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Job Descriptions for all positions in the organization would be inserted here or their location would be identified (e.g. at the end of the manual).
Staff who wish to make changes to their job descriptions should submit their request in writing to the immediate supervisor. All job descriptions will clearly indicate who the immediate supervisor is.
All changes to the job descriptions are to be brought forward to the Personnel Committee for consideration during their annual review process.
All job descriptions must be given final approval by the Board of Directors.
The hiring committee is given discretion to circulate and post any job vacancies as widely as possible.
Paid staff will be given priority to apply for any new position. If appropriate, notice of the position will also be circulated among volunteers, who will be considered external applicants.
All qualified applicants, including current staff or volunteers, will be required to attend an interview to discuss their suitability for the specific position.
An ad hoc Hiring Committee will be formed to hire for any contract or staff positions. Each Hiring Committee will include at least one member of the Personnel Committee and either the Chair or Co-Chair of the Board. All hiring decisions must receive final approval from the board of directors.
All paid and unpaid personnel will undergo a screening process which includes two satisfactory reference checks.
A Police Records Check will be mandatory for all staff and volunteers.The cost of the check will be covered by the individual and cannot be reimbursed by the agency.
All job offers will be confirmed in writing by the Chair of the Personnel Committee.
Selection for any position will be based on the candidate’s relevant skills and experience for the position as outlined in the job description.
A notice will be included in the job advertisement to indicate that candidates not selected for an interview will not be contacted.
Where volunteers are to be placed in direct contact with “at-risk” clients, additional screening procedures may be required. Volunteers and staff who refuse permission for these checks will not be accepted for placement with clients.
All paid and unpaid personnel are subject to a probationary period of six months, at which point they will have a meeting with the immediate supervisor to discuss the position and their performance.This meeting will be documented and the report will be placed in the person’s own personnel file.
A performance review will be done for each new employee before the end of the three-month probationary period. The Executive Director’s probationary review will be conducted by the Personnel Committee, and approved by the board of directors.The performance review of all other staff will be done by the Executive Director.This review will be summarized in writing and placed in the employee’s personnel files. The employee will also receive a copy.
The probationary review will be based on a series of indicators and tasks that measure the employee’s successes and accomplishments, as agreed upon at hiring.