Tag: Human Resources

September 2015: Addressing Employee Performance Challenges via Well-managed & Effective Corrective Action

NPFM

September 2015 Meeting:

Addressing Employee Performance Challenges through
Well-managed & Effective Corrective Action

Many nonprofit managers are conflict-avoidant.  So imagine how unenthusiastic they can be when it comes to engaging in disciplinary action (also called corrective action).  The fear of in-your-face arguments and a lack of confidence about how best to proceed reduce the likelihood of a decisive response when a staff person’s performance needs to be addressed.  The bad news is you have to do it, even if you know it will be incredibly stressful. The good news is that there are some basic approaches and tips that make this fearsome supervisory task less onerous.   We’ll talk about how both the organization and the individual supervisor play a role in addressing and resolving problematic work behavior.  Members’ case studies are most welcome.

June 2015: Implementing the New MA Earned Sick Leave regulations

NPFM

June 2015 Meeting:

Implementing the New MA Earned Sick Leave regulations

Saleha Walsh from Insource Services, Inc. gave a presentation about implementing the new MA Earned Sick Leave regulations.  Saleha is a seasoned human resources and general operational management professional with 20 years of experience as a troubleshooter. Insource Services Inc. offers: full department outsourcing; generally part-time and long term; “a la carte” services including recruiting; assessments; trainings; and project/Interim assignments.
Under the new Massachusetts Sick Leave law, organizations must offer the following sick leave provisions: paid sick leave where there are 11 or more FTEs; carry-over of at least 5 days required; mandatory notice requirements; and earned sick leave that runs concurrently with other leaves (FMLA, etc.).

The new law applies to any person who performs services for wages, including the following categories: full-time or part-time; seasonal; employees paid on a fee-for-service or piece work will accrue sick time based on a reasonable measure of the time employees work (for example, adjunct faculty compensated on a fee-for-service or “per-course” basis shall be deemed to work 3 hours for each “classroom hour” worked); temporary employees; and paid interns. The important dates to keep in mind for implementing this new law are: July 1, 2015 – compliance with basic provisions required by all organizations; and December 31, 2015 – Safe Harbor policy development extension date for organizations with existing paid sick leave policies. Read More

Performance Management: Am I Doing a Good Job?

NPFM-Admin

September 2014: Performance Management:  Am I Doing a Good Job?

As a financial manager, how do you measure success? How does your boss measure your success? Ideally, you and your boss have sat down and established meaningful, measurable, challenging annual goals for you to achieve – however, that doesn’t always happen. HR Consultant Gordon Gottlieb facilitated a discussion on how performance evaluations get played out at different nonprofits, and how to think about setting goals for CFOs, other finance staff and for the rest of the organization. Gordon has many years of experience working as an HR consultant and currently works only with nonprofit and public entity clients.

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April 2014 Meeting

NPFM-Admin

Do’s and Don’ts of Executive Compensation

Executive compensation is a critical area of governance for all nonprofits. Compensation and benefits are expected to be reasonable in order to avoid excess compensation for any one individual but what does that mean and how does a nonprofit know whether their compensation package would be considered reasonable in the event of an IRS audit or the press?

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