How to proceed.....greenspun.com : LUSENET : Heifer Project International - ASP : One Thread
I had a teacher once who said the best way to eat an elephant is one bite at a time. Since this project is the size of a small elephant, I suggest we bite off one section at a time.
*For the sake of making references easier, I propose that we refer to the sections, as "500/2.0/B" (which would be section 500, subsection 2.0, item B).*
Section 100 and section 200 are standard for everyone, because at the present time all field offices are technically part of HPI & under the HPI Board of Directors.
Let's start with Section 300 "Conditions of Employment". 300/0.0 Nondiscrimination/Anti-harassment Discrimination & harassment are legally issues in the US. HPI genuinely desire to be inclusive and have a diverse staff, and our board even mandated for us to have as policy. It is a politically sensitive issue in the US. I recognize that this policy as it is currently worded may present problems, or even be inappropriate or even offensive in other cultures outside the US.
You must all advise on the best way to present the policy in your or other cultures and political situations. The purpose is to ensure that we have as much diversity as possible within the legal and cultural limitations of the societies where we have offices. Likewise, we want to ensure that our staff everywhere feel comfortable and are not placed in situations where they feel threatened by sexual or other kinds of harassment.
300/1.0 Hiring Authority Until we have affiliate programs, this is the policy in place for A/SP. But do you see ways to improve the current situation, would there be other suggestions to make this more efficient while maintaining appropriate levels of accountability.
300/2.0 salary approvals Same comments as for subsection 1.0
300/3.0 orientation program for new employees This is an area where we are need a strong policy to ensure that all A/SP field staff receive adequate orientation and training. Part of the workbook the A-Team is working on is to strengthen this. Do we want to propose stronger wording here or put that in the Operations Manual (or both)?
300/4.0 Probation period for new or promoted employees This seems ok to me. What about to you?
300/5.0 Employment of spouses & relatives I would probably add that no member of the country director/representative's family may be employed. (Even if the family member had a different supervisor, it would place the supervisor in the awkward position of supervising the boss's wife/son/niece, etc. which is not fair to the supervisor.) What do you think?
300/6.0 Work hours The basic premise here is that each field office sets its own work week.
400 Compensation 400/0.0 Salary Payment Schedule same as last comment above
400/1.0 time sheets This is very important. Is there a different wording that might make it stronger?
400/2.0 salary adjustments Until we have affiliate programs, this is the policy in place for A/SP. But do you see ways to improve the current situation, would there be other suggestions to make this more efficient while maintaining appropriate levels of accountability.
Let me know your thinking on each of these.
-- Anonymous, September 07, 1999