An Introduction to the HR Management Standards for Nonprofits

Module 3Managing People & Their Work

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 Work2. Getting the Right People

1. HR Management Standards

Learning Objectives

• Understand how managing people and their work contribute to your organization’s success in achieving your mission

• Know the key elements of Standard Area 3• Be aware of resources that can assist you in

implementing this standard• Be able to identify next steps you must take

to achieve this standard

Managing People & Their Work

According to Conference Board of Canada, 58% of Canadian employees are open to moving to

other orgs!

Are you prepared for the inevitable staff turnover?

Discuss with your neighbor your biggest concern.

HR Toolkit Resources – Module 3

NOTEThrough Toolkit called Managing People & Their Work on left hand menu many resources under

Keeping the Right People

Let’s take a look at the section!Please follow along as we go through this

module – there is oodles of info.

Standard Area 3

3.1 – All new employees are oriented to the position and to the organization.

3.2 – Managers and supervisors with the responsibility for managing the efforts of others are provided with appropriate learning opportunities to develop their supervisory skills.

Standard Area 3

3.3 – All employees have work plan/performance objectives that identify the tasks/activities and expected results for future performance.

3.4 – The performance of each employee is fairly assessed, at least annually, at the end of the work plan or performance period.

Standard Area 3

3.5 – The organization has methods to address employee performance issues or concerns.

3.6 – the organization provides competitive compensation to employees.

Standard 3.1

All new employees are oriented to the position and to the

organization.A process of introducing to org,

mission, activities, programs, and job.

What is the purpose?Linked to standard 2.2, 2.3 and 2.4.

3.1 Activity

Find the Orientation Checklist online

How does your org compare?What are some creative ways to add capacity

to orient new employees?

Standard 3.2

Managers and supervisors with the responsibility for managing the efforts of others are provided with

appropriate learning opportunities to develop their supervisory skills.

• Clearly define the role• Ensuring supervisors have competencies

• Manage both people and process

Supervisory Competencies?

Competency = characteristics of superior performersSkills, attitude, knowledge = behavior

In groups of 4 brainstorm your question:• What people skills do supervisors need?• What process skills do supervisors need?

People responsibilities include…

• Developing work team and individual employee skills and capabilities

• Motivating employees• Delegating work ownership and providing feedback• Conducting formal performance reviews• Carrying out disciplinary activity

Process responsibilities include…

• Work unit planning• Budgeting• Scheduling• Task/work assignment• Work implementation and problem solving• Evaluating results

Standard 3.3

All employees have work plan/performance objectives that identify the tasks/activities and expected results

for future performance.

Closely linked to 3.3

SMART Performance Objectives

Specific – is clear about what is to be doneMeasureable – how much? How many?

Attainable – a reasonable path + good oddsRealistic – needs should match skill level

Time-Bound – how long? How often?

Do you use SMART goals with your employees?Homework – using the template, create a work plan

Standard 3.4

The performance of each employee is fairly assessed, at least annually, at the end of the work plan or

performance period.Plan, Monitor, Review

With a partner, review the performance management cycle, effective management systems,

and discuss the biggest challenges in your non-profit

HR Toolkit Resources

Got to HR Toolkit, then Keeping the Right people (left menu),

then Performance Management (left menu).

http://hrcouncil.ca/hr-toolkit/keeping-people-performance-management.cfm

Standard 3.5

The organization has methods to address employee performance

issues or concerns

Links to 1.2, 3.4 and 5.1

HR Toolkit Resources

Got to HR Toolkit, then Keeping the Right People (left menu),

then Discipline (left menu)Then Employment Termination (left menu)

http://hrcouncil.ca/hr-toolkit/keeping-people-discipline.cfmhttp://hrcouncil.ca/hr-toolkit/keeping-people-

termination.cfm

In Small Groups…

Take one of these topics…• Verbal reprimand• Written reprimand• Letter of suspension• Termination meeting

Prepare the notes/document to meet with a employee (using a specific example)

Standard 3.6

The organization provides competitive compensation to

employees.

Total CompensationDirect financial compensation

Indirect financial compensationNon-financial compensation

Activity

Lisa will assign a topic, you will present on it:• Job evaluations• Pay increases• Salary surveys• Statutory benefits• Employee benefits

Show at least one Hrcounci.ca resource

Compensation Strategy

• Helps create the culture• Impacted by Internal and external equity• Often determines your competitiveness in

attracting and retaining• Linked to local economic conditions• Volume of employees and• Legislation/union issues

Job Evaluation

• process of ranking jobs within an org• skill level, competencies, tasks and

responsibilities/authority of role• roles grouped by similar field – job family• then junior to senior levels identified

Pay Increases

As a result of:• Annual cost of living increases• Market adjustments following a

compensation review against pre-established criteria

• Promotional increase• Merit increase• Bonus pay

Salary Surveys

• Compares apples to apples• Validity• Usability• Looks at all the numbers• Considers the total compensation package

http://hrcouncil.ca/hr-toolkit/compensation-salary.cfm#_secA3

Online Session Evaluation

Please take a few minutes to complete the session evaluation before leaving:

http://survey.constantcontact.com/survey/a07e7uw39wphja1notu/start

Statutory Benefits

• Employment insurance• Canada pension plans• Statutory obligations

– Minimum wage– Vacations and Holiday leave– Maternity and paternity; adoption and paternal– Emergency/sick/compassionate and bereavement– grievance – termination

Employee Benefits

• Group insurance• Disability income protection• Retirement benefits• Daycare• Tuition reimbursement• Sick leave• Vacation (paid and non-paid)• Education funding• Flex/alternate work arrangements

Homework

1. Take a breath2. Pick a priority3. Create a plan

Session Evaluation

Please complete it…

http://survey.constantcontact.com/survey/a07e7uw39wphja1notu/start

Questions?

Next session: Jan 8, 2014 (storm date Jan. 15)

Cancellation policy– If any school boards cancel, we are cancelled– If anything else causes a need to cancel, check

your email before you leave home