Wednesday 19 November 2008

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Assessment   FREE SELF ASSESSMENT CHECKLIST Self-assessment is, by definition, a rather blunt instrument, but we are sure you will find the exercise helpful in your business planning. Before accessing the FREE self-assessment checklist, please fill in the following details about yourself and your business. All the information you provide will be treated confidentially and in accordance with the 1998 Data Protection Act. Simply answer Yes or No to each statement to find out whether or not your business complies. Contact Details Title NoneMrMrsMsMissDrProf  First Name   Last Name   E-mail Business Details Business Name   Address line 1   Address line 2 Town   County Postcode Telephone   Fax E-mail Web site   Mandatory field CODE OF GOOD EMPLOYMENT PRACTICE Section A: Recruit & Select with Care 1. Equal Opportunities 1.1* Equal employment and promotion opportunities are available to all regardless of gender, age, nationality, religion, religious belief or similar philosophical belief, ethnic group, or to anyone undergoing, or who has undergone, gender reassignment.   Yes    No 1.2 An equal opportunities policy is published to all employees   Yes    No 1.3* Positive steps are taken to employ those who are disabled or disadvantaged (Disability Discrimination ACT (DDA) for employers with 15+ employees until 1st October 2004, after this time, the DDA applies to all employers)   Yes    No 1.4 Employment opportunities are actively promoted to local minority groups   Yes    No 1.5* There is equal pay for work of equal value   Yes    No 2. Recruitment 2.1 Recruitment activities are consistent and fit in with company business policies and plans. New and different ways of organising work have been considered to appeal to the widest possible audience.   Yes    No 2.2 Initial job enquiries are acknowledged. Job interviews are conducted and recorded to find the best person for the job   Yes    No 2.3* References and, where appropriate, work permits are checked   Yes    No 2.4 All interviewees are given written confirmation of the outcome of their application   Yes    No 2.5* Keeping of confidential personnel records is compliant with the Data Protection Act.   Yes    No Section B: Offer a Competitive Employment Package 3. Contract of Employment 3.1* The name of employer and employee, states or shows link to simple, clear and up-to-date description of duties and responsibilities   Yes    No 3.2* The date when employment commenced and the period of notice to be given, together with the period for which employment is expected to continue or the date when it is expected to end   Yes    No 3.3* The place and hours of work, including lieu time, breaks, holidays, meals and any maternity/paternity/parental leave. MUST show/ refer to written rules for the disciplinary, grievance and appeal procedures   Yes    No 3.4* Rates and methods of pay, holiday pay, together with other benefits such as pension entitlements, uniforms, transport, accommodation and distributions of tips, together with the rules for sick leave and any payments   Yes    No 3.5* Provision of an itemised pay statement   Yes    No 4. Health & Safety 4.1* A written health and safety policy is communicated to all staff and appropriate health and safety notices are displayed (5+ employees)   Yes    No 4.2* Valid employer liability insurance cover is in force at all times   Yes    No 4.3* Periodic risk assessments are carried out and recorded in both the workplace and where staff accommodation is provided.   Yes    No 4.4* Regular fire drills are carried out both in the workplace and where staff accommodation is provided - Recommended twice per year   Yes    No 4.5* There are adequate arrangements in place to ensure the safety, security and the well being of staff, specifically there is adequate supervision and appropriately qualified staff on duty at all times   Yes    No Section C: Develop Skills and Performance 5. Job Design 5.1 There is effective work planning, scheduling and rostering to minimise split shifts and enable staff to improve productivity by working smarter and not harder   Yes    No 5.2* Hours worked take into account appropriate legislation (Children aged 14+ and under the minimum school leaving age need an Employment Certificate from the local education authority and are restricted in term time to 2 hours a day, 5 on Saturdays, 8 if aged 15+, and in school holidays to 5 hours a day, 8 if they’re 15+, and 2 on Sundays, with a weekly limit of 25, 35 if 15+.)   Yes    No 5.3 Effective use is made of new technology   Yes    No 5.4* Proper consideration is given to flexible working arrangements, together with arrangements for child care and elder care   Yes    No 5.5 Jobs are designed to maximise opportunities for staff to conserve the environment and to take on additional responsibilities and skills   Yes    No 6. Training & Development 6.1 There is proper induction training   Yes    No 6.2 Job training needs are identified and met   Yes    No 6.3* All staff are encouraged to update and extend their skills. Training opportunities are open to all staff without prejudice   Yes    No 6.4 Training activities are planned, recorded and evaluated   Yes    No 6.5 Staff are trained to solve problems, and are involved in reviewing ways in which standards, quality of service and business performance can be improved   Yes    No Section D: Communicate Effectively 7. Communication 7.1 There are regular communications with all staff, particularly to keep them informed of business aims and performance.   