Workforce, HR & compliance systems for Minnesota care providers
GAMIK Care Ready helps established care providers improve hiring, onboarding, training, personnel files, manager accountability, and workforce readiness — without hiring a full-time HR executive.
From scattered processes to workforce readiness
When hiring, training, employee files, and manager follow-through live in separate places, leaders lose visibility until something breaks.
Without a workforce system
- Training deadlines are missed
- Personnel files become incomplete
- Managers handle the same issue differently
- Workforce risks surface too late to fix calmly
- Important work stalls because nobody owns it
With the CareReady system
- You know what needs to be done
- You know who owns it
- You know when it is due
- You know where the evidence is stored
- You know what needs leadership attention now
Built for teams that support people every day
Direct-support work is demanding, and the paperwork behind it is unforgiving. We build systems that respect both — practical enough for a busy house manager, complete enough for a licensor.
- Group homes and community residential settings
- Individualized home supports and in-home respite
- Multi-site providers standardising across locations
Workforce readiness, as clear as 1–2–3
Diagnose the real risk. Install the systems. Keep them running with monthly oversight.
We find the real workforce risk
A focused review of your priority problem area, ending in your top five risks and a 30-day action list — not a 90-page report nobody reads.
We build the system with you
Checklists, training matrices, file structures, manager tools, and dashboards — implemented in a fixed-scope project, then handed over.
Your managers actually run it
Monthly reviews, manager coaching, and one executive report showing leadership exactly where workforce risk stands.
Staff → Train → Document → Lead → Monitor
One repeatable operating system, not five disconnected fixes.
Consistent hiring, and a first 90 days that actually happens
Hiring and onboarding stop depending on which manager is handling it. Every new hire moves through the same steps, and every training requirement has a due date and an owner.
- Job descriptions, interview guides, and candidate scorecards
- Hiring and new-hire checklists with 30/60/90-day check-ins
- Role-based training matrix and competency verification
- Vacancy and turnover tracking leadership can see
Training matrix
Personnel file audit
Files that are complete, secure, and review-ready
Personnel records stop being a scavenger hunt. Files follow one checklist, live in one secure structure, and get spot-checked before anyone else asks to see them.
- Personnel file checklist and file-audit scorecard
- Secure folder structure with role-based access
- Standard attendance, coaching, and corrective-action forms
- Monthly spot checks, so gaps surface early
Managers know what to do. Leadership can see it.
Managers get plain tools for documentation, difficult conversations, and escalation. Leadership gets one monthly view of risk, ownership, and what needs a decision.
- Manager quick-reference guide and HR escalation map
- Call-off workflow and performance-conversation guides
- Workforce risk register with red / yellow / green status
- Corrective-action tracker and monthly executive report
Workforce risk register
Practical tools, not another binder
Every repeated activity becomes a checklist, template, dashboard, or standard process your team can run without us in the room.
Hiring & onboarding kit
Job descriptions, interview guides, scorecards, and new-hire checklists with 30/60/90-day check-ins.
Training matrix & calendar
Role-based requirements, due dates, competency verification, and a monthly completion dashboard.
Personnel file system
File checklist, audit scorecard, secure folder structure, and standard HR forms.
Manager toolkit
Quick-reference guide, call-off workflow, performance-conversation guides, and an escalation map.
Risk register & tracker
Red / yellow / green workforce risks, each with a named owner and a due date.
Monthly executive report
Top risks, completion rates, overdue items, and the decisions leadership needs to make.
A monthly rhythm, so readiness never drifts
After implementation, the system needs a heartbeat. Each month follows the same four-week cycle, ending in one executive report leadership can act on.
- Week 1Review training deadlines, file status, and open risks
- Week 2Leadership meeting and manager coaching
- Week 3Spot checks and follow-up on action items
- Week 4Dashboard, executive report, next-month priorities
Start where it makes sense for your organization
Most providers begin with a diagnostic or a baseline assessment, then move into implementation.
Workforce Readiness Diagnostic
5–7 business days · fixed fee
A focused review of one workforce problem area with top risks and a 30-day action list.
- One leadership intake meeting
- Review of one priority problem area
- Your top five workforce risks
- 30-day action list and leadership debrief
Workforce Compliance Baseline Assessment
2–3 weeks · fixed fee
A complete review of workforce, training, personnel-file, onboarding, and manager-accountability risks.
- Policy and handbook review
- Personnel file and training-record audit
- Onboarding and manager-practice review
- Risk map, scorecard, and 90-day action plan
CareReady Workforce Reset
45–120 days · fixed fee
A fixed-scope implementation project that installs priority workforce systems.
- Checklists, matrices, file structures, and dashboards
- Manager training and full system handover
- Essential, Core, or Multi-Site scope
Monthly Fractional Workforce Support
6-month minimum · retainer
Ongoing monitoring, manager coaching, dashboards, and leadership guidance.
- Monthly review cycle and spot checks
- Manager coaching and executive reporting
- Fractional workforce leadership available
Scope and price are confirmed in a written proposal after a discovery call. Work begins only after the agreement is signed.
What an engagement actually looks like
Working sessions with leadership, hands-on file and training reviews, and manager training your team shows up to.
Before you book a call
Do you replace our HR department? +
How long does an engagement take? +
Do you work outside Minnesota? +
What do you need from us to start? +
What happens after the project ends? +
Not another handbook. Not another audit report. A workforce system your managers can actually use.
We help build the workflow, assign ownership, track completion, train managers, and give leadership a clear monthly view of workforce risk.
GAMIK improves workforce systems, HR operations, training tracking, documentation, manager accountability, and compliance readiness. GAMIK is not a staffing agency, payroll processor, law firm, or a guarantee of licensing, inspection, audit, or employment outcomes.