Human Resources Crisis Support Checklist. A crisis preparedness e-book Presented by FEI Crisis Management

Transcription

1 Human Resources Crisis Support Checklist A crisis preparedness e-book Presented by FEI Crisis

2 In the stressful and chaotic environment of a disaster, organizations can overlook the deep impact a crisis can have on the psychological health of its victims. In order to ensure that employees are granted a smooth transition into post-incident life, organizations must recognize the responsibility they have for maintaining the psychological health of their workforce. Fortunately, organizations already have a resource on hand that is equipped to manage their human capital; the human resources department. Human resources can play a significant role in the context of people support in the event of an organizational crisis. We created this checklist to serve as an assessment tool to help evaluate how prepared your organization s Human Resources department is assist your crisis management team in addressing the human aspect of crisis.

3 Designated team with adequate resources to provide the services as defined within program documentation. Designated team leader with necessary skill sets and knowledge. Strategic/top level organizational participation and support. Adequate budget to support program components. Annual training and program testing (exercises, drills, simulations).

4 Designated integration point with the Emergency and/or Incident Command Team. Designated integration point with the top level/strategic leadership team (Ex. CEO and direct reports). Designated integration point with Crisis Communications Team.

5 Documented process for accounting for people including: employees, contractors, vendors and guests. Method to send notification to all employees to report their status. Tool to capture and reconcile employee status data. Appropriately staffed committee/working group to implement accounting for people efforts during catastrophic incident.

6 Next of Kin Notification Documented process for preparing for and conducting next of kin notifications in conjunction with local responders. Method to gather emergency contact information and other key closest relative data for all employees. Protocols for developing and approving messages for family members. Protocols for following up with families and introducing resources to provide follow up information and support.

7 Documented process for developing and distributing messages to internal audiences including employees, family members, contractors and vendors. Method/resource to handle incoming calls from all internal audiences. Method/resource to make outbound calls to employees and family members as needed. Identified and documented internal audience populations and available communication distribution channels ( distribution lists, automatic notification system, call centers, dark sites, etc.) Documented approval process for all internal messages to address both Crisis Communications and legal concerns. Method to maintain consistency of messages with media statements and external communications.

8 Staff/Family Documented process for providing necessary assistance to affected staff and family members to include (but not limited to): /details about the incident Medical status/information Emergency travel/relocation assistance Benefits information/support Emergency financial support options Food, shelter or other basic needs Collections of personal belongings Counseling services Alternate work arrangements or support Appropriate resources to identify and provide support to affected staff and family members. Method to capture and maintain records of assistance requests, family support assignments and assistance provided.

9 Documented process to capture and maintain information (facts, questions, assignments, actions, follow-up, etc.) Identified and trained resources to manage the information and documentation of team efforts.

10 We hope this checklist gives you a better understanding of the role your human resource department plays in your organization s state of crisis preparedness. The areas described within this checklist establish only the broadest framework for an effective crisis response, and reviewing them should be considered only a first step. Your own next steps should be identified by focusing in on the areas in which you selected does not exist or informal component/process existent in process. If you would like any further explanation or assistance in establishing or strengthening your human resource department s role in your organization s crisis management plan, feel free to contact FEI Crisis today.