HUMAN RESOURCES POLICIES AND PROCEDURES 2015/16

HUMAN RESOURCES

POLICIES AND PROCEDURES

2015/16

These Policies and Procedures take account of the laws prevailing in all the GL

countries of operation. Should there be a contradiction between the Policies and

Procedures and national laws, the later shall take precedence except where, in the

interest of fairness, policies have been standardised across countries.

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All GL Staff are bound by GL Policies and Procedures, including the Anti-Corruption

Policy that forms part of Finance and Administration Policies and Procedures,

through their staff contracts.

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CONTENTS

Page

Introduction to the Policy Manual

GL Organisational Chart

I.

Selection, Recruitment, Induction

II.

Gender and Diversity

III.

Performance and Remuneration

IV.

Staff Development, learning and growth

V.

Leave, overtime, flexitime

VI.

Work place discipline, ethics and harmony

VII.

Well Being

VIII. HIV and AIDS

IX.

Green Office

X.

Staff Movements

XI.

Disability

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17

20

24

26

32

38

41

44

50

53

Annex

Annex

Annex

Annex

Annex

55

74

76

77

78

A

B

C

D

E

GL Routines and Standards

Management responsibilities

GL Staff PA Weightings 2014

Leave days due to staff in different countries

Maximum penalty guideline chart

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ABBREVIATIONS

AGM - Annual General Meeting

BCEA - Basic Condition of Employment Act

CM - Country Manager

CO - Country Offices

CPA - Country Programme Assistant

CPO - Country Programme Officer

DSA - Daily Subsistence Allowance

EC - Executive Committee

ED - Executive Director

EEA - Employment Equity Act

EEP - Employment Equity Plan

FO - Finance Officer

GL - Gender Links

GLS - GL Services Manager

GMDC - Gender and Media Diversity Centre

GEM - Gender in Media

HRA - Human Resource and Administrations Manager

HOCS - Head of Corporate Services

IA - Internal Auditors

IATI- International Aid Transparency Initiative

ITO - Information Technology Officer

LRA - Labour Relations Act

MOU - Memorandum of Understanding

MOV - Means of verification

PAS - Performance Agreements

PAYE - Pay As You Earn

PBO - Public Benefit Organisation

PO - Procurement Officer

POA - Plan of Action

PMS - Performance Management System

SADC - Southern African Development Community

SGDI - SADC Gender Development Index

SWOT - Strengths, Weakness, Opportunities and Threats

TCOE - Total Cost of Employee

TOR- Terms of Reference

UIF - Unemployment Insurance Fund

VAT - Value Added Tax

VFM - Value for Money

VRC - Virtual Resource Centre

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VISION 2020

In a vision exercise at the 2010 Board Meeting Board and staff

members wrote down where they would like GL to be ten years

from now. The following summarises the responses:

? An independent, strong, vibrant, principled selfsustaining organisation guiding Southern Africa to a free,

democratic region based on equity for all.

? A leading African NGO and globally renowned centre of

excellence on gender mainstreaming and the

empowerment of women for development.

? An organisation that is represented in all the countries of

Southern Africa and reaches out to all the corners and

villages where the majority of women are found.

? A champion of justice internally and externally.

? An organisation with deeper roots, so that our foundation shall stay solid and

carry us into the next twenty years with the strength to weather any external or

internal storm.

? An organisation with two wings: one not for profit and the other generating

revenue to help sustain the organisation.

? Pioneering change and venturing into new areas, such as a TV station owned by

and for women.

? A voice of the voiceless, especially women who constitute the majority of those

globally who are denied a voice.

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