The demo you just walked through is a working proof of concept for ClarityPulse SNF — a workforce stability platform built specifically for skilled nursing facilities. What looks like a simple weekly survey is actually a three-layer organizational health system designed to do one thing: stop preventable staff turnover before it happens, document every signal and every response, and give ownership a real-time view of what is working and what is not across every building they operate.
The average skilled nursing facility loses over $500,000 per year to staff turnover — replacement costs, training time, overtime coverage, and agency backfill combined. That number only accounts for people who leave. The hidden costs are larger: disengaged staff who stay but are not fully present, managers operating without accurate information about their teams, and a workforce that has stopped raising problems because nothing changed the last time they did.
Since 2024, the cost has grown beyond the P&L. CMS now scores your staff turnover publicly. It affects your Five-Star staffing rating, your Medicare reimbursements under SNF Value-Based Purchasing, and the referral decisions discharge planners make when they look at Care Compare. Turnover used to just cost you money. Now it costs you your rating, your reimbursement, and your referrals.
Every Monday, staff receive a unique encrypted link — by text, email, or app. Twelve anonymous questions across rotating organizational health categories. Under 90 seconds to complete. Tuesday night the window closes. Wednesday at 9am, administrators receive the Wednesday Morning Action Report: the top three signals from that week's responses, each with a named owner, a required action, and a due date. Not a dashboard. A to-do list with a 72-hour accountability clock. If the manager does not log completion, the system escalates automatically to the administrator. Every resolution is documented for QAPI compliance. That is the closed loop.
When the Resolution Engine identifies a recurring organizational health issue — psychological safety gaps, unclear role expectations, meeting ineffectiveness, accountability breakdown — the platform surfaces a targeted training module tied directly to that signal. The training is not selected from a generic catalogue. It is pulled from this week's live data from this specific facility. Managers also receive a daily micro-prompt Monday through Friday connected to the current week's theme — one small, specific, actionable thing to try that day. Over a week that becomes five incremental actions. Over a month, a behavioral pattern shifts.
For Red-Light facilities where the Resolution Engine and signal-triggered training have not moved the needle on a persistent issue, Layer 3 activates. A documented Consulting Brief is generated from the platform's accumulated signal data and triggers direct engagement from The PRISM Group — one-on-one coaching and organizational consulting structured around exactly what the platform has already identified and documented. This is not a cold consulting engagement. It begins with a precise diagnosis already in hand.
Managers in skilled nursing carry the weight of frontline staff frustration below them and administrative decisions above them. Most feedback systems only run one direction — staff to management. ClarityPulse SNF also runs upward. Managers complete a separate monthly pulse that goes directly to ownership — not to their administrator. It surfaces what is blocking them from leading effectively: delayed decisions from administration, resource gaps, structural friction they cannot resolve on their own. Ownership sees patterns across all managers without individual attribution. This is the signal that usually only surfaces when a good manager quits.
The core of ClarityPulse — anonymous weekly pulse, AI pattern analysis, closed-loop accountability, signal-triggered training, intervention consulting — is industry-agnostic. The question banks, role names, daily prompts, and compliance frameworks change by vertical. The engine is identical. The roadmap includes ClarityPulse EDU for K-12 and higher education, ClarityPulse HOS for hospitality and restaurants, ClarityPulse HHA for home health, and ClarityPulse ORG for corporate organizations of 200 to 1,000 employees — which is the existing consulting market of The PRISM Group. Each vertical launches as a separate named product on the same technical infrastructure.
ClarityPulse SNF was designed by Harayl Askotzky, Founder and CEO of The PRISM Group. Harayl spent 20 years in senior organizational leadership before launching a consulting practice focused on what he calls operating architecture — helping companies solve decision bottlenecks, role clarity breakdown, and accountability failure. The CREATOR Model that underlies ClarityPulse SNF is not borrowed from academic literature. It was built from direct observation of how clarity failures damage institutions and the people inside them.
Start with a 30-minute conversation. No commitment. No automated sequences. Just a direct conversation about whether this is the right fit for your buildings.