ACTED HUMAN RESSOURCES. I. HR Team II. Ethics III. HR Policy IV. HR Benefits V. FAQ.

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Transcript of ACTED HUMAN RESSOURCES. I. HR Team II. Ethics III. HR Policy IV. HR Benefits V. FAQ.

  • ACTED HUMAN RESSOURCES

  • HR Team II. Ethics III. HR Policy

    HR Benefits

    V. FAQ

  • I. HR TEAM IN HQMarie-Pierre CALEY : General DelegateResponsible for general overview of the department

    Charlotte de DINECHIN:HR Manager

    RECRUITMENT

    Sophie BRIVADY:

    Recruitment Officer

    Fanny VAILLANT:

    Recruitment Officer

    Margaux DE TAPOL

    Recruitment & HR Officer

    ADMINISTRATION

    Laura JOUBE: Staff Admi Officerreporting follow up,vacation, contracts, legal issues

    TRAINING

    Gaetane WICQUART: Training Officer In charge of training (expatriates HQ)

  • HR ORGANIGRAM- Plain line: hierachical relations- Dot line: Functional relations

  • II. ETHICS

    Principles and values

    2. Compliance and Ethics

    3. Behaviour

  • II. ETHICS

    PRINCIPLES AND VALUES Non-profit organisationIndependence: no political or religious viewsNeutrality Non-discrimination regarding gender, nationality, age... Transparency in implementing work processes to be the most compliant

  • II. ETHICS

    2. COMPLIANCE AND ETHICS

    Compliance with national labour laws (Public holidays, National celebrations...)

    Equal employment opportunities (HQ/field) regarding our non discrimination principle

    Anti-harassment policy / action can be taken either for victims or witnesses ([email protected])

    Discretion policy (confidential information)

  • 3. BEHAVIOUR

    Drugs and alcohol policy

    Standards of behaviour to be respected depending on the country of intervention

    No employment of relatives

    Conflict of interest and corruption

    II. ETHICS

  • III. HR POLICY1. Contracts

    2. Holidays

    3. R&R

    4. Salary grid

    5. HR individual follow up

  • III. HR POLICY1. CONTRACTS

    French law

    Intern status limited to 6 months about 2/3 recruited on salaried status after 6 months represents 20 % of the recruitments (salaried positions)

    CDD : Contrat Dure Dtermine : fixed-term contract (80%) 6 months or depending on the project junior, middle and senior management positions

    CDI : Contrat Dure Indtermine : open-end contract senior and top management positions

  • III. HR POLICY2. HOLIDAYS FOR INTERNATIONAL STAFF

    216 worked days a year regarding the french labour law

    25 paid leaves a year (2.08 days per month from the french labour law)

    the number of extra days may vary depending on the number of public holidays,

    Possibility of unpaid leave, upon CDs and HRDs approval

  • III. HR POLICY3. R&R

    Rest and Recuperation : is a principle not a benefit, if not taken=lost

    Compulsory each 3 months on the field (5 working days)

    8 areas : Darfur Sudan, South Sudan (except Juba), Eastern Chad, Afghanistan, Pakistan (except Islamabad), Iraq, Libya, Yemen

    Cannot be gathered with 6 months break back home

    ACTED will take care of your flight ticket up to 500$ + 200$ per diem

  • III. HR POLICY: Holidays

    Peter, Watsan PM, Myanmar (no R&R)

    365 days a year216 worked days104 week end days25 paid leave days15 public holidays

    = 5 extra days

    Charlotte, CFM,Pakistan (R&R)

    365 days a year216 worked days104 week end days25 paid leave days10 public holidays10 R&R days

