Faith in Action is committed to a comprehensive policy of Equality of Opportunity in Employment in which all individuals are treated on the basis of their relevant merits and abilities. Faith in Action seeks to promote good recruitment and selection practices and to ensure that in all cases the best candidate for the regular position is appointed.
When recruiting staff, it is important not to discriminate on any unfair or unlawful grounds, e.g. sex, race, disability, marital status, sexual orientation and/or religion or belief.
Responsibility for ensuring that the correct procedures are followed lies with the head office /project Manager responsibilities or recruiting and will be monitored by Human Resources. All who are involved in the recruitment and selection of staff are expected to observe these procedures and to ensure that their actions are consistent with the principles of these procedures. All members of each Appointing Committee must have undertaken orientation in recruitment and selection.
Faith in Action encourage to acknowledge a disclosure in case of regular staff or consultants or contractors or service providers who is related by blood or marriage to any Faith in Action Board member or staff. Family member includes spouse, mother, father, brother, sister, grandfather, grandmother, grandson & daughter, aunt, uncle, nephew, niece or first cousin or any of the above as an "in-law" related by marriage.
A staff request should be raised by the Executive Director and obtained approval from the Executive Committee.
A new post requires a Job Description which should be raised through HR and respective supervisor/manager. Once financial clearance has been provided, HR officer will take further actions.
It is extremely important that the content of the job description clearly reflects the duties, skills and experience required for the post. A fully detailed and clear submission of a job description, in standard format, will normally result in the grading confirmation within 4 working days. In certain circumstances, further information may be required by HR before grading can be confirmed.
Staff recruitment adverts will be placed by the HR.
Once the vacancy has gone through the approval process in HR the HR Coordinator will arrange adverts through common magazines and websites at least 45 days before the interview.
The composition of the 3- or 5-members appointing panels will be nominated by the Executive Committee. A Convener should be identified at this stage.
The role of the Convener is:
When appointing the Committee consideration should be given to the following:
The Appointing Committee is to reach a shortlist in a way which is reliable, valid and fair by comparing evidence in the application against the essential & desirable criteria for the post.
The job description should identify those essential and desirable criteria which can be assessed from the details contained in the application form/CV/letter of application. It is extremely important that the essential and desirable criteria are compiled with the needs of the post and the skills required.
The respective Project Manager will email/phone call a shortlist assessment form and interview request form to all members of the Appointing/interview Committee once the closing date has been reached. All members of the Appointing/interview Committee should normally be involved with this process.
All candidates called for interview must meet all essential criteria, where a candidate does not meet one or more of the essential criteria, that a candidate cannot be invited to interview. If you have a large number of applicants who appear to meet the essential criteria, then the desirable criteria should be used to identify those who are most suitable.
It is essential that all information is completed correctly on the shortlist assessment form in order that this can be used as a formal record for candidates whether they have been shortlisted or not. The individuals can potentially appeal against a decision not to be shortlisted, decisions taken therefore must be fair, objective and non-discriminatory and properly recorded.
The purpose of an employment reference is to obtain information about the past employment history of a candidate. References need to be treated with some caution by the Panel, as they have the potential to be indirectly discriminatory due to the possible prejudice of the 2 referees. This is generally a policy decision and should not be seen as a negative comment on the person's suitability.
Each member of the Appointing/interview Committee should, before the interview:
Once a preferred candidate has been identified by the Committee, the Convener should complete the Interview Recommendation Form and all information, including one interview assessment form represent the collective view of the Appointing/interview Committee for each candidate, should be returned to the HR Coordinator.
Pre employment checks:
|Verification of qualifications
|Original qualifications will be checked by the HR Recruitment Team. All offers will be made subject to the sight of these by HR
|All outstanding references will be collected and an offer subject to satisfactory references, if still awaited, will be issued
|Where a post requires a disclosure (relationship & other) check an offer will be made on a conditional basis, subject to the receipt of a satisfactory disclosure.
On arrival, new staff members should be inducted by their line manager to introduce them to their department or School. The mentor will also work through a checklist with them to ensure they are familiar with arrangements for IT, health and safety and other important information.
Inductions will vary depending on whether the staff member is new or they are an existing staff member switching roles or returning from a long absence.
The first day for a new staff member in the office is particularly important. Faith in Action will want to make the new staff member feel welcome and enthusiastic about their new job.
