Last updated: 6 March, 2002 Introduction I. Board of Directors/Governance II. Human Resources Management III. Financial Management IV. Strategic Planning V. Collaboratives/Partnerships VI. Outcomes and Quality Improvement VII. Information Technology Management VIII. Fundraising IX. Marketing Bibliography II. Human Resources Management The organization treats employees, volunteers and clients fairly and equitably. Best Practices Suggestions for Achieving Best Practices 1. Personnel policies and procedures are in compliance with state and federal laws, are reviewed regularly, and continue to meet the needs of the organization. 1.1 Executive Director and Board leadership review current personnel policies and make changes as needed to improve compliance with state and federal requirements and to keep current with organizational needs. 2. A performance review process measures employee performance against organization outcomes and professional standards, incorporates self evaluation, promotes positive interaction between employee and supervisor, sets measurable goals that are tied to organization outcomes, and supports the employee's development 2.1 Executive Director and Board leadership understand the benefits of a sound performance review process and its effect on the organization. 2.2 Executive Director and management staff apply the elements of an effective performance review process, including standards of performance, self-evaluation, positive interaction between the employee and supervisor, measurable individual goals that are tied to the organization's outcomes, and employee development. 2.3 Executive Director, management staff and Board leadership tailor an effective performance review instrument to meet the organization's needs. 2.4 All organization supervisors conduct performance reviews in a way that ensures employee understanding, gains employee acceptance, and promotes a desire to improve and develop. 3. Employee information and records are kept confidential. 3.1 Executive Director informs all staff regarding employee confidentiality rights. 3.2 Executive Director develops a policy regarding access to employee records. The recruitment and hiring process brings to the organization people who have the skills needed to do the job and who will be compatible with the organization work environment. Best Practices Suggestions for Achieving Best Practices 1. Programs have accurate and clearly written job descriptions that are tied to program outcomes. 1.1 Supervisors draft or update job descriptions that clearly describe the work to be performed and show a link to program outcomes. 2. A recruitment process is in place that attracts people with the appropriate type and level of experience to perform the work. 2.1 Management staff analyze the market for a particular position and design a recruitment and selection process that will attract people who are most likely to be suited for the work and for this agency. The organization makes the most effective, efficient and productive use of human sources through appropriate job assignments. Best Practices Suggestions for Achieving Best Practices 1. Assignments are appropriate to organization and program priorities and the level of expertise, availability, and work style of the individual. 1.1 Executive Director and management staff conduct an analysis of current staffing and assignments, and identify ways to improve productivity taking into consideration potential benefits and drawbacks of making changes. 2. There is appropriate cross-training of staff to increase motivation and productivity. 2.1 Management staff identify where cross-training would be useful and makes it available to staff as possible. Employees understand and promote the organization's mission and strive to contribute to its outcomes. Best Practices Suggestions for Achieving Best Practices 1. Employees are aware of the organization's mission and outcomes and understand the link between their work and the accomplishment of those outcomes. 1.1 Executive Director and Board leadership articulate organization's mission in a way that is motivating to staff and communicate the link between work objectives and the mission. Employees and volunteers receive the information, training and feedback they need for optimal job performance. Best Practices Suggestions for Achieving Best Practices 1. Employees receive orientation to the organization's mission, outcomes, and strategic plan. 1.1 Executive Director and management staff design and implement an orientation presentation that introduces new employees to the organization's mission, values, outcomes, and strategic plan. 2. Training needs of employees and volunteers are identified, as are ways to make that training available. 2.1 Executive Director and management staff design and implement a method for identifying training needs of supervisors, employees and volunteers from various sources of information about their knowledge or job performance. 2.2 Executive Director and management staff analyze a variety of methods of delivering training to employees and volunteers and select the method appropriate to the specific people, situation, and topic. 3. Supervisors understand their supervisory role and have the necessary skills to manage other employees. 3.1 Executive Director and management staff ensure that all supervisors receive ongoing supervisory training so they have the necessary tools to manage other employees. 4. Employees and volunteers receive individualized coaching regarding his/her job duties. 4.1 All supervisors recognize own communication style and how that style impacts and interacts with the communication styles of others. 4.2 All supervisors apply coaching skills appropriately to match the individual needs of each person whose work s/he supervises. 4.3 All supervisors use communication skills necessary for effective coaching: active listening, questioning, assertive communication and goal setting. The organization supports healthy, productive relationships among all employees, volunteers and Board members. Best Practices Suggestions for Achieving Best Practices 1. A conflict resolution policy and system for resolving conflicts among employees, volunteers and Board members is in place. 1.1 Executive Director and Board leadership analyze and improve policies and procedures for handling grievances and conflicts among employees, volunteers, and Board members. 2. Supervisors receive training regarding the mediation of conflicts among employees and volunteers who report to them. 2.1 Everyone develop understanding of perceptions of and reactions to conflict and the impact of unresolved conflict on an organization's productivity. Everyone understand their own personal role and responsibility to resolve conflicts in as productive and professional a manner as possible. 2.2 All supervisors learn to diagnose workplace conflicts early and determine whether to intervene and the type of intervention appropriate to the problem: individual meeting, mediation, small group problem solving, or systems analysis. 2.3 All employees and Board members use communication and problem solving skills necessary for conflict resolution: neutrality, active listening, assertiveness, analysis of factors leading to conflict, negotiation of solutions. 2.4 All supervisors apply steps of conflict resolution policy when necessary. Effective communication systems and practices are used throughout the organization. Best Practices Suggestions for Achieving Best Practices 1. There is a system for communicating organization information to employees and volunteers. 1.1 Executive Director and management staff analyze and improve current communication system for conveying to employees and volunteers information about changes in policies, procedures, requirements, and job duties that affect their work. Employee job satisfaction is high and employee turnover is relatively low. Best Practices Suggestions for Achieving Best Practices 1. Employee turnover rate in comparison to similar agencies is monitored. 1.1 Executive Director or HR staff calculate employee turnover rate and compare with similar agencies. 2. Exit interviews are conducted to assess trends in reasons for leaving. 2.1 Executive Director or HR staff design exit interview procedures 3. There is a high level of employee satisfaction and retention. 3.1 Executive Director or HR staff work to determine areas for improvement in personnel policies, compensation strategies and employee satisfaction to achieve optimal employee retention rates. Back Back to top Next