Made for Human Resources Specialists
Test for Consistent Treatment
35 min
Intermediate
Decisions
Improve Operations
Need to Compare Options
Test whether a proposed performance, attendance, or conduct response lines up with comparable cases and has a clear reason for any difference.
Create a free account to save your progress and use this Playbook.
Use this when
You're reviewing a proposed warning, coaching step, attendance response, performance action, or conduct decision and need to check how similar cases were handled.
You'll need
- Current case facts
- Proposed response
- Policy and guidance history
- Comparable cases
- Manager practices
- Decision constraints
You'll get
- Current case facts separated from assumptions
- Strong comparators distinguished from weak comparators
- Material differences tied to the proposed treatment
- Policy and manager-practice conflicts flagged
- Missing facts listed before a final decision
- Recommended action and decision rationale documented
By the end of this playbook
You will have:
- Current case facts separated from assumptions
- Strong comparators distinguished from weak comparators
- Material differences tied to the proposed treatment
- Policy and manager-practice conflicts flagged
- Missing facts listed before a final decision
- Recommended action and decision rationale documented
Sample
This is sample data, not your prompt. Pro unlocks this higher-stakes Playbook. On Free Playbooks you can still copy the assembled prompt into any AI.
Sample input
Current case: An employee had one no-call, no-show after two attendance events in six weeks. One earlier event was approved leave, and one was a late call-out. The manager says verbal coaching occurred, but the note was added three weeks later. Proposed response: Final written warning. Policy: Approved leave doesn't count as a violation. A no-call, no-show may move discipline ahead by one step. Comparators: One employee received a written warning after a no-call, no-show and documented prior coaching. Another received coaching for a first no-call, no-show with no prior attendance action. Practice: The manager commonly skips to a final warning, while other managers at the location usually issue a written warning first.
Sample assembled prompt
Comparator finding: The case with a... The approved leave shouldn't be... The late call-out may count, but... Material differences: - Prior coaching in... - The current case includes an... - Local manager practice differs, but... Risk assessment: A final warning carries... Recommendation: Adjust the proposed response to... Ask senior HR to review the... Case-record rationale: After removing approved leave... The final-warning proposal isn't supported...