គំរូ ច្បាប់គ្រប់គ្រងធនធានមនុស្សក្នុងក្រុមហ៊ុន

Schoolhouse Playcare Centres of Durham ensures the recruitment, assessment  and selection processes are equitable and consistent with respect to hiring qualified individuals for all positions within the organization.

 

1.1       RECRUITMENT

If there are vacant positions within the organization, they will be advertised using internal and external job postings to fill the positions. Job postings will be created using existing job descriptions where possible.

 

Internal job postings will identify the position to be filled, the qualifications required, the location of the position, any relevant dates related to the job posting including the date the job posting is first posted and the closing date, the application process and other information that may be needed to fulfill the recruitment process. Internal job postings will be distributed to each location within the organization.

 

External job postings will be used to recruit new staff for the organization if vacant positions exist.  External job postings may appear in newspapers, college bulletins and other advertising.

 

1.2       DEFINITION OF EMPLOYEE

There are different categories of employees within the organization which are defined as follows:

• Full Time describes an employee who regularly works a full shift of eight (8) hours per day.
• Part Time describes an employee who works less than a full shift of eight (8) hours per day.
• Permanent describes an employee who has been hired for an indeterminate amount of time.  A permanent employee may be either full-time or part-time.

 

• Contract describes an employee who has been hired for a specific time period.  A contract employee may be either full-time or part-time.
• Occasional describes an employee who is hired on an on-call basis, with no commitment to ongoing, continuous employment.

·         Twelve (12) month employee describes an employee who is scheduled to work for the full year (12 months), not including the employee’s vacation time.

• Ten (10) month employee describes an employee whose work schedule is consistent with the school calendar (10 months), but is not guaranteed work during school breaks (i.e. December Break, March Break, Summer Break), although work may be available during these times.

 

1.3          HIRING FAMILY MEMBERS OF STAFF

__________will hire family members of staff if that person meets the necessary qualifications and criteria for the position and has followed the same application procedures as other candidates.  However, in recognition of any possible conflict of interest, the selection and interview process of that candidate will not be conducted by the employee to whom the candidate is related. 

 

1.4       SELECTION PROCESS

The selection process to fill a vacant position involves the following steps:

• reviewing and screening résumés based on the criteria listed in the job posting
• identifying suitable candidates to be interviewed
• conducting the interview
• assessing candidates according to the criteria of the job posting, job description and fit within the organization
• short listing potential candidates
• conducting reference checks, and
• selecting the most suitable candidate.

 

The selection process will involve an interview team that will consist of at least one (1) management staff member. If there is a vacant management position, the interview team will include the Executive Director or their designate.

 

Members of the interview team will rate all responses given by the candidate during the interview. Notes taken during the interview shall accurately reflect the actual responses made by the candidate. They should not be an interpretation of the candidate’s intended meaning. All interview materials will be retained at Head Office for one (1) year following an interview.

 

Reference checks will be conducted as part of the interview process and are an integral part of the selection process.

 

If the selection process identifies more than one (1) qualified candidate for the position and their qualifications are considered relatively equal, preference for filling the position will be given to existing permanent staff over contract or supply staff.

 

 

 

1.5       INTERVIEW BRIEFING

Upon request, all candidates interviewed for the position are entitled to a briefing by a member of the interview team regarding their performance during the interview. The briefing will review the candidate’s strengths and weaknesses related to the position for which s/he interviewed.

 

1.6  GRIEVING THE INTERVIEW PROCESS

A candidate wishing to grieve the interview process should submit a letter identifying their concerns to a member of the selection team. This grievance should be submitted within thirty (30) days of the position being filled. A copy must also be given to the Executive Director. If the matter is not satisfactorily resolved, the candidate can submit a formal grievance to the Executive Director according to Step 3 of the Grievance Policy.

 

1.7       INTERNAL TRANSFERS

 

1.7.1    Request for Transfer

An employee may request to transfer to another position and/or __________at any time.

 

Internal transfers can depend on a number of factors:

• Vacancies within the organization
• Qualifications and experience of the applicant
• The circumstances leading up to the transfer request
• Disruption to programs and other considerations that may affect daily operations.

 

To be considered for a transfer, the employee must submit a Request for Transfer Form to Head Office. After the request is reviewed, the employee will be notified as to whether the transfer will be approved. If the transfer is approved, the employee will be notified of the date when the transfer will take effect.

 

By submitting a Request for Transfer Form, the employee is not guaranteed a transfer. However, the transfer request will serve as notification that the employee wants to work in a different location or position.

 

If the transfer is not granted, the employee is encouraged to apply to job postings that satisfy the employee’s need to work in a different location or position. If the employee’s résumé meets the qualifying criteria outlined in the job posting, s/he will be interviewed. As the interview process will involve interviewing a number of candidates, the employee may not necessarily be the successful candidate.

 

1.7.2    Assigned Transfer

All employees are employed by the organization, Schoolhouse Playcare Centres of Durham. They are not employed by the individual centre where they work.

 

The Executive Director can transfer employees to other locations within the organization. Transfers are sometimes needed to meet the overall needs of the organization.

 

Transfers may be for a single day (or portion thereof), for a short-term temporary basis, or for a long-term permanent basis.  Advance notice will be given where possible when transfers are being made. Although assigned transfers may not be refused, the organization will make every effort to accommodate the employee’s needs. If a centre closes or downsizes, employees will be placed at alternate locations based on seniority.

 

1.8       VOLUNTEERS

Volunteers are important to the organization. They may include students who need to complete community volunteer hours, students seeking to gain practical experience in a child care setting, or others interested in volunteering in their community.  __________works with community colleges, universities, Boards of Education and other community agencies in the placement of volunteers. 

 

All volunteers must be at least fifteen (15) years of age to be considered for a volunteer position.

 

Volunteers must go through an interview process with management staff. The skills and experience of the volunteer candidate will be evaluated during the interview process. After the interview, the interview team will determine if the candidate should be accepted as a volunteer and which location s/he will be assigned.

 

Volunteers will be provided with all the information needed to fully carry out their duties. They will need to complete or obtain certain documents as outlined in Section 2 of this manual. For example, if they are over the age of eighteen (18), they must undergo a Police Background Check including a Vulnerable Sector Screening.