📓🚧 Human Resources
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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
The IO Foundation's Organizational Chart
The IO Foundation's Organizational Nomenclature
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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.
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Scope
This document directly applies to:
All TIOF Members
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).
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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.
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