 Min Drill Essentials Part 1
Training
Company-wide training launches after employees finish HP Ready (typically week 16). Runs for 39 weeks, overlapping with Leaders' Foundation courses and Round 1 coaching activities. Provides foundational human performance principles to entire workforce.
Phase 5: Round 1 Field Coaching
W14-25
12 weeks
Round 1 Field Coaching
In-Field
KV Coaches spend 1 full day with each crew using Crew Coaching Process, starting 2 weeks after leadership classroom completes. Full day visit ensures job briefing attendance for each crew. Use yard/show-up locations gathered during SGA. 2nd level leaders and safety personnel should spend time paired with KV Coaches during this round.
W27
1 week
1st Periodic Business Review
Meeting
Conduct 1st Periodic Business Review (PBR) (1 week after end of Round 1 Coaching): This 1st PBR will review training status, the results from Round 1 coaching, and the next steps in the process.
✅ Milestone: Round 1 Complete
Initial coaching cycle complete with baseline performance data established
Phase 6: Round 2 Preparation & Execution
W39
1 week
2nd Periodic Business Review
Meeting
Conducted 90 days after Round 1 coaching completion. Review training completion status and any coaching data client has been collecting. Discuss implementation challenges observed. Review Round 2 coaching process and discuss scheduling.
W39
1 week
All-Leader Call Session
Meeting
Conduct All-Leader Call Session: This call can just be with the 2nd level leaders so we can inform them of the Rd 2 approach and the 20 Question Leadership Coaching process.
W41-52
12 weeks
Round 2 Coaching
In-Field
Begins 1-2 weeks after 2nd PBR. KV Coaches spend 1 day with each crew performing Crew Coaching Process again. Additionally, each 2nd level leader and above pairs with KV Coach for 1 full day to perform Leader Coaching Process. Generates second set of crew performance data and initial data set for all 2nd level leaders and above.
Phase 7: Year-End Assessment
W54-56
3 weeks
2nd SGA (1-Year Mark)
Meeting
At approximately the 1-year point, this SGA focuses on LOWs, process improvements, and what the organization needs to work on next. Depending on timing, the debrief of this SGA may be part of the 3rd PBR.
W57
1 week
3rd Periodic Business Review
Meeting
May be performed in conjunction with the 2nd SGA debrief. Review ongoing training completion, implementation progress, and organizational performance metrics. This is also about the time period when the client would move to the next course series whether it be STAR Driver, 2 Min Drill Essentials Part 2, or reusing 2MD Pt 1. Schedule Leadership Level 2 classroom training.
W58-65
8 weeks
Determine Next Course Series
Training
Determine the next course series based on the client's needs. Consider which courses they will take and the delivery duration/cadence to ensure that it gets them through the next license renewal (1yr).
🎉 Milestone: First Year Complete
Comprehensive assessment completed and strategic direction set for year two
Phase 8: Ongoing Optimization
W70
1 week
4th Periodic Business Review
Meeting
Evaluate long-term sustainability of human performance improvements. Review coaching data trends and identify areas requiring additional focus. Plan for upcoming Round 3 coaching activities and continued organizational development.
W74-81
8 weeks
Round 3 Coaching
In-Field
Conducted 6 months after Round 2. Focus shifts to assessing 2nd level leaders using Leader Coaching Process. Estimate 1 day of coaching per 2nd level leader. Requires detailed scheduling to ensure each leader attends morning job briefing and spends entire day with KV Coach. Multiple crews can be visited but focus is on 2nd level leader. Future rounds occur at 6-12 month intervals using same approach.
W83
1 week
5th Periodic Business Review
Meeting
Assess overall program effectiveness and ROI. Review incident rates, performance metrics, and cultural indicators. Discuss transition to self-sustained improvement model and reduced external support.