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An Introduction to the HR Management Standards for Nonprofits Module 7 Board Involvement, Reference Checks, and Training/hiring funding Please open this.

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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:

1 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

2 Program Partners Remember confidentiality as we move forward, please.

3 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

4 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

5 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

6 Where is your Board? Maturity? Governance model? In the performance management cycle? The Board’s role in HR: role.cfm

7 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.

8 Reference Questions Types of questions: Background, Validating, Competencies, Abilities, and Suitability. See handout

9 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.

10 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.

11 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.

12 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.

13 sults/sgc-12/pof-191/ Career focus Opportunities Fund Skills Link Youth Employment Program Training/Hiring Funding

14 Funding Hiring Credit for Small Business eng.html#lgblty On-the-Job training program Employment Incentive Program

15 Funding START program Strategic Cooperative Education Program WIPSI program

16 Funding CBDC /program/2583// YEDI apeca.gc.ca/eng/ImLookingFor/Pro gramInformation/Pages/ProgramD etails.aspx?ProgramID=7

17 Certificates Congratulations!

18 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 )


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