Presentation on theme: "An Introduction to the HR Management Standards for Nonprofits Module 7 Board Involvement, Reference Checks, and Training/hiring funding Please open this."— Presentation transcript:
An Introduction to the HR Management Standards for Nonprofits Module 7 Board Involvement, Reference Checks, and Training/hiring funding Please open this link at the beginning of class
Program Partners Remember confidentiality as we move forward, please.
Start with a Strong Foundation & Build UP 6. HR Planning 5. Training, Learning and Development 4. Workplaces that Work 3. Managing People and their Work 2. Getting the Right People 1. HR Management Standards
Learning Objectives Understand how the Board should be involved in the HR planning Know the key reference questions Training/Hiring Funding sources Be aware of resources that can assist you Be able to your identify next steps to implement the standards
What the Board needs to know… Dependant on type and maturity of board Working/admin boards should know more – especially Standard 1 After staff hired – board less involved Mature boards usually only provide oversight and HR for ED
Where is your Board? Maturity? Governance model? In the performance management cycle? The Board’s role in HR: role.cfm
The Board’s Role in HR In group’s of three, discuss how your board is – or should be - involved using this page as a reference point.
Reference Questions Types of questions: Background, Validating, Competencies, Abilities, and Suitability. See handout
Hiring Notes Keep all of your recruitment and selection materials on file for at least two years. Make sure your decision is non-discriminatory, complies with provincial and federal laws and your hiring policies and is based on sound judgment. Discuss the decision with colleagues or others who participated in the interviews and/or other stages of the hiring process.
What not to ask? Discrimination – issues of… race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, pregnancy, childbirth, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.
Human Rights Act 7. It is a discriminatory practice, directly or indirectly, ( a ) to refuse to employ or continue to employ any individual, or ( b ) in the course of employment, to differentiate adversely in relation to an employee, on a prohibited ground of discrimination.
Human Rights Act 8. It is a discriminatory practice ( a ) to use or circulate any form of application for employment, or ( b ) in connection with employment or prospective employment, to publish any advertisement or to make any written or oral inquiry that expresses or implies any limitation, specification or preference based on a prohibited ground of discrimination.
sults/sgc-12/pof-191/ Career focus Opportunities Fund Skills Link Youth Employment Program Training/Hiring Funding
Funding Hiring Credit for Small Business eng.html#lgblty On-the-Job training program Employment Incentive Program
Funding START program Strategic Cooperative Education Program WIPSI program
Funding CBDC /program/2583// YEDI apeca.gc.ca/eng/ImLookingFor/Pro gramInformation/Pages/ProgramD etails.aspx?ProgramID=7
Online Session Evaluation Please take a few minutes to complete the session evaluation before leaving: Httphttp://survey.constantcontact.com/survey/a 07e7uw39wphja1notu/start Next session: March 19 (storm date March 26 )