On a new staff member's first day, you should:
In view of creating gender equality and gender friendly environment in the organization as well as in all its programs Faith in Action (FIA) has plan to operate integrated development programs in the community. These programs will enable to create a sustainable society and environment by personal and collective efforts of all level of stakeholders but initiative will be taken by FIA. FIA is committed to improve the economic, social and environmental situations of poor and powerless people in the community. The majority of the poor and powerless in the community is women. It is crucial to engage this section of population in the mainstream of development. Without their participation development is half done and would not sustain. Women are basic foundation of a family and they must be dignified and respected equally with the man. In the field of development there should be no gender discrimination. In view of the development of women the organization will undertake few steps which will ensure the participation of women in organizational decision making process.
FIA believes that it is not possible solely by the organization itself to change the situation of women. FIA will initiate to aware and seeks direct and indirect participations of all related staffs of the organization as well as all other stakeholders like; non-government and government staff, local council members and civil societies.
Initiatives of FIA in gender issues:
FIA has been involved in promoting gender equality in the community through its programs since its beginning. The organization will undertake several activities to improve the situation of its staff and organized women group members as well as through its program interventions like; child education, training, income generating program (IGP), relief and rehabilitation, etc. The organization will continue different women and child development programs till women are being empowered in the community. Moreover the organization has recruited women and will be recruiting women in the mid-level positions to run its programs in view of facilitating more women. FIA encourages women to join its projects and programs. The organization feels that due to discriminating relationships between men and women in the society has become more complicated. FIA will create gender balance in the community taking different women development programs to reduce the vulnerability of women and children such as social exploitation, injustices, rights, child labor, dowry, divorce, wages, physical and mental abuse etc.
In view of this the organization will motivate women, provide skill training, provide self-help credit support and other opportunity to be aware and self-reliant which will eventually help them to be empowered. The empowerment of women will help to create gender balance in the community indeed.
Gender policy is a written document which will help to create a gender sensitive environment among all its staff, teachers, organized men and women, stakeholders, vendors and donors. And this policy will help to bring women in the main stream of development.
From the inauguration, FIA has been feeling the necessity of a gender policy for running its organizational programs and activities. The visit and discussion of Tear Australia also made it more clear the need of a gender policy. The main objective of this gender policy is to guide staffs for considering gender issues in all development programs and projects and its implementation, monitoring and evaluation process. This policy will help to take more tangible and dynamic participation of women in various development programs of FIA and simultaneously it will create impact in the family as well as in the society to accelerate gender equality. Gender policy will establish gender equality within FIA establishing gender friendly environment in all level of FIA programs. It would be gender friendly organization and there will be no discrimination of genders in recruitment, promotion, capacity building/training, leaves, salary and benefit etc.
Aims of Gender Policy:
Who will use this Gender policy:
FIA staff, stakeholders, vendors, program participants, visitors and donors will use this policy for their well-being and advancement of gender equity.
Strategies for Internal and External purposes:
Policy implementation strategy:
The aims and objectives of this gender policy are to explore the gender discrimination, problems and to find out solutions. Moreover this policy will help to uphold the gender equity among committee members, officers, staffs, beneficiaries and dev. partners of the organization.
What FIA will do:
What FIA will not do:
The steps for the participants in the program of FIA .
FIA prioritizes on various gender issues, which is important for the success of its dev. programs. Because its programs are being designed and will design in order to develop women. FIA emphasizes and aims women and children situation and possibilities in all its development planning, monitoring and evaluations. FIA indents to run it’s all activities aiming at improvement of living status of all members of family and community through women and their participation in programs. Participation of women in all activities is obligatory and the project is considered failed if the women are not considered to attain the development process. It was not easy for FIA to give importance to involve women in the mainstream development activities but we continued journey with strict management. FIA desires undertaking gender equity programs that will accelerate women development and these would include freedom of speak poverty alleviation, education, skill development, awareness, training, health education etc. All these programs will ensure woman participation in decision-making process.
Women and poverty:
Women rights and human rights :
At the stage of strategic planning of gender issues FIA ensures the participation of its concerned stakeholders in developing projects and programs. Gender issue, gender analysis and gender related information is included in the future planning monitoring and evaluation of its project proposal.
