DFO HR Consulting puts AI into real public-sector and HR workflows and keeps it running: a governance sprint to set the rules, a measured pilot on one workflow, then a monthly operations partner. Led by a practitioner with more than 25 years in public-sector HR.
Training only? See the 2026 training programs or download the catalog (PDF).
2024Stephen E. Bemis Memorial Award, IPAC25+ yearsin public-sector HR and personnelEd.D.Adjunct Professor of Statistics, Cal State LA
Three fixed-price offers
Published prices let a coordinator start a requisition without a sales call. Purchase orders welcome. Quotes on letterhead within two business days.
An AI use policy your counsel, executive team and, where it applies, your unions can live with. A review of one department's workflows that names what AI should automate, what it should only assist, and what it should not touch. A staff session on your approved tool to close it out.
From $7,500
One workflow, measured before and after. We record how long it takes today, build the approach inside your approved tool with a person reviewing every output, train the staff who run it, and measure again at day 30. You receive a written results report either way.
$3,500 fixed. Credited toward AI Operations Partner if you continue.
The standing arrangement that keeps AI working after launch. A monthly review of what is working and what is not, updates when models, tools or policy change, a monthly value report for your executive team, and a set number of workflow changes each month.
From $1,500 per month
Small business or corporate team? See AI for business → Individual coaching, training and project work are further down the page.
Dr. Olmos has spent his career in exams, classification and merit-system HR. These are the workflows he sets up most often, each with a qualified person making the final call.
Update job descriptions and classification specifications against current duties, with an analyst approving every change.
Draft multiple-choice items, structured interview questions and rating guides, reviewed by a subject-matter expert before any candidate sees them.
Organize applications against the posted minimum qualifications so analysts move faster. A person makes every screening decision.
English and Spanish notices, FAQs and onboarding materials, checked by a fluent reviewer before they go out.
Agenda packets and meeting material turned into short briefings for board members, commissioners and executives.
Vacancy, turnover and recruitment data summarized for cabinet, with the analyst verifying every number.
Every engagement starts with data boundaries: no personnel records in a public AI tool. It also covers the rules most AI consultants never mention.
California's bot law (Business and Professions Code §17940 and following) restricts using a bot to mislead people about its artificial identity. Any assistant that talks to the public says plainly that it is AI.
California requires the consent of everyone in a confidential conversation before it is recorded. AI note-takers and transcription tools are set up with consent built into the meeting routine.
In Moffatt v. Air Canada (2024), a tribunal held the airline responsible for wrong information its website chatbot gave a customer. Public-facing answers are grounded in your approved sources and reviewed before launch.
AI use policies are written to go to your bargaining units early, with clear lines on monitoring, evaluation and job duties, so meet-and-confer questions already have answers.
Practical guidance, not legal advice. Your counsel has the final word.
Published rates are the public agency and nonprofit rate, so a coordinator can start a requisition without a sales call. Businesses and corporations are quoted on scope; training companies and associations should ask for instructor rates.
Where most teams start. The half-day gets a department working safely with AI in one morning; the full-day adds hands-on practice on your own documents.
Six sessions built around the functions an HR department runs every week, in any sector. Each one is taught by someone who has done the job.
The same practical approach, applied to the work of a specific department. Useful when HR is asked to bring AI to the rest of the organization.
For leadership teams, counsel, and anyone who has to write the AI policy rather than just follow it.
Purchase orders welcome. Card payment is available for a half-day workshop or the coaching starter.
Your audience, the AI tools your organization has approved, and the risks your counsel cares about.
Catalog programs get a PDF quote on letterhead, ready for a requisition or purchase order. Custom projects start with a scoping conversation.
W-9, business information, and your vendor packet returned promptly. Materials and a paste-ready bio and headshot arrive one week ahead.
Half-day or full-day, on Zoom, Teams, or on site. Exercises use fictional, sanitized samples, so no personnel records go into a public AI tool. Everyone leaves with CHATPROMPT, a prompt library, and written guidance.
Step one takes twenty minutes. Ask for a scoping call.
Other ways to work
For a single person, a single deliverable, or a team that wants to run its own sessions. Ongoing support after any of these moves to AI Operations Partner.
Working sessions on your screen. Set up ChatGPT, Claude, Copilot or Gemini around your actual job, organize projects, and build prompts you reuse every week. $250 per hour, or $900 for a four-session starter.
Your own people learn to run the sessions, so the capability stays in the building after the engagement ends.
A single piece of work, scoped and quoted up front. An assessment or job analysis build, a classification or compensation study, a survey or data analysis, a written report in your format, or an AI rollout plan. He is also available to training companies and associations as a subcontracted instructor or subject matter expert.
Manager guidance and accountability that keep new habits alive after training day. A multi-location employer hired for exactly this, alongside a manager training program and the handbook behind it.
Named engagements. References available on request. Every Workflow Pilot is measured before and after, and results are published here with the client’s permission.
One-minute introduction to the CHATPROMPT approach. Loads from YouTube only when you press play.
Dr. Frank Olmos is an Executive Director at a K-12 school district and President of DFO HR Consulting.
He has spent more than 25 years in public-sector HR and personnel work, including leadership roles at a county office of education and two other Southern California school districts, and his consulting practice extends to private employers, including a multi-location, family-owned restaurant group. He teaches statistics as an adjunct professor at California State University, Los Angeles, is the author of three books on assessment and AI, and created the CHATPROMPT framework. In 2024 the International Personnel Assessment Council awarded him the Stephen E. Bemis Memorial Award. He is a past president of PTC-SC and active in CSPCA, WRIPAC, IPAC, PCASC, and CODESP.
Human in the Loop is a short email on putting AI to work in public agencies and HR. Join and you will also receive the AI Use Policy Template for Public Agencies, a starting draft for your counsel and bargaining units to review.
Opens an email to frank@drfrankolmos.com. Your address is used only for the newsletter, and you can leave at any time.
Describe the task or workflow you want to improve, how many people are involved, and which AI tools you already approve. We reply within two business days. Workshop quotes can usually be prepared then; custom projects start with a twenty minute scoping call.