Checklist of Human Resource Management Indicators for Nonprofit Organizations

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    Checklist of Human Resource Management
    Indicators for Nonprofit Organizations

    (certain sections of the following may be specific to the U.S.)

    Edited by Carter McNamara, MBA, PhD

    (Be sure to read How to Use this Tool and Disclaimers before using information in this document.)

    Also consider
    Related Library Topics

    General Human Resources (see Volunteer HR Management below).

    Rating
    *    		 Indicator Met Needs
    Work    		 N/A

    E

    		 1. The organization has a written personnel handbook/policy that is regularly reviewed and updated: a) to describe the recruitment, hiring, termination and standard work rules for all staff; b) to maintain compliance with government regulations including Fair Labor Standards Act, Equal Employment Opportunity Act, Americans with Disabilities Act, Occupational Health and Safety Act, Family Leave Act, Affirmative Action Plan (if required), etc.

    R

    		 2. The organization follows nondiscriminatory hiring practices.

    R

    		 3. The organization provides a copy of or access to the written personnel policy to all members of the board, the Executive Director and all staff members. All staff members acknowledge in writing that they have read and have access to the personnel handbook/policies.

    R

    		 4. The organization has job descriptions including qualifications, duties, reporting relationships and key indicators.

    R

    		 5. The organization’s Board of Directors conducts an annual review/evaluation of its Executive Director in relationship to a previously determined set of expectations.

    R

    		 6. The Executive Director’s salary is set by the Board of Directors in a reasonable process and is in compliance with the organization’s compensation plan.

    R

    		 7. The organization requires employee performance appraisals to be conducted and documented at least annually.

    A

    		 8. The organization has a compensation plan, and a periodic review of salary ranges and benefits is conducted.

    A

    		 9. The organization has a timely process for filling vacant positions to prevent an interruption of program services or disruption to organization operations.

    A

    		 10. The organization has a process for reviewing and responding to ideas, suggestions, comments and perceptions from all staff members.

    A

    		 11. The organization provides opportunities for employees’ professional development and training with their job skill area and also in such areas as cultural sensitivity and personal development.

    A

    		 12. The organization maintains contemporaneous records documenting staff time in program allocations.
    Indicators ratings: E=essential; R=recommended; A=additional to strengthen organizational activities

    Volunteer HR Management

    Rating
    *    		 Indicator Met Needs
    Work    		 N/A

    E

    		 13. The organization has a clearly defined purpose of the role that volunteers have within the organization.

    E

    		 14. Job descriptions exist for all volunteer positions in the organization.

    R

    		 15. The organization has a well-defined and communicated volunteer management plan that includes a recruitment policy, description of all volunteer jobs, an application and interview process, possible stipend and reimbursement policies, statement of which staff has supervisory responsibilities over what volunteers, and any other volunteer personnel policy information.

    E

    		 16. The organization follows a recruitment policy that does not discriminate, but respects, encourages and represents the diversity of the community.

    E

    		 17. The organization provides appropriate training and orientation to the agency to assist the volunteer in the performance of their volunteer activities. Volunteers are offered training with staff in such areas as cultural sensitivity.

    R

    		 18. The organization is respectful of the volunteer’s abilities and time commitment and has various job duties to meet these needs. Jobs should not be given to volunteers simply because the jobs are considered inferior for paid staff.

    R

    		 19. The organization does volunteer performance appraisals periodically and communicates to the volunteers how well they are doing, or where additional attention is needed. At the same time, volunteers are requested to review and evaluate their involvement in the organization and the people they work
    with and suggest areas for improvement.

    R

    		 20. The organization does some type of volunteer recognition or commendation periodically and staff continuously demonstrates their appreciation towards the volunteers and their efforts.

    A

    		 21. The organization has a process for reviewing and responding to ideas, suggestions, comments and perceptions from volunteers.

    A

    		 22. The organization provides opportunities for program participants to volunteer.

    A

    		 23. The organization maintains contemporaneous records documenting volunteer time in program allocations. Financial records can be maintained for the volunteer time spent on programs and recorded as in-kind contributions.
    Indicators ratings: E=essential; R=recommended; A=additional to strengthen organizational activities

    This information may be copied. Please cite credit to the Greater Twin Cities United Way.

    For the Category of Organizational Development:

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