HR DA - HR Hygiene (GK 2 Jan 18) Do you have processes and procedures in place to ensure that positions/ roles are properly advertised and that adequate time is given (to direct applicants and recruiters) for as many suitable candidates as possible to apply? Yes. We follow a strict process to ensure that positions are advertised properly (with detail on the role) and enough time given for suitable candidates to apply. To a degree. We do follow a process to ensure that positions are advertised and try to give adequate time for candidates to apply. The process is however not very well documented and/or doesn't cover all areas and/ or is not always strictly applied (e.g. if there is pressure to recruit quickly). Not really. We don't really have a formal process that we follow and often find positions are advertised without well defined job specifications , requirements (e.g. skills or experience) and/ or with very limited timelines for candidates to apply. Do you have robust recruitment (hiring) processes and procedures in place, to filter and assess potential employees (e.g. background checks, reference checking, checking of qualifications, checking for criminal records)? Yes, absolutely. We have VERY robust recruitment and employee vetting processes. We do thorough reference and background checks and also check for criminal records and check qualifications. Yes, we do follow a stringent employee vetting (recruitment) process, but only generally do the background and qualification checks. Detailed checks are only done for more senior appointments. Yes, to a degree. We do check references, etc. but this process isn't well-documented/followed and probably needs to improve. No, not really. Our processes are not very robust. For example we would phone the references given and not look further. We also only check credentials, etc. for more senior appointments. No, our recruitment and vetting processes are very weak and need to radically improve. Is every staff member given (and required to sign) a detailed job description (JD) and performance contract (a.k.a. KPA’s or KPI’s)? Yes, absolutely. We have detailed job descriptions and KPA’s/KPI’s in place for all employees and have a formalised appraisal and performance review process that is undertaken twice a year. Overall performance of the organisation is reviewed in tandem with individual performance. Yes, to a large degree. Our individual performance measurement process is comprehensive, but does not fully reflect the underlying overall performance of the business. Yes, to a small degree. Although we do not have detailed job descriptions or KPA’s in place for the majority of employees, we have chosen to rather grant above average salary increases and bonuses to all the better performers. No, we have largely dispensed with these as these reviews often proved counter-productive as the review process was seen as too subjective and generally caused more trouble than good. No, not at all. We have no formal job descriptions and find ourselves not being truly honest with the appraisal of employees for fear of upsetting them. Do you have formalised employee appraisals and performance reviews by which employee performance is assessed relative to the agreed performance standard (per their performance contract)? Yes. EVERY STAFF MEMBER undergoes a regular performance review, in which performance is objectively measured against the agreed standard Yes. We do performance appraisals, but these are only for some employees and are done annually. To a degree. We do performance appraisals, but these are limited to non-performing staff and are probably not very objective. No. We don't routinely review the performance of staff and as such battle to identify and manage under-performing staff. Do you have a Human Resources specialist or HR department? Option 1 Option 2 Are all new positions to be authorised by a senior person, with consideration of factors such as budget and internal sourcing? Option 1 Option 2 Do all new advertised/created positions require a comprehensive job role/description, with full clarity on the required qualifications, experience etc. and clear reporting lines before the role is advertised? Option 1 Option 2 Do you have employment contracts for all employees? Yes, absolutely. We have very well-structured comprehensive employment contracts for ALL employees. Yes, largely. We have contracts for all employees, but the contracts were not professionally written, are not standardised across the business, and/or are quite outdated and lacking in key respects. Yes, to an extent. We have contracts for most employees, but not for part-time workers, contractors or entry level workers. No, we only have contracts for senior staff, but not all employees. No, not at all. We don't have any employment contracts for our staff. Do you regularly (at least annually) do formal and objective have formalised employee appraisals and performance reviews by which employee performance is assessed relative to the agreed performance standard? Yes, absolutely. We have detailed job descriptions and KPA’s/KPI’s in place for all employees and have a formalised appraisal and performance review process that is undertaken twice a year. Overall performance of the organisation is reviewed in tandem with individual performance. Yes, to a large degree. Our individual performance measurement process is comprehensive, but does not fully reflect the underlying overall performance of the business. Yes, to a small degree. Although we do not have detailed job descriptions or KPA’s in place for the majority of employees, we have chosen to rather grant above average salary increases and bonuses to all the better performers. No, we have largely dispensed with these as these reviews often proved counter-productive as the review process was seen as too subjective and generally caused more trouble than good. No, not at all. We have no formal job descriptions and find ourselves not being truly honest with the appraisal of employees for fear of upsetting them. Do you have processes and procedures in place to monitor talent development and and progress in succession plans? Option 1 Option 2 HR Hygiene Score Submit