FinCap has now, as promised, developed policies for each of the areas usually requested by MSD for its Level 3 and 4 assessments.

How they’re different to FinCap’s own policies

The adaptation of our policies has two elements.  One has been to remove passages which are only really relevant to a national organisation,  the second has been to remove our name from the documents, and highlight in yellow at those points plus  where the language we use (eg “Chief Executive”) is likely to be different to what you use. The key guidance is:

  1. Read it through to check that the tone and content makes sense for your organisation;
  2. Where you see yellow, insert the language relevant to your organisation;
  3. Set a date for the policy to be reviewed.

Questions, comments and corrections

Email tim@fincap.org.nz if you have any questions, comments or suggested corrections to make to any of these documents. We are also keen to know of any additional areas where policies are required.

The following definitions are provided for guidance on all policies.

Business Continuity Plan

Business Continuity Policy outlines the process whereby disruption to business operations is minimised following an emergency.

Code of Conduct

The Code of Conduct is the ethical framework for the decisions and actions which we take on behalf of the organisation and guides our behaviour.

Communications Policy

This policy covers communication as an organisation across all channels including publications, our website, correspondence with stakeholders, and social media, both as an organisation and as individuals. It does not cover our communication with, and through media. For this information please read our media policy.

Community Wellbeing, and Children and Young People Policy

This policy recognises that community wellbeing requires a holistic approach based on connectedness, livability, and equity.

Complaints Policy

Complaints may come to your organisation from an individual service user, or an organisation. This policy enables your organisation to handle those complaints.

Confidentiality, Security and Privacy Policy

During their work, your organisation’s employees are privy to confidential and private information and are, therefore, required to protect the confidentiality, security and privacy of that information.

Conflicts of Interest Policy

Employees and the members of the Board shall avoid potential conflicts of interest.

Cultural Competence Policy

Your organisation operates within a culturally diverse environment. Employees and Board members need to be culturally competent when dealing with clients, colleagues and stakeholders whose cultures may differ from their own.

Emergency Management Policy

An emergency is an event or series of events that can cause death or significant injuries and/or suspend business by disrupting operations and/or create significant physical or environmental damage.

Equal Employment Opportunities, Harassment, Bullying and Discrimination Policy

Your organisation must be committed to treating all employees fairly and reasonably, and to taking all practicable steps to

provide a workplace that is free from harassment, bullying and unlawful discrimination.

Evaluation Policy

Evaluation enables your organisation to understand the success of your policies and operational practices and decisions.

Finance Policy

This Finance Policy and associated procedures are designed to:

  • protect the assets of your organisation;
  • ensure the maintenance of accurate records of your organisation’s financial activities;
  • provide a framework of operating standards and behavioural expectations;
  • provide planned financial stability through provision of reserves and adequate retained earnings; and
  • ensure compliance with legal and reporting requirements.

Flexible Working Policy

In accordance with Section 6AA of the Employment Relations (Flexible Working Arrangements) Amendment Act 2007, your organisation is committed to providing employees with flexible working arrangements.

Good Faith and Consultation Policy

Your organisation as the employer is committed to acting in good faith in its relationship with employees, and likewise all employees are required to act in good faith towards the employer in all aspects of their employment.

Governance Policies and Procedures

The purpose of this policy is to outline the Board’s key roles and associated governance policy and procedure.

Health, Safety and Wellbeing Policy

This Policy is committed to the health, safety and wellbeing of our employees, clients, contractors, members of the public and visitors of your organisation.

Human Resource Policy

Your organisation is endeavouring to develop an organisational culture which will encourage people to select your organisation as an employer of choice, and to retain existing employees.

ICT Policy

This policy is designed to protect your organisation, employees, participants and other stakeholders from harm or the risk of harm caused by the misuse of ICT systems and data. Misuse includes both deliberate and inadvertent actions.

Insurance Policy

From time to time your organisation may arrange insurance for various reasons.

KiwiSaver Policy

Your organisation recognises the importance of employees providing for their retirement.

Leave Policy

This policy outlines your organisation’s approach to employee annual leave.

Media Policy

Engagement with the media offers significant benefits in terms of promoting your organisation and its aims to a broader audience . However, poorly managed media engagement can be counterproductive.

Parental Leave Policy

Your organisation recognises and celebrates the importance of whānau by providing a parental leave policy which aims to support all parents appropriately.

Performance Review (including Supervision, Training and Professional Development) Policy

As part of an employee’s annual performance and capability review, you will discuss the employee’s desired Professional Development, Training, and Supervision and your organisation’s expectations.

Protected Disclosures Policy

The Protected Disclosures Act 2000 applies to all employers within the public and private sectors, including NGOs.

Quality and Improvement Policy

Your organisation is committed to a best practice approach and continuous development and improvement of its policies, processes, systems, actions, and outcomes.

Recruitment Policy

This recruitment policy outlines the process for the recruitment, vetting and appointment of all your organisation’s employees and contractors/consultants.

Remuneration Policy

Your organisation is committed to providing remuneration that attracts and retains high-quality employees, since that is in the long-term interests of your organisation, and also ensures that the principles of equal pay and pay equity are achieved.

Risk Management Policy

The purpose of the Risk Management Policy is to guide the identification, prioritisation and management of risk.

Sensitive Expenditure Policy

All expenditure by your organisation may be regarded as sensitive from the viewpoint of the agencies and individuals who fund your organisation, and by the public.

Te Tiriti o Waitangi

Your organisation supports the principle of partnership reflected in Te Tiriti o Waitangi.

Travel Expenses Policy

From time to time, employees may be required to incur travel expenses in the proper performance of their duties. It is important that any likely travel and associated expenses are correctly authorised prior to being incurred, and that the expenses are fair, reasonable, justified and managed prudently.

Wellness Policy

A healthy workplace encourages the development of a healthy community.

Appendix 1 – Code of Conduct Signature page

Appendix 2 – Governance Policies and Procedures- Declaration content for gifts and – or hospitality

Appendix 3 – Finance – Delegated Authority

Appendix 4 – Risk Management- Accountabilities