Tactical Human Resources

At a tactical level, Human Resources and Volunteer Resources in a sustainable non-profit organization are concerned with plans, policies and procedures that guide implementation of strategy. These focus in five key areas:

1. Recruitment, Selection and Retention
   
   
2. Compensation and Benefits
   
   
3. Performance Management
   
   
4. Separation and Termination
   
   
5. Legislative Compliance

Further details on the activities in each of these five key areas are:

Recruitment, Selection and Retention

• Recruitment and selection of employees and volunteers are carried out in a consistent and fair manner;
  
  
• Employee and volunteer responsibilities are defined in relation to programs and services;
  
  
• Employees and volunteers are empowered to provide responsible programs and services;
  
  
• Quality internal communication supports an effective work environment;
  
  
• Training and professional development opportunities are provided for employees and volunteers;
  
  
• Employee and volunteer participation is incorporated into planning and decision-making;
  
  
• The contributions of employees and volunteers are recognized and celebrated;
  
  
• Offers of employment or volunteer positions and/or employment contracts are developed and implemented in a consistent way;
  
  
• Orientation to the organization, and to the specific job, is provided to all new staff and volunteers.

Compensation and Benefits;

• There is a written compensation philosophy to guide compensation decisions;
  
  
• Decisions around compensation and/or recognition of employees and volunteers are fair and transparent;
  
  
• The organization provides competitive compensation to employees;
  
  
• Payroll is managed within legislated guidelines and meets all legal criteria;
  
  
• Information on benefits is shared with employees and supports for understanding and utilizing those benefits are provided.

Performance Management

• Written policies and procedures are up to date and accessible.See Human Resources & Volunteer Resources Policy List;
  
  
• Required competencies are defined and employees and volunteers are hired accordingly;
  
  
• There are documented position descriptions and clearly defined performance expectations and standards for employees and volunteers;
  
  
• There are clear lines of administrative authority;
  
  
• There is a process for evaluating performance of employees and volunteers on a regular basis;
  
  
• Feedback from employees and volunteers on organizational performance is solicited and respected;
  
  
• Supervisory staff has the skill and support to carry out their responsibilities related to the supervision of employees and volunteers;
  
  
• Roles and responsibilities related to human resources and volunteer management are designated to specific individuals;
  
  
• There are resources available to support the day-to-day administration of Human Resources and Volunteer Management.

Separation and Termination

• Policies and procedures for completing separations and terminations in a respectful and timely way;
  
  
• Consideration of appropriate supports for remaining employees;
  
  
• Expertise in labour law is available to the organization to ensure appropriate decisions and actions by the organization;
  
  
• Proper documentation and discipline processes are in place;
  
  
• A dismissal process and termination checklist are in place;
  
  
• Consideration of instituting exit interviews to gather information for improvement.

Legislative Compliance

• Employee and volunteer files are up-to-date and managed in a confidential manner;
  
  
• Employees and volunteers are supported in a safe work environment;
  
  
• The workplace is free of harassment;
  
  
• The organization promotes an inclusive workplace;
  
  
• All policies and practices meet or exceed Employment Standards, Human Rights Legislation and Common Law.