    = 0 extra days

  • III. HR POLICY4. SALARY GRID: GRADES

    a) Top Management (Grade 1) - Global or regional responsibilities (HQD and RD)- Cadres status- Min. 3 to 5 years assignment / open-ended contracts

    b) Upper Management (Grade 2a and 2b)- Global national responsibilities (CD) - Cadres status- Min. 1 to 3 years / open ended contract

    c) Upper Middle Management (Grade 3)- Specific national responsibilities, either support or programme (Senior CFM, CRM, CLM, AC, AMEU Managers, senior programme coordinators) - Cadres status- Min. 6 months

    d) Middle Management (Grade 4)- PM, Reporting and AME Officers, log- Min. 6 months unless specific project period

  • III. HR POLICY5. HR INDIVIDUAL FOLLOW UP

    Appraisal 2 per contract: mid time period + at the end of the mission (depending on the length of the contract)Through an interview with the N+1 (manager)A written formal document including both parties comments and signatures (internal document provided by HQ)The main element of any internal mobility process and salary increase

    Internal mobility (horizontal, vertical and geographical)

    End of missionDebrief meeting in Paris with HR team.Written handover before leaving the missionExit form to be signed

  • IV BENEFITS

    1. Living allowance

    2. Housing allowance

    3. Luggage

    4. Accompanied positions

    5. Health

    6. Social benefits

  • IV BENEFITSLIVING ALLOWANCE

    - For Grade 1 and 2 : 500 USD / month

    - For Grade 3, 4 and interns: 300 USD / month

    - For Regional staff : 400 USD provided (more than 7 days per month outside their country of residence)

    - + Food provided by ACTED in guest houses or food allowance

  • IV BENEFITS2. HOUSING ALLOWANCE

    - Min. 1 year contract, based in a calm security area

    - Salaried staff based in the capital for sensitive country

    - CD upon request from HQ for risk areas

    - It is paid upon provision of a copy of the lease agreement / shall not exceed 50% of the average cost of accommodation for the area

  • IV BENEFITSLUGGAGE

    Salaried staff (single) and interns with less than 1 year contract : 50 KG

    Salaried staff (single) with at least one year contract : 100 KG

    Salaried staff (couple/family) with at least one year contract : 200 KG

    Sending extra luggage will be organized directly by the HQ. Prior agreement to be obtained from HQ

  • IV BENEFITS4. ACCOMPANIED POSITIONS

    A contract of at least 1 year

    To be posted in any office of a calm security area

    To be posted in the capital office of a sensitive security country (will include insurance / one flight per year for all family, extra luggage allowance)

  • IV BENEFITS5. HEALTH

    Salaried Staff

    French Social Security(CFE)+Complementary health insurance(Mobility Saint Honor)

    + Repatriation assistance(SOS International)

    Interns

    Health insurance:Basic + complementary(Mobility Saint Honor)

    +

    Repatriation assistance(SOS International)

  • IV BENEFITSMobility Saint Honor:

    Send the original receipts directly to MSH (not to CFE)

    Can cover hospital charges of the expatriate when necessary (call MSH or ACTED HQ first)

    Will cover you from the 1st day of your contract until the last day of the last month of contract

  • IV BENEFITSInternational SOS :

    Not an insurance policy but assistance

    In case of accident or severe health problem, call the SOS emergency number directly : they will decide if repatriation is required in collaboration with the medical center on the field or contact emergency mobile phone 06 31 44 51 76 (Portable scu)

    Then ACTED HQ inform family

  • IV BENEFITS

    6. SOCIAL BENEFITS

    CFE (salaried staff only)SicknessMaternityDisabilityWork Accident

    Mobility Saint HonorMedical CoverageWelfare

  • SICK LEAVEACTED will provide you with all medical coverage during the lenght of your contract (French social security and health complementary)

    In case of sick leave every international staff will have to provide HQ with medical certificate

  • IV. Frequently asked questionsWill ACTED pay for my income tax ?

    What is the difference between gross / net ?

    Who will take care of my healthcare reimbursements ?

    Am I reimboursed for the malaria treatments before and during my mission?

    Can I gather R&R with paid leaves?

    Who should I speak to regarding HR matters?

  • Thank you for your attention!