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

2. Local staff should present a fit-for-work certificate

3. 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

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

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

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

7. Identify/deploy HR staff

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

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

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

11. An organogram must be in place and maintained

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

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

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

15. 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

16. Core HR data to be entered on HR database

17. 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

18. 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

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

20. 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

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

22. Establish ways of working with existing country team

23. End of contract dates

24. Rapid inductions

25. Code of Conduct briefing

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

27. Establish who has existing programme knowledge/resources