So TRIAGE ships with the implementation plan built in: a launch guide before day one, a midpoint check-in your practice lead runs, a completion report, and a thirty-day plan for installing what your leaders learned. Nobody leaves the floor, and nothing lands on your leadership except one conversation.
Every module is open from the day a seat is assigned, so nothing is locked or dripped. The weekly cadence below is the pace we recommend and the one groups finish at, not a restriction. Slower is fine; no pace at all is what stalls a cohort.
PIVOT, and one practice lead per site. Everyone else just does the modules.
Two free diagnostics bracket the rollout, one at each altitude. The same instrument runs at both ends, so what comes back is a delta rather than a sentiment survey.
Twenty-five questions diagnosing the hospital rather than the person. Run before the cohort starts, run again after certification.
Twenty-four questions scored across the six TRIAGE domains. The two weakest point each leader at the modules that address them, so it doubles as a personalized curriculum map. Re-scored at completion.
Both audits are free. The before-and-after arrives with your completion report at week 9; paired with the retention and engagement numbers you already track, that is a defensible internal case for extending the rollout.
We don't open with a network-wide contract, and we'd steer you away from one. A paid pilot in a single region gives you completion data, leader feedback and a measurable before-and-after in one quarter. Then you decide what a full rollout is worth using your own numbers instead of ours.
| Seats | Per seat | Typical fit |
|---|---|---|
| 1 | $1,200 | Individual leader |
| 3 to 5 | $900 | A small leadership group at one site |
| 6 to 15 | $750 | Whole-team rollout at one hospital |
| 16 to 30 | $650 | Organization or multi-site pilot cohort |
| 30+ | Let's talk | Custom-quoted for larger groups and corporate networks |
Quarterly payment terms are available on group enrollments, so a rollout can be spread across your budget cycle rather than landing in one quarter. From 16 seats up, seats are org-held: when a leader moves on or is promoted, you reassign their seat rather than repurchasing. Below 16 seats, access belongs to the individual leader and stays with them.
Who goes through it. Medical directors and practice managers, lead clinicians and charge nurses stepping up, high performers being prepared for a lead role, and anyone already carrying a leadership function without ever having been trained for it. The RACE approval covers veterinarians and nurses or techs alike, so an entire leadership layer can go through one program and claim the CE in jurisdictions that recognize RACE approval.
Every framework, scenario and micro-script came out of real veterinary leadership situations, developed by a working emergency medical director. Nothing was adapted from generic leadership theory. Your team will recognize the scenarios immediately, because they are the ones they had last week.
Leadership isn't instinct. It's structure.
or email info@pivotvet.com