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CRMI is a pre/post, building-level assessment of employee readiness, morale, workload, communication, and retention intent during a transition. Results identify priority conditions that leadership can address during implementation.
Why CRMI
During a consolidation, restructure, or other significant transition, leaders need reliable information about employee readiness and morale. CRMI assesses nine dimensions at the building level before, during, and after the change.
The Framework
CRMI reads the human side of change in two parts: the six dimensions of change-readiness, whether your people are ready to move, and three more that show whether they have the morale and staying power to see it through. Each is grounded in published, validated research and translated into something a real educator can answer honestly in seconds.
Assesses whether employees understand the reason for the transition and consider it necessary.
Kotter · ADKAR Awareness
Assesses whether staff understand the intended outcome and how their role contributes to it.
Kotter · Vision
Assesses whether employees receive timely, accurate information directly from leadership and trust what they are told.
Kotter · Coalition
Assesses whether staff can raise concerns, acknowledge difficulty, and ask for support without fear of penalty.
Edmondson
Assesses whether the organization has acknowledged the roles, practices, or expectations that are ending as part of the transition.
Bridges · Endings
Assesses whether employees feel equipped to adapt and confident in the skills required by the change.
ADKAR Ability · Resilience
Assesses employee energy, connection, and willingness to contribute during the transition.
Engagement research
Assesses whether the added demands of the transition are manageable within current staffing and operating conditions.
Maslach · Areas of Worklife
Assesses intent to stay, willingness to recommend the organization, and current flight risk.
Flight-risk
The Rhythm
A change is a journey, so CRMI is a rhythm: three reads across the year, not a one-off survey that sits in a drawer.
Summer / back-to-school · Full CRMI · 36 items
Set an honest starting line before the year begins. Every building, named and measured.
Mid-year · 9-item pulse
A quick read mid-flight to catch strain early, while there's still time to act on it.
Spring · Full CRMI + retention data
Measure the shift, then tie it to who stayed: the outcome that actually matters.
How We Read It
Every dimension and the overall index use a 0–100 scale with three reporting bands. CRMI identifies each group's lowest-scoring dimensions and provides a framework-based recommended action for each priority.
Steady
75–100
Hold and reinforce
Strained
50–74
Targeted support now
At-Risk
0–49
Priority intervention
Try it now · 6–8 minutes · no login
See your own read across all nine dimensions, with an instant score, your risk band, and the two or three drivers to focus on first. Private to you. Nothing is saved.
Start the free assessmentAnonymous by design
People only tell the truth when it's safe to. CRMI reports to leadership at the building level, never the individual. Any group with fewer than five responses is suppressed and rolled up, and free-text is never surfaced in a leadership view. Leaders see the pattern; no one sees the person.
Built honestly
CRMI is Pivot's applied instrument, built on validated, published frameworks: Kotter, Bridges, Prosci ADKAR, Maslach's Areas of Worklife, and Edmondson's psychological safety. It is not presented as an independently third-party-validated instrument or a clinical mental-health diagnostic. Its power is the pre/post rhythm: measuring before and after is what makes the shift real and visible.
If your organization is heading into a year of real change, let's set the baseline before it begins. We'll walk you through the framework and the rollout.