The IO Foundation
Search
⌃K
Links
Comment on page
📓

🚧 Human Resources

​ShortURL | Playbook | Assistant
​
NOTICE
This documentation page is under construction. Should you want to be notified once it's published, let us know.
​
This Handbook responds to the following Policies:
  • ​
​

TO MIGRATE

Introduction

Definitions

This document employs terms related to the DCDR Advocacy that can be found in the TIOF terminology.
For a structure of The IO Foundation, please visit
Back to top

About this document

This document sets out the position maintained by TIOF in matters of Anti-corruption and Anti-bribery that you will need to be aware of while being a Member for TIOF. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Coordinator.
Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.
This document complements TIOF's Code of Conduct​
This document does not form part of any Engagement Document and we may amend it at any time.
Back to top

Scope

This document directly applies to:
This document indirectly applies to:
The policies and/or procedures set out in this document apply to all TIOF Members unless otherwise indicated. They therefore apply to Directors, Advisers, Counselors, Staff, Volunteers and Interns; this is irrespective of their part-time, fixed-term or casual status. They equally apply to all Contributors and will be used as part of the selection criteria when engaging with them.
This document applies within all TIOF spaces, including (although not limited to) management activities, project contributions or events, and also applies when an individual is officially representing the broader community in public spaces. Examples of representing our community include (although not limited to) using an official e-mail address, posting via an official social media account or acting as an appointed representative at an event (online or offline).
Back to top

Handbook

When a submission/change is made on Qpage, a notification is sent to Slack to the corresponding #XXX-HR-Provisioning channel. Notifications will also reach the people involved in the position (their own personal email).
Member Provisioning Stages Sourcing When: When we open a position and go through all the existing leads to offer it to them. Team: Notification (?) Applicant: You have been selected for a new position + Basic Info
Applied When: When a new applicant applies for an open position. Team: Notification Applicant: Thx + Basic Info
Screening When: A candidate made first cut. Team: Applicant: Informed + extra info
Interview When: Team: Applicant:
Offer When: Team: Applicant:
Hired When: Team: Applicant:
​
​

Lifecycle

Steps

​
​
​
​
​
​
​

Engagement types

Full-time

Part-time

Indefinite

Fixed-term

Casual status

Stages

​

Sourcing

​

Applied

​

Screening

Objective: Candidate evaluation
Day:

Rating

Value
Criteria
Implication
Not even close
Reject
Not suitable candidate
Reject
Not too suitable
Reject or Accept
Suitable candidate
Accept
Total fit
Accept
​

Interview

Selection of options based on Booking link.
Day: Monday
Rationale: Allows new candidate to be onboarded the following Friday.
​

Offer

​
​

Hired

​
​
​
​
​
​

Onboarding

Day: Friday (Last day of the week)
Rationale: Allows the new candidate to get ready during the weekend.
​
​

On Probation

​

Full Member

​
​

On Leave

​
​

Suspended

​
​

Dismissed

​
​

Offboarding

Day: Friday (Last day of the week)
Rationale: Closes down the relationship with the Member and turn page during the weekend.
​
​

Banned

​
​
​

Grievance Procedures

Check the source documents.
​
​
​
​

Disciplinary Procedures

Check the source documents.
​
​
​
​
​
​
​
​
​