services that get programs running
Four ways to work together, plus a short review for when you know something is off but not yet what. Each one is scoped around clear phases and deliverables.
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program performance review
- Typical engagement
- 3 to 6 weeks, fixed fee
- Best for
- Executive and program directors at multi-site organizations
You know something isn’t working across your sites or programs, but you can’t pinpoint where, or what to fix first.
What I do
I review your documents, data, and requirements. I interview leaders and staff, visit a sample of sites, and compare what I find against the standards you’re held to. Then I tell you plainly what to fix first.
What you get
- Findings report
- Prioritized improvement roadmap
- 90-day action plan
- Executive briefing
Why I’m a fit
I’ve run annual and quarterly performance-review cycles across 10 federally funded program sites, and turned site evaluations into training and technical assistance plans.
program launch & expansion
- Typical engagement
- 3 to 9 months, phased fixed fee or monthly retainer
- Best for
- Organizations opening sites, adding services, or starting new grants
A new site, service, or grant-funded program has a start date, and your team doesn’t have the capacity to be ready for it.
What I do
I build the readiness plan and schedule, set roles and decision rights, and coordinate procurement, logistics, hiring, and onboarding. I stand up training and quality systems, and I run weekly status and risk reviews through opening and the weeks after.
What you get
- Implementation roadmap and schedule
- Roles and decision rights (RACI)
- Readiness checklist and risk log
- Staffing and onboarding plan
- Launch dashboard
- 60-day stabilization review
Why I’m a fit
I directed operational readiness for new program sites during an organizational expansion, from procurement and logistics to staffing and the learning environment. I’ve also launched four short-term rental properties from concept to full operation.
compliance & monitoring readiness
- Typical engagement
- 4 to 8 week sprint, with optional follow-up monitoring
- Best for
- Grant-funded programs in early learning, workforce, and human services, and the TA providers who support them
A monitoring visit, audit, licensing review, or accreditation is coming. Or a finding already landed, and you need a plan your team can actually carry out.
What I do
I map each requirement to what happens today, run a mock review, and write the corrective action or readiness plan. Then I build the tracking tools, train staff, and follow each item through to completion.
What you get
- Gap analysis
- Plan of Correction or readiness plan
- Policies and monitoring tools
- Staff training
- Evidence binder
Why I’m a fit
When a state monitoring review exposed compliance gaps, I led the corrective action through a formal Plan of Correction. I’ve also managed accreditation work across sites that serve different age groups.
fractional program management
- Typical engagement
- 4 to 12 months, monthly retainer
- Best for
- CEOs and COOs of growing nonprofits and education organizations
A leader left, or the work outgrew the team. Critical projects have no single owner, and leadership can’t see what’s on track.
What I do
I list and rank every project, set up simple routines for intake, status, and decisions, and build an executive dashboard. I lead or coach the project owners, then hand the work to a permanent hire.
What you get
- Portfolio inventory and priorities
- Operating model for intake, status, and decisions
- Executive dashboard
- Meeting rhythm
- Transition plan
Why I’m a fit
After a senior leadership transition, I took on a departed executive’s portfolio of expansion, operations, and projects, and built the master tracker and CEO dashboard to run it.
workforce & leadership pipelines
- Typical engagement
- Design phase at a fixed fee, with optional delivery and coaching support
- Best for
- Multi-site employers with frontline staff
Turnover is high, internal promotion is rare, and managers were never taught to coach.
What I do
I define the skills each role needs and the paths between roles. Then I design a cohort-based fellowship or coaching program, write the facilitator guides and tools, train your internal coaches, and set up a way to track results.
What you get
- Competency framework and career paths
- Program design and curriculum
- Facilitator and participant materials
- Coaching toolkit
- Evaluation plan
Why I’m a fit
I designed and led a two-cohort leadership fellowship that prepared frontline staff for lead roles. I’ve trained more than 100 early childhood professionals as a credential instructor, and I teach program administration and professional practice at the college level.
have an initiative that needs to move?
Discovery call
Start with a 30-minute conversation. You’ll leave with a clearer view of the risks and next steps, whether or not we work together.
Schedule a discovery callCapabilities statement
One page with core services, past performance, and contact details, for proposals and vendor files.
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