Checklist of Human Resource Management Indicators for Nonprofit Organizations

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    Checklist of Human Resource Management
    Indicators for Nonprofit Organizations

    (certain sections of the following
    may be specific to the U.S.)

    Edited by Carter McNamara, MBA, PhD

    (Be sure to read How to
    Use this Tool
    and Disclaimers
    before using information in this document.)

    Also consider
    Related Library Topics

    General Human Resources (see Volunteer
    HR Management
    below).

    Rating
    *
    Indicator Met Needs
    Work
    N/A

    E

    1. The organization has a written personnel handbook/policy
    that is regularly reviewed and updated: a) to describe the recruitment,
    hiring, termination and standard work rules for all staff; b)
    to maintain compliance with government regulations including
    Fair Labor Standards Act, Equal Employment Opportunity Act, Americans
    with Disabilities Act, Occupational Health and Safety Act, Family
    Leave Act, Affirmative Action Plan (if required), etc.

    R

    2. The organization follows nondiscriminatory
    hiring practices.

    R

    3. The organization provides a copy of or access
    to the written personnel policy to all members of the board,
    the Executive Director and all staff members. All staff members
    acknowledge in writing that they have read and have access to
    the personnel handbook/policies.

    R

    4. The organization has job descriptions including
    qualifications, duties, reporting relationships and key indicators.

    R

    5. The organization’s Board of Directors conducts
    an annual review/evaluation of its Executive Director in relationship
    to a previously determined set of expectations.

    R

    6. The Executive Director’s salary is set by
    the Board of Directors in a reasonable process and is in compliance
    with the organization’s compensation plan.

    R

    7. The organization requires employee performance
    appraisals to be conducted and documented at least annually.

    A

    8. The organization has a compensation plan,
    and a periodic review of salary ranges and benefits is conducted.

    A

    9. The organization has a timely process for
    filling vacant positions to prevent an interruption of program
    services or disruption to organization operations.

    A

    10. The organization has a process for reviewing
    and responding to ideas, suggestions, comments and perceptions
    from all staff members.

    A

    11. The organization provides opportunities for
    employees’ professional development and training with their job
    skill area and also in such areas as cultural sensitivity and
    personal development.

    A

    12. The organization maintains contemporaneous
    records documenting staff time in program allocations.
    Indicators ratings: E=essential; R=recommended;
    A=additional to strengthen organizational activities

    Volunteer HR
    Management

    Rating
    *
    Indicator Met Needs
    Work
    N/A

    E

    13. The organization has a clearly defined purpose
    of the role that volunteers have within the organization.

    E

    14. Job descriptions exist for all volunteer
    positions in the organization.

    R

    15. The organization has a well-defined and communicated
    volunteer management plan that includes a recruitment policy,
    description of all volunteer jobs, an application and interview
    process, possible stipend and reimbursement policies, statement
    of which staff has supervisory responsibilities over what volunteers,
    and any other volunteer personnel policy information.

    E

    16. The organization follows a recruitment policy
    that does not discriminate, but respects, encourages and represents
    the diversity of the community.

    E

    17. The organization provides appropriate training
    and orientation to the agency to assist the volunteer in the
    performance of their volunteer activities. Volunteers are offered
    training with staff in such areas as cultural sensitivity.

    R

    18. The organization is respectful of the volunteer’s
    abilities and time commitment and has various job duties to meet
    these needs. Jobs should not be given to volunteers simply because
    the jobs are considered inferior for paid staff.

    R

    19. The organization does volunteer performance
    appraisals periodically and communicates to the volunteers how
    well they are doing, or where additional attention is needed.
    At the same time, volunteers are requested to review and evaluate
    their involvement in the organization and the people they work
    with and suggest areas for improvement.

    R

    20. The organization does some type of volunteer
    recognition or commendation periodically and staff continuously
    demonstrates their appreciation towards the volunteers and their
    efforts.

    A

    21. The organization has a process for reviewing
    and responding to ideas, suggestions, comments and perceptions
    from volunteers.

    A

    22. The organization provides opportunities for
    program participants to volunteer.

    A

    23. The organization maintains contemporaneous
    records documenting volunteer time in program allocations. Financial
    records can be maintained for the volunteer time spent on programs
    and recorded as in-kind contributions.
    Indicators ratings: E=essential; R=recommended;
    A=additional to strengthen organizational activities

    This information may be copied. Please cite credit to the
    Greater Twin Cities United Way.


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