Pre- deployment/commencing assignment documents to be reviewed with employees by HR

Local staff should present a fit-for-work certificate

International employees should have a briefing with Staff Health by phone or face-to-face to identify and arrange for any vaccinations required, and obtain a fit-for-work certificate before travel

Incoming staff members must have a meeting with their supervisor to document brief, specific, time-limited objectives

All staff must have an induction to ABC-Aid and the field programme, either in person or by phone

Managers must meet individually with each of their staff to hear feedback, monitor progress against objectives, and discuss well-being. Document any concerns raised

Identify/deploy HR staff

Begin the sourcing of people from a variety of sources/locations concurrently

A list or organogram of people/role requirements will be communicated to management and to HR

HR is responsible for developing, distributing and updating a people capacity planning spreadsheet

An organogram must be in place and maintained

HR will set policies on R&R, leave, food, transport and accommodation

Responsibilities for the office and staff housing must be clarified and documented

ABC-Aid must take steps to regularise our legal position with the relevant government departments

HR should register ABC- Aid with the national authorities for employment; pay tax and social security for all national staff; and explore the requirements for non- national staff

Core HR data to be entered on HR database

Reconciliations are required between the HR database employee list (and their pay details) and the employee list being used by Finance/Payroll for pay purposes

The senior manager should confirm whether operation meets full legal requirements, and if not what exceptions there are, and what action is being taken to address them

Work with HR to establish market rates or obtain country salary tables for national staff

Work with HR to establish: working hours, Rest & Recuperation (R&R), arrangements for annual leave, public holidays, expenses, per diems, food, transport and accommodation, consider whether Hard To Work Allowance is needed; and whether posts to be accompanied or unaccompanied

Pay all staff by the end of the first full month of employment, with pay slip

Establish ways of working with existing country team

End of contract dates

Rapid inductions

Code of Conduct briefing

Plan debrief / exit interview, end of deployment appraisal and end of contract clearance forms

Establish who has existing programme knowledge/resources