Yes    No 7.2* There are arrangements for keeping staff informed of changes in their terms and conditions of employment   Yes    No 7.3 Exit interviews are conducted and levels of staff turnover monitored   Yes    No 7.4 Social activities are encouraged and reviews are carried out with staff to monitor their well being and satisfaction, and to review and improve employment practices and communication   Yes    No 7.5 Staff are involved when reviewing business changes and standards of service in order to bring about changes to improve business performance   Yes    No 8. Grievance and Discipline 8.1* A written disciplinary, appeal and grievance procedure is in place (for those with 15+ employees until 1st October 2004, after this time this legislation applies to all employers)   Yes    No 8.2 Staff know clearly what is expected of them and the consequences of non compliance   Yes    No 8.3 Procedures are in place for dealing with harassment, discrimination and bullying in the workplace   Yes    No 8.4 Staff know the steps that they can take if they have a grievance   Yes    No 8.5 Steps have been determined for dealing with disciplinary matters   Yes    No Section E: Recognise & Reward 9. Performance Review 9.1 Individuals and teams understand the standards of performance which are expected of them.   Yes    No 9.2 There are regular opportunities to review performance in the job.   Yes    No 9.3 Individuals and teams are given frequent feedback on how they are getting on.   Yes    No 9.4 Action is agreed, where appropriate, to bring performance up to standard   Yes    No 9.5 Follow up action is taken to ensure that performance has improved   Yes    No 10. Rewards and Recognition 10.1* Rates of pay are competitive and comply with the National Minimum Wage   Yes    No 10.2 There is a clear and unambiguous pay or grading structure in place for different jobs   Yes    No 10.3 Criteria are established for determining the basis for any pay increase or bonus payment to individuals   Yes    No 10.4 There are opportunities to recognise exception performance   Yes    No 10.5* Promotion is based on merit (non discrimination laws, not on sex, race, religion, nationality, trade union membership)   Yes    No CODE OF BEST EMPLOYMENT PRACTICE Code of Best Employment Practice 1. Education Business Partnerships 1.1 Has “adopted” a named school or college   Yes    No 1.2 Is an active and experienced careers speaker   Yes    No 1.3 Is involved in supporting the teaching process in school or college   Yes    No 1.4 Offers planned work experience to both teachers and pupils and has adopted the springboard guidelines to best practice   Yes    No 1.5 Is actively working with “Springboard UK” and/or the “LCUK” (Leisure careers UK)   Yes    No 2. Widening Access to Employment Opportunities 2.1 Has considered ways in which government funded schemes can help the business e.g. New Deal   Yes    No 2.2 Can offer a placement for young people to undertake in-house training e.g. a “national traineeship” or foundation degree   Yes    No 2.3 Offers job placements for long term unemployed, disabled or disadvantaged young people and adults   Yes    No 2.4 Actively offers employment opportunities for adults return to the workplace   Yes    No 2.5 Has trained mentor(s) coaches or “buddies” in place to support the special needs of the above individuals   Yes    No 3. Providing Opportunities to Gain Qualifications 3.1 All staff are given opportunities to secure nationally recognised vocational qualifications   Yes    No 3.2 Employees are made aware of the career development opportunities open to them   Yes    No 3.3 Individuals are offered access to career guidance and counselling where appropriate   Yes    No 3.4 Staff are actively encouraged to become members of an appropriate professional body.   Yes    No 3.5 Continuing Professional Development is actively encouraged and supported   Yes    No 4. Taking on a Training Apprentices 4.1 Meets the requirements for employing an Apprentice or a Trainee and pays the rate for the job   Yes    No 4.2 Offering full time employment at the satisfactory completion of the training   Yes    No 4.3 Giving appropriate time off for training and development activities   Yes    No 4.4 Providing proper workplace supervision and mentoring   Yes    No 4.5 Conducting regular performance reviews   Yes    No 5. Making a Formal Public Commitment to Achieve Recognition as an Investor in People 5.1 Contacting the local Business link or Quality Centre   Yes    No 5.2 Conducting a diagnostic assessment against the indicators for Investors in People   Yes    No 5.3 Drawing up an Action Plan   Yes    No 5.4 Submitting a formal letter of commitment   Yes    No 5.5 Receiving a certificate of commitment   Yes    No Terms & Conditions  |  Privacy Policy   Copyright © HaLM (on behalf of the Best Practice Forum) 2008. All rights reserved.