FIA has included human rights and legal rights issues in its program and this initiative will be continued for motivating women in establishing their ownership and rights in the family as well as in the community. Awareness building on woman hatred and anti-human rights perspective will be continued. The elite group in rural area will be encouraged to support the backward women in establishing their rights in their own community.
FIA will continue awareness raising projects in order to reduce and eliminate violence against woman and children and will provide legal assistance to victimized woman to some extent. The organization will encourage forming social action committee against violence, mental and physical torture, trafficking and other heinous activities against women and children. Among the group members those who will be able to arrange marriage without dowry will maintain marriage register and stop child marriage will be socially awarded by the organization.
Code of conduct for FIA :
Women in decision making process:
FIA will encourage and motivate both men and woman for equal access of women to family land, wealth, loan, healthcare and education. Organization will help women for stabling their self-control and collective control over their lives. Motivation will be given to men to help women in their works. Assistance will be given to women to establish their rights on family income and in decision-making process. The organization will support women in establishing their ownership in local resources and participation in local power structure.
Women participation in the dev. program of FIA
FIA will make effort to work with people in participatory ways. The behavior and of the staff will accelerate the women empowerment process. The organizational process and interaction will pursue dominating male people towards developing women leadership in the community with their help.
The organization will help stabling women voices at every level. It will recognize women contribution and work accordingly and meeting up their needs. FIA will be pro-active to stabling women opinions in participatory way and will identify their priorities, needs and immediate duties. FIA believes in that women participation in its projects and programs.
The organization will encourage People Institutions (PI) to ensure the ratio of women leadership in the People Institution (PI). (minimum 50%). FIA will provide need base training and supports to women to make them confident in playing leadership role and taking responsibility in PI.
FIA will play a positive role in making women aware through observing national and international days. The organization will focus on the constitutional rights, Beijing convention, International convention of rights of women in the family, community and nation. The organization will support and promote women activities which will help them to be participated in the local government structure.
Education for woman and girls:
FIA will support as much as possible to women who have been suffering from lack of self-confidence and self-esteem. The organization will extend training and education facilities for woman which will help them to be self employed. The organization will strengthen women access in primary and high school level by empowering and creating equal opportunity and gender balance in the community. FIA will encourage women to be involved in domestic and traditional income generation activities and it will provide training, technology, credit facility and marketing assistance to these projects at field level. Men will be encouraged to take up equally domestic and family responsibility (such as family planning, food security, child care etc.) and woman will be encouraged to be freed from their monotonous household works. Women will be encouraged for choosing their education and professions freely. Men are to be educated in the case of taking equal responsibility of family planning and conjugal life related functions. FIA will take proper steps to bring all organized members, elite persons, officers and dev. partners of FIA in the gender awareness training.
Women and health:
FIA will be working continuously in reducing pregnant and child mortality and will be improving the condition of nutritional status of children. The organization will take initiative for a family based reproductive health care to eliminate discrimination which harms women to take pregnancy decision. Female staff will enjoy Government approved maternity leave.
Steps for the staff of FIA:
FIA will create a friendly environment and equal opportunity for recruiting, posting and transferring staff so that women would work together with men. The organization will recruit women staff as needed and will do proper evaluation of women staffs’ opinion for ensuring gender equality. This process will be continuing until the gender discrimination is eliminated. The organization will conduct training program on gender issues for all staffs and if possible for their spouses. It will also be careful about sexual abuse, women physical problems especially pregnancy and antenatal needs. FIA believes that all officers and staff will follow this code of conduct. This code of conduct will help to reduce gender discrimination and assist to uphold women rights within the organization as well as organized groups.
FIA will maintain gender balance in all its offices. According to guidelines woman may apply for every position such as senior management, accounting and technical besides men. Following steps will be ensured in requiting the staff:
Promotion, posting and transfer:
Promotion of more women into higher position will strongly be encouraged. FIA will liberalize the qualification and experience of women candidates until gender balance is fulfilled in the organization. Same process will be followed for both men and women staff for the case of posting and transferring. The following exceptional cases can be considered differently:
Financial and other facilities:
In accordance to the position both male and female officers and staff will receive equal financial facility such as salary, house rent, traveling, allowance, increment, provident fund, gratuity, medical allowance. Woman staff will get special facility of using official vehicle; for example, from 7th month of pregnancy until giving birth, a woman staff will get preference in using official vehicles (applying conditions)
Discharge of service:
Irrespective of gender both male and female officers and staff may be discharged from service under the service rule and conditions. If it is being proved that any male officer or staff harass any female officer or staff physically or mentally or rape, will be immediately discharged from service.
