Strategic workforce assessments that surface succession gaps, competency deficits, and retirement risk — delivered by practitioners who have worked inside these organizations.
We are not an AI tool. We are I-O Psychologists and workforce strategists who use advanced analytics to do in 48 hours what used to take 6 weeks — and deliver findings your legal team, board, and agency leadership can stand behind.
Most firms today license AI tools and call themselves workforce intelligence companies. That is not what we are. Our I-O Psychologists design the methodology, validate every finding, and sign off on every deliverable. AI is how we do it fast. Expertise is how we make it defensible.
Two decades of practitioner experience across federal, state, nonprofit, and private sector organizations. We have sat inside these agencies — designed the classification systems, built the competency models, run the adverse impact analyses. That experience is the lens through which every finding is validated before it reaches you.
Our InteliA™ engine routes different tasks — statistical modeling, document synthesis, pattern recognition, scenario projection — to the model capability best suited for each. This is not a chatbot generating reports. It is a structured analytical pipeline that produces the same rigor as a six-week engagement in 48 hours.
Why this matters for you: When your pay equity analysis is challenged, when your RIF is reviewed by the MSPB, when your classification decision is appealed to OPM — you need more than an AI-generated summary. You need documented methodology, named expert review, and findings grounded in the actual regulatory standards. That is what Francis Human Capital Group delivers. Every time.
A structured, practitioner-designed process that turns your workforce data into executive-ready intelligence — with human expert validation at every stage.
Complete a guided assessment about your organization's mission, pipeline health, and workforce priorities. Our team reviews scope before analysis begins.
Consultant ReviewUpload your workforce data. Our pipeline validates completeness, standardizes fields, and prepares an analysis-ready dataset before any modeling begins.
Automated QAInteliA™ runs statistical models and pattern analysis. Our I-O Psychologist reviews every finding — interpreting results, validating conclusions, and flagging edge cases before synthesis.
AI + Human ExpertReceive your branded executive report and a 60-minute debrief with your strategist. Findings are explained in context — not just delivered in a document.
Live ConsultationEvery engagement produces board-ready documents your leadership can act on and your legal team can defend.
Role-by-role retirement risk ratings, succession readiness scores, and critical vacancy analysis — prioritized by mission impact and validated against your org's strategic plan.
PDF · Branded · Expert-SignedStructured succession map with identified candidates, readiness timelines, and development action items. Built on I-O Psychology best practices for talent readiness assessment.
PDF · ActionableOrganization-wide competency benchmarking against OPM and industry standards, grounded in job analysis methodology and cross-validated against your workforce data.
PDF · BenchmarkedProjected workforce impact under 4 scenarios — current state, growth, budget constraint, and reorganization — with statistical projections and human-reviewed assumptions.
Interactive DashboardPrioritized 90-day action roadmap with role-specific recommendations, ownership assignments, and success metrics. Grounded in findings — not generic best practices.
Word Doc · EditableCHCO- and board-ready slide deck summarizing risk findings, strategic priorities, and recommended investments. Presentation-ready and defensible before any audience.
PowerPoint · ReadyNo hourly billing surprises. Fixed-price engagements with clear deliverables, defined timelines, and expert-validated outputs.
Entry-level engagement. Full expert analysis for organizations under 25 roles.
Full-scope engagement. Covers succession, competency, pay equity screening, and strategy.
Ongoing workforce intelligence. 3-month minimum. Continuous expert oversight.
Regression-based analysis. Legally defensible. Expert-signed findings.
Request →OPM FES-anchored classification, grade determinations, and market benchmarking.
Request →Cultural Displacement Anxiety assessment. DEI resistance root cause analysis.
Request →Before you cut — know what you're cutting. 6 InteliA™ metrics. 48-hour turnaround.
Learn More →"We are not theorists. We have sat inside these organizations — designed the systems, run the analyses, and delivered results that had to hold up under scrutiny. That experience is what you get."
Most organizations wait until a retirement wave hits, a key leader walks out, or a pay equity complaint lands on their desk. By then, it costs ten times more to fix. Francis Human Capital Group exists to get you ahead of it — with the data, science, and strategy to act before it becomes a crisis.
Our practice spans federal government, state and local agencies, nonprofit organizations, and private sector companies. We bring over 20 years of combined expertise — as practitioners who understand the difference between a well-written policy and a workforce that actually functions.
The difference between FHCG and a firm that uses AI tools is this: our analytical outputs are grounded in I-O Psychology research, validated by a named expert, and documented to withstand challenge in any forum — legal, regulatory, or executive.
Industrial-Organizational Psychology is the scientific study of human behavior in the workplace. It is the field that established adverse impact analysis, competency modeling, and psychometric assessment as the standard for HR decision-making. Every FHCG engagement is grounded in I-O methodology — not best-practice templates or AI-generated summaries.
Defensible means it holds up — before OPM, MSPB, EEOC, OFCCP, or your own legal team. That requires documented methodology, primary-source regulatory citations, named expert review, and outputs that can be replicated. We build that in from the start — not as an afterthought.
FHCG is proud to be among the few woman-owned, minority-owned workforce intelligence consulting firms in the United States. We bring a perspective shaped by working inside the organizations we now serve — and we use that experience to build more equitable workforce systems.
Where talent strategy is mission-critical and the stakes are too high for a generic report.
OPM-aligned classification, succession planning, and competency frameworks for federal HR teams navigating DOGE mandates, RIF pressure, and workforce transformation.
Merit system compliance, pay equity analysis, and workforce planning for state agencies and county governments with complex civil service requirements.
Mission-driven workforce strategy, pay equity analysis, and CDA measurement for 501(c)(3) organizations balancing equity commitments with budget constraints.
Succession planning and retention strategy for healthcare systems facing critical staffing and leadership gaps in high-stakes clinical and administrative roles.
Cultural Displacement Anxiety (CDA) is an original research framework developed by Dea Francis — examining how identity threat and perceived displacement drive resistance to DEI initiatives. Unlike surface-level DEI training, CDA assessment identifies psychological root causes to enable targeted, evidence-based interventions.
Perceived challenge to cultural identity within the organization as diversity increases.
Fear of being replaced or devalued — the psychological mechanism beneath surface-level resistance.
Active or passive opposition to DEI as a protective mechanism — measurable and addressable.
The mitigating factor — consistently modeled by leadership, it reduces CDA at the organizational level.
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