Caregiver 90-Day Retention System
Run a new caregiver's first 90 days on purpose. You get a structured plan, check-ins at 30, 60, and 90 days, and the stay conversations that surface a problem before the resignation.
Previews are taken from the deliverable itself.
Complete home care system
Home Care HR System
The six caregiver toolkits built to work together, with the system Start Here that runs them in order, under one license.
$129
- Editable operating files, not a subscription
- Immediate access through the secure TrueStep HR store
- Built and reviewed under the published TrueStep HR standard
Digital products carry a 30-day money-back guarantee. General HR information, not legal advice.
Need it working, not sitting in Downloads?
Add a one-hour setup session · $149
Bring the purchased tool and your live situation. A TrueStep HR practitioner helps you set the inputs, make the first decisions, and leave with a usable next step.
See the Setup Session →What this closes
A practical system that moves the decision into real work.
Start with kit 1 and run the next applicant through the scored screen and interview. The six kits install in that order, from the first hire to the credential file.
DecisionComplete system
IndustryHome care
Files16 PDF guides, 6 Word documents, 6 Excel workbooks
ReviewBuilt to the published release checks; sources and change notes sit beside the catalog.
What is inside
Every file in the download, by name.
Taken from the kit’s own Start Here guide, so what you see here is what you open after checkout.
In the kit1 - Caregiver Hiring Kit: the hiring field guide, the weighted interview scorecard with the applicant pipeline that computes your days to first shift, and the exact words from phone screen to offer call. Start with file 15, Caregiver Hiring Kit Start Here.
In the kit2 - Caregiver 90-Day Retention System: the retention field guide, the tracker that follows every new hire through the 90-day window, and the six check-in scripts for the stretch where most caregivers are lost. Start with file 16, Caregiver 90 Day Retention System Start Here.
In the kit3 - Shift Coverage and Call-Off System: the coverage field guide, the workbook that prices a broken shift and tracks every call-off, and the scripts for the intake, the coverage ask, and the client call. Start with file 17, Shift Coverage and Call Off System Start Here.
In the kit4 - Caregiver Pay and Retention Toolkit: the pay field guide, the margin and raise workbook with the local wage comparison log, and the scripts for giving a raise well and the counter-offer moment. Start with file 18, Caregiver Pay and Retention Toolkit Start Here.
In the kit5 - Caregiver Turnover Cost Workbook: the turnover field guide, the calculator that prices one departure and a year of them with your numbers, and the scripts for the exit conversation and the client handoff. Start with file 19, Caregiver Turnover Cost Workbook Start Here.
In the kit6 - Caregiver Credential and Training Tracker: the credential field guide, the tracker that watches every renewal from one As of date, and the three-touch renewal sequence scripts. Start with file 20, Caregiver Credential and Training Tracker Start Here.
In the kitAt the top level: one TrueStep HR Product License covering everything in this system, and one Using This Workbook in Google Sheets guide covering all six workbooks
PDF · readQuick Reference: the whole workbook on one page: what each tab is for, what you enter, and how to read the result (file 2).
How to use it
Your first 15 minutes
The 6 steps below run in the order they are numbered, and by the last one you retire the credential binder (kit 6).
Hire on purpose (kit 1). Skim the hiring field guide, rebuild your posting from the template, and run the next applicant through the scored screen and interview. Every kit has its own Start Here with the detailed order for that kit.
Protect the first 90 days (kit 2). Log every caregiver hired in the last six months in the retention tracker, assign a mentor to your newest hire, and put the six check-ins on the calendar.
Take control of coverage (kit 3). Set your numbers on the coverage calculator, fill in the backup roster, and post the one-page call-off policy before the next broken shift, not after.
Get the pay position right (kit 4). Compute your margin per billed hour, start the local wage comparison log this week, and price the next raise against the departures it would prevent.
Put a number on turnover (kit 5). Price one departure and a year of them with your figures, then log every exit the same way so the reason ranking tells you what to fix next.
Retire the credential binder (kit 6). Build the credential list once, set the As of date and the Due soon window, and let the three-touch renewal sequence do the chasing.
Before you buy
Clear answers to the practical questions.
The point of a product page is to let you judge the work before checkout.
What exactly do I receive?
16 PDF guides, 6 Word documents, 6 Excel workbooks, each one named in the What is inside section above. The purchase is a download, not a subscription, and the files are yours to keep.
Are these the real screenshots?
Yes. The preview images on this page are taken from the current deliverable, so you can judge the structure and writing before buying.
Can I use the files in my business?
The files are designed to be edited for your own internal operations. Review the included license and have legal counsel check decisions that require jurisdiction-specific advice.
What if I need help applying it?
Use the $149 Setup Session for one hour of implementation help on this tool. TrueStep HR does not offer broader consulting engagements. For a legal question, use qualified counsel.
Extend the system
Build on this decision.
These products address the next connected step in the same situation, operating method, or industry.
Shift Coverage and Call-Off System
The call-off intake, the coverage workbook that answers who takes the shift, and the scripts for the conversations that follow a pattern.
Plant HR Manager Complete System
The five plant HR systems built to work together, plus the two tools that run them as one program. A 54-point plant HR audit tells you where to start. A 12-month calendar keeps the whole thing running.