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:
- Read it through to check that the tone and content makes sense for your organisation;
- Where you see yellow, insert the language relevant to your organisation;
- Set a date for the policy to be reviewed.
Questions, comments and corrections
Email email@example.com 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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.