The employment cycle

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1. Recruitment

Vacancy

Consider whether you need to recruit another person before proceeding further. You may be able to reallocate work or make other changes that are more effective than simply recruiting someone new. Someone already employed by you may be interested in changing their role

If you still need to recruit after this process, agree on the job description and person specification, terms and conditions (including salary, days/hours of work) and decide where to advertise based on the type of role.

Recruitment

Advertise internally first and then externally - use different media formats such as newspapers or online publishing - to make sure that you reach the widest possible and most appropriate audience for your vacancy.

Selection process

Select candidates for interview strictly by comparing their application with your job criteria and person specification. Make notes about your reasons for rejecting any candidate. Retained this information for six months.

Interview shortlisted candidates. Take up two written references and relevant checks such as S/CRB, passport etc.

Job offer

Issue contract of employment within two months of start date. Include a probationary period in the contract (normally three to six months).

Induction

Offer a programme relevant to your organisation. Ensure the basics are covered - health and safety, emergency procedures, organisational and post information. Review initial learning and development needs.

Find out more in Recruiting staff.

2. Managing performance

Probation review

Review performance before end of probationary period – either confirm, extend or terminate the appointment.

Performance management

Undertake and record regular appraisal reviews. Hold and record regular supervision (one-to-one) meetings.

Find out more in Managing performance.

Development

Agree learning and development activities to meet needs of the post (identified during appraisal, one-to-ones etc.)

Find out more in Learning and development.

3. Changes and termination

Contractual changes

In the event of a contractual change, consult with employee and agree change with member of staff. Confirm change in writing within a month of the change.

Termination

Confirm in writing ending of employment. Learn for next time - undertake an exit interview. Before readvertising, review job role.

Find out more in Losing staff.

Source: Published with permission from Cass Centre for Charity Effectiveness. This material is taken from "Tools for Success: doing the right things and doing them right", published in October 2008. Download or buy your copy from Cass Centre for Charity Effectiveness.

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