FIA will take steps aiming at encouraging female officers and staffs and advancing them within the organization as bellows.
Physical needs of women:
Personal security of women:
FIA will take steps to protect woman officer and staff from facing adverse and danger situation at working place and during journey:
Conclusion: FIA believes by implementing the policy, FIA will be a gender friendly organization where each staff will enjoy equal rights irrespective caste, creeds, color, religion, ethnicity and sex.
Faith in Action is a child, woman and disability friendly organization. It ensures their safety, needs and participation with the highest priority in all program interventions. The purpose of this policy document is to protect all children under project area from any type of violence, discrimination, abuse and their solution of any incidence occurs within the organization and its programs with partners. It applies to all staff, donor, Executive Committee (EC) members, partner’s (DPO, VDF/People’s Institution (PI) and local NGO, Church,) visitors, volunteers, and contractors, such as evaluators, trainers, and consultants and all other stakeholders of FIA who will come in touch with children. Faith in Action has set out policy for common values, principles and beliefs to meet its organizational commitment to protect children in special circumstances and work for their rights and entitlements. Faith in Action explicitly states that the organization will initiate and implement projects with special emphasis on:
The purpose of this policy document is to protect all children in the project areas from any type of violence, discrimination, abuse and “procedures that will apply if an incident occurs within the organization and its programs with partners.
3. Definition of Children:
In accordance with UNCRC, a person below the age of 18 years is a child. FIA commits to include children regardless of his or her sex, race, ethnicity, religion and any physical and mental health condition.
4. Legal Framework:
This policy document has been developed in compliance with the UN Convention on the Rights of the Child and the Bangladesh Government Child Act 2013.
Faith in Action envisions a community where justice, respects, dignity prevail for all. For that, the policy sets out how to work to achieve this in practice and protecting children both from intentional and unintentional harm and behavior.
6. Recruitment & Training
Recruitment: Faith in Action strictly follows some norms before appointed new staff:
7. Reporting procedure suspected or actual abuse of children:
Executive Committee members (including Executive Director): if the offense happens by the Executive Committee members then;
Donor/Visitor:If any allegation comes against them they will be withdrawn immediately from the field and the issue will be informed immediately (24 hours) to the concerned agency through EC chairman, ED and action to be taken as per the recommendation by the concerned agency.
Consultant/Evaluator/Trainer/Contractor:The issue will be informed to the concerned agency through ED and s/he will remove from the incident place immediately and contract will be cancelled if the investigation proves the allegations.
Locally Elected Body (LEB), Government Officials and other Stake holders: Inform to the legal authority through EC Chairman and ED.
Reporting:All staff and volunteers are required to report any suspicions or allegations to the Project Manager (PM) immediately by cell phone followed by written complain. The PM will report to the responsible officer/Executive Director.
8. Communication guidelines to talk about children:
9. Faith in Action’s expectation from Partner Organization, consultants and contractors,
Any agreement between the Faith in Action and partner organizations which need to work with children will require assurance that child protection policies and procedures are in place, acknowledging that lack of such policies can place children and the organization at risk and may become a factor for disqualification to enter into partnership. Faith in Action reserves the right to terminate contract negotiations with a partner organisation or individual, if any proposed personnel is believed to pose an unacceptable risk to children’s safety or wellbeing.
10. Organizational mandates:
11. Confidentiality: An allegation of child abuse is a serious issue. In following this policy and local procedures, it is essential that all parties maintain confidentiality. Sharing of information, which could identify a child or an alleged perpetrator, should be purely on a ‘need to know’ basis. Unless abuse has actually been proved to have occurred, one must always refer to “alleged abuse”.
12. Policy decision and Administration:
This Code of Conduct states rules of appropriate and proper behavior, which are designed to protect children but are also intended to protect adults from false accusations of inappropriate behavior or abuse. These protocols apply to employees, volunteers, board members, contractors, supporters, partners and any visitors to the agency’s projects.
If a child discloses: