Pre-deployment/commencing assignment documents to be reviewed

with employees by HR

Local staff should present a fit-for-work certificate

International employees should have a briefing

with Staff Health by phone or face-to-face to identify

and arrange for any vaccinations required, and

obtain a fit-for-work certificate before travel

Incoming staff members must have a meeting with

their supervisor to document brief, specific, time-limited objectives

All staff must have an induction to ABC-Aid and

the field programme, either in person or by

phone

Managers must meet individually with each of

their staff to hear feedback, monitor progress against

objectives, and discuss well-being. Document any

concerns raised

Identify/deploy HR staff

Begin the sourcing of people from a variety of

sources/locations concurrently

A list or organogram of people/role requirements will be communicated to management and to HR

HR is responsible for developing, distributing and updating a people

capacity planning spreadsheet

An organogram must be in place and maintained

HR will set policies on R&R, leave, food,

transport and accommodation

Responsibilities for the office and staff housing

must be clarified and documented

ABC-Aid must take steps to regularise our legal

position with the relevant government departments

HR should register ABC-Aid with the national

authorities for employment; pay tax and

social security for all national staff; and explore the requirements for non-

national staff

Core HR data to be entered on HR database

Reconciliations are required between the HR database employee list

(and their pay details) and the employee list being used by Finance/Payroll

for pay purposes

The senior manager should confirm whether

operation meets full legal requirements, and if not

what exceptions there are, and what action is being taken to address them

Work with HR to establish market rates or obtain

country salary tables for national staff

Work with HR to establish: working hours, Rest &

Recuperation (R&R), arrangements for annual leave, public holidays,

expenses, per diems, food, transport and accommodation, consider whether Hard To Work

Allowance is needed; and whether posts to be accompanied or

unaccompanied

Pay all staff by the end of the first full month of

employment, with pay slip

Establish ways of working with existing country team

End of contract dates

Rapid inductions

Code of Conduct briefing

Plan debrief / exit interview, end of

deployment appraisal and end of contract clearance

forms

Establish who has existing programme

knowledge/resources