S1 - Preamble
S2 - Partnerships
S3 - Governance
S4 - Organizational Integrity
S5 - Finances
S6 - Fundrainsing & Communications to the Public
S7 - Management Practices & Human Ressources
S8 - Acheiving Compliance
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Summary
Management Practices & Human Ressources
S 7.2
Raison d'être
Indicators of Compliance
Ethical Questions to ask
Examples of good ethical practice
Examples of poor practice
  1. Provide employees and volunteers with job descriptions or duties that detail the Organization’s expectations.

Why
Why

Employees and volunteers need to be clear about expectations concerning the extent of the job, the output envisioned, and workload management. All parties will benefit from a clear understanding of the distinctions between what work is to be done by paid staff and what is to be done by volunteers. In addition, well-defined lines of accountability and authority between staff and volunteers are essential.

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Indicators of Compliance
Indicators of Compliance
  • Written job descriptions are prepared for each position. 
  • Each employee and volunteer has read and understood his or her job description.
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Ethical Questions to ask
Ethical Questions to ask
  • Is the workload outlined in the job description reasonable?
  • Does the individual have the necessary skills and support to be able to do the job?
  • Do internal systems exist for staff to appeal unrealistic work expectations, and do these systems ensure fairness?
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Examples of good ethical practice
Examples of good ethical practice
  • Updating job descriptions on a yearly basis.
  • Providing all individuals with the support they need to fulfill their job duties.
  • Ensuring that each individual has a reasonable workload.
  • Including cross-organizational goals such as gender equality as part of job duties, and assessing progress during performance review.
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Examples of poor practice
Examples of poor practice
  • Putting so many tasks into a job description that it would be impossible for one person to complete them. 
  • Holding a person accountable for tasks not in his or her job description.