To maintain a strong, motivated workforce, it is important to formulate a staff development policy.  Some aspects that would be worth including are listed below:

  • A high priority should be the regular supervision of every member of staff by a senior worker, coordinator or an outside consultant. Supervision assists staff in maintaining the boundaries between their work and personal lives and provides a useful means of gaining other perspectives on the issues and challenges they face.
  • Training workshops, conferences and seminars are also a useful means of maintaining the skills of workers, providing new ideas and enabling workers to acquire a fresh perspective. Formal studies in areas related to an employee’s work are also useful in developing skills. If staff wish to undertake part-time studies the management committee should regard these requests with sensitivity and flexibility, as such studies may be valuable to the future effectiveness of your organisation.
  • Performance appraisals provide workers with the opportunity to check that they are meeting the requirements of their position. If the management committee is not skilled in performance appraisal, it should use its networks to seek out support.

Regular worker assessments provide an opportunity for workers to assess their work in terms of their organisation's overall plan. They also allow managers to monitor the progress of employees, identify any problems, and make any required changes. As a result of this process, a worker's job description may need to be rewritten, a change made to their current work tasks, or an adjustment made to their salary (although legal advice should be sought before revising an employee’s salary downwards as this may amount to dismissal of the employee). Results of these appraisals and assessments should be reported to the management committee.

Accountability between the Management Committee and Employees

Some of the things to consider in relation to accountability between employees and management committees are:

  • Accepting responsibility for negotiating acceptable work conditions, including job descriptions, employment contracts, good worker selection processes, grievance procedures and methods of dealing with complaints and disputes.
  • Committees developing clear written policies, sound staff management practices and being supportive and accessible to staff. Staff should be prepared to contribute to this process both initially and then in an ongoing developmental way to ensure that good practices continue.

Employees are accountable to the organisation to perform the job they were employed to do. They stay accountable by participating in performance assessments and regular whole-of-service evaluations.

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