6. Employing and managing people
6.1 Working in the voluntary sector
The voluntary sector in the UK is complex and dynamic, ever changing to meet the needs of society and growing at a significant rate as an employer and provider of services. It’s an exciting and demanding environment and the individuals who work within it, whether paid and unpaid, know that they can have a real impact on the world and the lives of the people their organisations exits to help.
Working in the voluntary sector
Gweithio yn y sector gwirfoddol
6.2 Employing staff for the first
Your organisation becomes an employer as soon as the organisation recruits for paid staff. Whilst the organisation is not expected to be expert in all the associated legal responsibilities, it is required to keep up to date with changes and ensure it accesses expertise and advice when necessary.
Employing staff for the first time
Cyflogi staff am y tro cyntaf
6.3 Drawing up a job specification
A vacancy presents an opportunity to consider restructuring, or to reassess the requirements of the job. This assessment is valid whether it is to fill an existing job or a new one. Writing a good job description or job specification helps in the process of analysing the needs of the job.
Drawing up a job specification
Llunio manyleb swydd
6.4 Advertising your vacancy
The search for suitable candidates and the process of marketing needs to be undertaken carefully so as to ensure the best response at the least cost. The object is to get a good selection of good quality candidates.
Advertising your vacancy
Hysbysebu eich swydd
6.5 Selecting your candidate
There area variety of methods available to help in the selection process – including interviews, tests, assessment centres, role plays and team exercises, to name a few. Usually a range of methods will be used by the organisation depending on the type of job to be filled, the skills of the recruiter and the budget for recruitment.
Selecting your candidate
Dewis eich ymgeisydd
6.6 Producing a written statement
You are required, under The Employment Rights Act 1996, to provide employees, within two months of their start of employment, with a written statement summarizing the main particulars of employment. This is evidence of the contract of employment, a legally binding agreement between the employer and employee formed when the employee agrees to work for the employer in return for pay. The law requires that certain key information must be included in the written statement.
Producing a written statement
Cynhyrchu datganiad ysgrifenedig
6.7 Induction, training and development
It is easy to forget that the selection process is only the beginning of the employment relationship and the future of that relationship depends to a considerable extent on how the new employee is settled into the job. By planning an induction programme, in consultation with trade union or other employee representatives if available, the organisation can quickly build on the positive attitude of the successful candidate. A good induction programme makes business sense, whatever the size of the organisation and whatever the job.
Induction, training and development
Sefydlu, hyfforddi a datblygu
6.8 Supervision and appraisal
Effective supervision and appraisal are fundamental to the delivery of quality services. The benefits that the right support can bring are manifest, from raised morale and standards of work, to improved internal communications and working environments and a greater sense of cohesion and teamwork.
Supervision and appraisal
Arolygu a gwerthuso
Employers need to have good policies and procedures in place to guide managers in the way in which they deal with problems in the workplace and to ensure that all employees are treated equally. Policies and procedures will need to be based around the legal framework. UK legislation gives protection to employees, so an organisation must act fairly and in accordance with good management practice.
Everyone has the right to be treated with dignity and respect at work. Bullying and harassment of any kind are in no one’s interest and should not be tolerated in the workplace.
Aflonyddu yn y gwaith
6.11 Redundancy policy
Changes in the demand for services, levels of funding, and/or the need for change because of technological or organisational developments may lead to a requirement in the reduction in staffing levels within an organisation. Employers considering dismissing employees on the grounds of redundancy should, as a minimum, follow the standard dismissal procedure.
6.12 Health and safety policy
Your health and safety policy statement is the starting point to managing health and safety in the workplace and sets out how you manage health and safety in your organisation. It is a unique document that shows who does what and when and how they do it.
Health and safety policy
Polisi iechyd a diogelwch
6.13 Sickness policy
Organisations should ensure that they have appropriate systems in place to manage staff absence. Unexpected absences affect productivity and, if they become a regular occurrence, are likey to lower morale and motivation. A sickness policy and procedure should set out clearly how you deal with, and monitor sickness.
6.14 Family friendly policies
Organisations should be committed to equality of opportunity in employment and fostering an environment in which employees can balance work and family life. It is important that staff are made aware of the various family friendly policies and such a policy will provide staff with all the appropriate information and sets outs the procedure, which must be followed.
Family friendly policies
Polisiau sy'n ystyriol o deuluoedd
6.14.1 Maternity policy
Organisations should have a policy setting out a pregnant employee’s rights to maternity leave and maternity pay, which takes into account minimum statutory entitlements as well as arrangements during and after pregnancy. An employer must not subject an employee to a disadvantage or dismiss her for a reason relating to her pregnancy.
6.14.2 Paternity policy
Organisations should have a policy setting out an employee’s rights to paternity leave and paternity pay, which takes into account minimum statutory entitlements. An employer must not subject an employee to a disadvantage or dismiss him or her for taking, or seeking to take, paternity leave.
6.14.3 Adoption policy
Organisations should have a policy setting out an employee’s rights to adoption leave and adoption pay, which takes into account minimum statutory entitlements. An employer must not subject an employee to a disadvantage or dismiss him or her for taking, or seeking to take, adoption leave.
6.14.4 Right to request flexible working
Organisations should have a policy setting out an employee’s rights to flexible working, which takes into account minimum statutory entitlements.
Right to request flexible working
Yr hawl i ofyn am bolisi gweithio hyblyg
6.15 Equal opportunities policy
Employees have a right to be treated fairly and considerately, which is supported by law. Organisations therefore should be committed to taking positive steps to promote and sustain equal opportunities amongst its trustees, staff and volunteers. An equal opportunities policy should state the organisation’s values on equality and diversity (fairness) and how it will be put in to practice.
Equal opportunities policy
Polisi cyfle cyfartal
6.16 Whistleblowing policy
Whistleblowing occurs when a worker raises concern about dangerous or illegal activity that they are aware of through their work, which affects others. In general, workers should be able to make disclosures about wrongdoing to their employer, so that problems can be identified and resolved quickly within organisations, without fear of reprisal. A clear policy for raising concerns will help to reduce the risk of concerns being manhandles and to ensure that workers will not experiencer adverse repercussions for raising cases with their employers.
6.17 Retirement policy
The introduction of the Employment Equalities (Age) Regulations 2006 introduced new requirements to retirement procedures, enabling a constructive dialogue between employees who want to continue working after retirement, and their employers. The regulations state that an employer cannot retire employees below default retirement age of 65, unless it can be objectively justified. The regulations also allow the employees a right to request to work beyond retirement and the employer has a duty to give consideration to all such requests. However, there is no obligation upon the employer to agree to such requests.
6.18 Disciplinary policy
To ensure that everyone is treated fairly it is important to have a set of guidelines and procedures to follow in order to deal effectively with performance and conduct issues. When dismissing or taking disciplinary action against an employee, employers must follow the statutory minimum procedure contained in the Employment Act 2-002.
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