Agency Name: Conducted by: Date: pinpoint planning Total Rewards Compensation The organization offers competitive salaries and benefits based on local agency salary levels The salary structure ensures internal equity Salary surveys are used to establish salary ranges Formal salary ranges are made public to employees Compensation is tied to performance The benefits offered are sufficient to attract the desired level of talent The organization offers the following health and wellness benefits o Healthcare o Dental o Vision o Disability o Employee Assistance Program o Life Insurance o Other wellness benefits o Flex Benefit Plan o Other benefits Rewards Incentives and rewards are formally documented and are approved by the board Incentive and rewards are properly disclosed and communicated to all eligible employees Incentive plans are used to play a key role in attracting leadership talent. n-financial incentives are offered (paid time off, training opportunities) to motivate employees/attract talent Additional Comments or Explanation Regarding Total Rewards Career and Succession Planning
New Hire Training and Orientation New employees are provided with training so that they can be successful in their roles New hires are provided with policies/handbooks Orientation is provided to all new hires New employees know where to go when they have questions about the organization or their job Employee Training Training goals are reviewed and acted upon on an annual basis for each employee There is a formal training program for employees and managers Current employees receive skill-based training Employee Performance and Evaluation There is a system in place to evaluate and document our employee performance Written performance documentations are retained by the organization Performance reviews are conducted at least one time each year Employees know upon what their appraisals will be based The board reviews the Executive Director annually. Succession Planning There is a board succession plan in place There is an employee/management success plan in place There is a succession plan in place for the Executive Director Additional Comments or Explanation Regarding Career and Success Planning Employee Relations Employee Management
The organization holds staff meetings at least once a month Employees have the opportunity for input Vehicles are in place to encourage two-way communication and feedback Exit interviews are performed for all employees who leave the organization All employee transitions are documented The organization clearly communicates grievance policies Employee grievances are responded to promptly and in writing The organization s policies are fair and consistent for all employees Volunteer Management Volunteers are provided with training and materials Volunteers receive a volunteer handbook The organization reviews volunteer performance and offers feedback Volunteers have appropriate clearances required by law Additional Comments or Explanation Regarding Employee Relations Recruitment and Retention Recruitment
Our recruiting policies and procedures comply with local, state, and federal employee law. The organization has a non-discrimination policy which prohibits discrimination on the basis of any protected classification, and ensures reasonable accommodations are made for disabled applicants and employees. The organization has written hiring procedures (recruitment, screening, and selection processes) A standard application form is used Various sources are used to announce job openings All qualified applicants are interviewed The organization is able to generate qualified candidates for open positions Hiring managers are provided with tools to select and hire the right people for each position Termination/Transition The organization has a written disciplinary procedure There is a written checklist or legal review prior to termination The organization is an at-will employer and has a proper disclaimer The organization monitors annual turnover rate Terminations are handled in a manner compliant with applicable laws Additional Comments or Explanation Regarding Recruitment and Retention Compliance Policies
The board annually reviews the human resources policies and makes recommendations A current board-approved employee handbook is provided to all employees There is no disparity between policies and practices The sexual harassment policy is clearly communicated to all employees The organization is compliant with the Fair Labor Standards Act (minimum wage, overtime pay, recordkeeping, and child labor standards) Documentation All personnel files are retained in compliance with applicable laws, with medical information retain separately in confidential files I-9 forms are complete for all employees ANSWER THE FOLLOWING QUESTIONS ONLY IF YOUR ORGANIZATION HAS FEDERAL CONTRACTS The organization maintains a drug-free workplace and provides policies prohibiting the use and possession of controlled substances. In organizations with 50 or more employees, all employees who have at least 1,250 hours of service are provided up to 12 workweeks of unpaid, job-protected family and medical leave a year The organization provides a safe and healthful workplace including training, work-related medical examinations, and appropriate recordkeeping. The organization prohibits discrimination against and dependents based on their health status and guarantees access to policies for those who qualify. Additional Comments or Explanation Regarding Compliance Workplace Culture
The organization discusses values with staff. There is flexibility of work patterns that values employees needs outside work. The staff is diverse and representative of the constituency and region served. Differences of personality and culture are respected throughout the organization The organization identifies the value of a teamwork culture. The organization incorporates fun and shared activities into the organizational culture Environment The organizations provides suitable working space and work stations The premises are clean and avoid overcrowding The organizations provides suitable and sufficient lighting and ventilation There is emergency lighting Role of Human Resources The organization has an HR professional or designated manager responsible for HR The HR function is considered a major part of the strategic management of the organization The human resources professional works to create a productive, comfortable work environment. The human resources professional promotes and advocates for the organizational mission, vision, values, and strategies Board of Directors includes at least one board member with expertise in human resources law and best practices Additional Comments or Explanation Regarding the Workplace Conducted by: (Coach s Name)