Hr School New

10th June , 2009 1

SRI LANKA INTERNATIONAL SCHOOL HR DEPARTMENT A GUIDE TO OUR SERVICES

GENERAL 1.The Aim of the HR Department The aim of the HR Department is to recruit, retain and help the development of staff in line with the goals and objectives of the School under direction of The Chairman of BOM through the members of BOM . HR also operates within the frameworks set out by Ministry of education KSA and Saudi Labour Law . 2.The Objectives of the HR Department 2.1 HR’s objectives are to provide a high professional standard of competency, conduct and confidentiality and to provide the appropriate level of support to all staff through appointment and employment, using agreed School procedures. 3.The Services HR provides

HR provides services, under the headings given below:1. Recruitment & Selection 2. Contracts of Employment 3. Employment Policy & Procedures 4. Committees & Administration 5. Advice & Counselling 6. Staff Development 7. Grading, Pay and Promotion 8. Disciplinary & Grievance Procedure 9. Management Information 4.A partnership with schools and departments 4.1 In order to achieve HR’s objectives, schools/departments need to provide information as set out below and in (approved) School procedure and policy documents in a timely manner. 5.Recruitment and Selection Objectives: 5.1 To ensure that high quality applicants are recruited, selected and appointed in accordance with staff levels ,within the existing funding available. 5.2 To advise and to help recruiting channel or agent so that the best quality applicants will be recruited. 5.3 To advise and where necessary help prepare job descriptions and person/skills profiles. 5.4 To devise, implement and monitor recruitment and selection procedures. Implementation: 5.7 In order that the procedure can operate smoothly departments are required to provide HR with all relevant information through the principal in writing or by email ; 5.8 The anticipated turnaround time from placement of advertisement with our advertising agency to interview is 5 weeks. Applications will normally be forwarded to Departments/Schools by noon the day after the closing date.

5.9 Departments/Schools must provide written shortlists (preferably not more than 5 with 1/2 reserves) and allow 10 working days between receipt of the shortlist in HR and the date of interview in order that relevant documentation/references can be sought to allow candidates time to receive and confirm interview arrangements. 5.10 It is essential that appointment panel notes are completed fully and returned to HR as quickly as possible after the interview date. HR needs to know:a) which candidates attended the interview b) whether an offer has been made (and if orally accepted) c) whether HR is required to make an offer 10th June , 2009 3 d) which grade/salary point the appointment is to be made e) arrangements for the first day at work (reporting procedure and start times) 5.11 When this information is available a contract will be sent to the successful candidate and notification in writing be made to the other candidates about the outcome of the interviews. This will normally be sent within 5 working days. Departments need to follow the School’s “Recruitment and Selection: A Guide” which sets out the School’s policy. 5.12 Work Permits The employment of a non-EC national may require a work permit. In order to obtain one of these it is necessary to liaise with HR which will provide any information/advice to a department to:(a) Ensure that the employment of non-EC nationals adhere to regulations as laid down by the Department of Trade and Industry. (b) Ensure the required timescale from advert to appointment is met. (c) Collate necessary documentation/materials and complete and return the work permit application form within seven working days of receiving this information. (d) Keep department informed of the progress of the application. (e) Issue Work Permit as soon as received. 5.13 Disability 5.13.1 The Disability Discrimination Act came into effect in December 1996. The School has produced guidelines advising staff about their obligations in law, which is set out in the School’s ‘Disability in Employment Policy’. HR also reviews current employment procedures to ensure full compliance. 7.Contracts of Employment Objective: 7.1 To ensure that all staff, whether permanent or temporary, full or part-time are issued with an appropriate contract of employment. Implementation: Objective: 7.4 To ensure that the Finance Office is instructed correctly and in good time on all matters relating to salary and benefits. Implementation: 7.8 HR will ensure that staff are made aware of conditions of service and School policies by issuing employment contracts, advisory guidelines and Codes of Practice. Staff will also be given a Staff Handbook on appointment and whenever the Handbook is updated. The Handbook contains all the School’s employment procedures except, promotion and recruitment. 7.9 Staff may also contact HR at any stage in their employment to obtain copies of these documents 7.10 To ensure that the review of probationary appointments for all staff is

administered efficiently. 7.12 HR will ensure that (a) on taking up appointment the probationer is sent a copy of the appropriate probationary scheme, which is included in the Staff Handbook. (b) a letter is sent to school/departmental management at the start of the staff member’s employment, asking who will be the probationer’s supervisor and adviser; (c) the school/department’s management is contacted at pre-determined stages of the staff member’s probation to obtain progress reports; (d) the staff member will be contacted on or before the end of the probation period to notify him or her whether or not the probation has been successfully completed and whether the appointment is confirmed; 7.13 To perform the above successfully, HR requires schools and departments: (a) to identify promptly a suitable senior member of staff to act as the probationer’s supervisor and advisor (b) to reply promptly to HR’s enquiries about the progress of the staff member during the various stages of the probationary process. 10. Advice and Counselling Objective: 10.1 To advise staff and managers on matters relating to employment including employment law, early retirement. Implementation: 10.2 HR undertakes to provide such guidance either on the telephone, e-mail or in personal meetings 10.3 The HR Department will provide welfare referral advice and counselling to individual staff where appropriate. 14. Staff Development Objectives: 14.1 To provide specialist support in response to particular departmental needs. 14.2 To develop the skills of staff members by devising and implementing appropriate development programmes. Implementation: 14.3 To achieve the above, HR requires those staff responsible in consultation with their staff to: (i) identify specific training and development need (ii) contact HR for further advice or to book places on external courses; 14.4 HR also evaluates, devises and implements the School’s Staff Training and Development policy. 15. Grading, pay and promotion Objective: 15.1 To provide guidance on the appropriate grade of new or replacement posts. 15.2 HR provides advice on the grading of new posts by reference to School procedures. 15.3 To review vacant posts and grading issues resulting from organisational change and within the framework of the School's existing job evaluation and

other grading systems. 15.4 To organise and oversee the implementation of various promotion reviews and to provide advice to managers and staff. 16. Disciplinary & Grievance Procedures Objective: 16.1 To advise managers and staff on dismissal, disciplinary and grievance procedures and other related employment matters. Implementation: 16.2 HR undertakes to evaluate procedures and to suggest improvements. 16.3 HR will advise on School policy and on the legal and equal opportunity aspects of situations which may give rise to disciplinary actions or grievances. 16.4 If formal procedures are involved HR will ensure that all parties are fully informed of the procedures, rights, etc. and that these are followed completely.

Chairman -HR and Administration