OneStaff
Cultural orientation
Tips and tools Diversity competencies Monitoring and evaluating diversity policies Characteristics of OneStaff organizations The business case for the OneStaff approach Implementing OneStaff: one Center’s progress An overview of the different levels of culture
Accommodating spouse/partners INTRO • MODEL POLICY
Obstacles to good practice
Defining a partner
The role of senior management
The role of HR
Spouse/partner committees
Pre-appointment initiatives
Settling in to a new duty station
Networking
Professional development
External employment
Facilitating a small business or enterprise
Employment at the Center
Spouse/partner working relationships
Employment of a DG’s spouse/partner
Families living apart
Tips and tools
Domestic Partner Agreements
IITA Community Resources Center
IRRI Family Services Center
G&D initiatives to support CGIAR spouses/partners
Direct appointments
Consultancies
Fellowships
Appointment to advertized vacancies
Couple appointments
A guide for spouses/partners: what to ask
Managing benefits and risks
The responsibilities of line managers
Flexi-place (alternative work location)
Flexible working hours
Compressed work schedules
Flexible yearly periods
Part-time employment
Shared positions
Tips and tools Model administrative arrangements: flexi-place
Model administrative arrangements: flexible working hours
Tips for working at home
Recruitment INTRO • MODEL POLICY
The role of HR Defining positions Planning the recruitment Sourcing Position announcements Screening and shortlisting Interviews Selection decisions Post-interview processes Orientation of new staff Managing applications from other Center Managing internal applications
Tips and tools Example position description – Scientist Web sites recommended for CGIAR recruitment Internet research tools Print media position announcement – Scientist Web site position announcement – Scientist Sample candidate assessment form Briefing selection committees Practical assessment tasks Checking references Diversity-positive salary setting
Appointment INTRO • MODEL POLICY
Induction Orientation
Tips and tools to come
Staff/position classification INTRO • MODEL POLICY
Sample pratice to come
Promotion INTRO • MODEL POLICY
Performance Management INTRO • MODEL POLICY
Career Development INTRO • MODEL POLICY
Mentoring
Women’s leadership
Exit interviews
The role of Senior Management Line Managers’ responsibilities The role of HR The individual’s options Avenues of assistance Reporting complaints Investigating complaints Victim's guide / Sexual harassment
Tips and tools Recognizing general harassment Recognizing sexual harassment Recognizing discrimination Recognizing abuse of power General principles for stopping inappropriate behavior Overview – reporting complaints Overview – investigating complaints Sample statement of center values Sample statement of responsibilities on staff/code of conduct Advice to investigating panels
Sample HIV and AIDS organizational action plan
The role of line managers
Model practice for education and prevention
Voluntary Confidential Counseling and Testing
Avoidance and control of workplace infection
Travel and PEP kits
The impact of HIV and AIDS across geographic regions
Sample policy statement on HIV/AIDS (CIFOR)
Sample information brochure on HIV and AIDS (World Agroforestry Center)
Resources on the Internet for HIV and AIDS management in the workplace
CGIAR information resources on HIV and AIDS
Maternity leave
Paternity leave
Adoption leave
Other family leave
Child sickness
Authorized dependents
Insurance
Work/life balance INTRO • MODEL POLICY
Quiet time
Meetings/events timing
Travel absence support
Compensation for excess travel time
Companion travel
Communication with home
Religious observation
Community obligation leave
Tips and tools Energy management program
© CGIAR Gender & Diversity Program 2006
