URBAN YOUTH WORKERS INSTITUTE
2011 Internal Monitoring Report
POLICY:
POLICY CATEGORY:
4.2 Treatment of Staff
Executive Limitations/Parameters
This is my monitoring report on your Executive Limitations policy Treatment of
Staff, presented in accordance with your monitoring schedule. I certify that the
information contained in this report is true.
CEO Signature: ____________________________________
Date: ____________________________
This report will monitor the above reference policy starting at its more detailed
provisions.
Policy Wording 4.2.1.1
The CEO shall not: Operate without sufficient, written personnel rules.
CEO Interpretation: This policy is interpreted to mean that each staff member is
provided a handbook of personnel policies that clarify personnel rules for staff,
provide for effective handling of grievances, and protect against wrongful conditions
such as nepotism and grossly preferential treatment.
Data: All UYWI staff employees are given the HR handbook (with staff signature of
consent) of personnel policies that clarify personnel rules for staff, provide for
effective handling of grievances, and protect against wrongful conditions such as
nepotism and grossly preferential treatment for personal reasons.
Therefore, I am reporting compliance.
Policy Wording 4.2.1.2
The CEO shall not: Leave staff without an effective and unbiased method to deal
with grievances.
CEO Interpretation: This policy is interpreted to mean that each staff member is to
operate without written expectations regarding staff and volunteer compliance with
the organizational mission, vision values, distinctives and other non-negotiables.
Data: All UYWI staff employees sign a list of attainable deliverables or expectations
for the 2011 calendar year. UYWI staff employee are held accountable by the
president, chief operating officer and/or vice president of strategy and execution.
Therefore, I am reporting compliance.
Policy Wording 4.2.1.3
URBAN YOUTH WORKERS INSTITUTE
2011 Internal Monitoring Report
The CEO shall not: Subject staff to wrongful conditions, nepotism, or preferential
treatment based on personal reasons.
CEO Interpretation: This policy is interpreted to mean that each staff member can
express their views to the president without the fear of the president’s retaliation.
Data: As a team, it is part of our ministry culture to value input, even if it is of
different expression, from individual staff members. We believe that no one person,
even our president, has all the best ideas, therefore we seek vital input from staff.
That being said, the president has not retaliated against any staff member who has
had a dissenting perspective.
Therefore, I am reporting compliance.
Policy Wording 4.2.2
The CEO shall not: Retaliate against any staff member for non-disruptive expression
of dissent as further described in Appendix III.
CEO Interpretation: This policy is interpreted to mean that each staff member is
provided a handbook of personnel policies that shows their rights.
Data: All UYWI staff employees are given the HR handbook (with staff signature of
consent) of personnel policies that show his or her human rights are protected.
Therefore, I am reporting compliance.
Policy Wording 4.2.3
The CEO shall not: Allow staff to be unprepared to deal with emergency situations
CEO Interpretation: This policy is interpreted to mean that each staff member is
prepared to deal with emergency situations.
Data: All UYWI staff employees are prepared to deal with all levels of emergency
situations in the following ways:
For natural or man made disasters such as earthquake, fire or explosions, the office
has a nearby fire extinguisher, a heavy safe, an online back up service for UYWI’s
server and all electronic files, comprehensive emergency first aid kit, and multiple
exits.
For financial emergency, UYWI has a cash reserve policy (see Section 4.3.4) and
budget cut contingency plans.
For legal or lawsuit situations, UYWI has adequate liability insurance protection (see
section 4.5.4).
Therefore, I am reporting compliance.