Some nonprofits don’t have the luxury of a human resources expert on staff, so the function is assigned to other staff or the board. Since those individuals usually aren’t steeped in the discipline of HR, having assistance is invaluable, especially when there is an employee issue or concern. We have HR professionals who can help you with a wide-range of subjects. We stay current on workplace rules, regulations, and laws, and we can assist you with even the most sensitive matter.
For more information on how we can help, use our contact form or call us at 907-743-1200.
HR Performance Evaluation
Evaluating employee performance – either executive or staff – is a critical function for every nonprofit. How well does your organization conduct performance evaluations?
Timely, constructive feedback can create healthy environments for our staff to flourish and our missions to advance. A range of tools and approaches are available that make evaluating employees a much easier process. Using proven methods, our human resources team works directly with your board and/or your leadership staff to develop appropriate strategies for evaluating employees. If you are looking for an overview, we also offer a course where you can learn the components of an effective performance evaluation for executives and professional employees.
How do you find the right person to join your team? Are you looking for someone who not only has the required experience, but also shares your passion for the organization’s mission and will fit into your culture? We can help with that.
One component of the Foraker Nonprofit Sustainability Model is recruiting and retaining the right people at the right time. We support your organization in pursuit of the right people with recruitment efforts that are customized to your mission, values, and organizational culture. Just like our executive searches, we can help you recruit for any of your positions in these ways:
Assessing the current and future needs of your organization and reviewing and revising current job descriptions
Supporting the recruitment and selection process. This includes, but is not limited to:
Serving as the point of contact for applicants
Developing a timeline for filling the position
Advertising the position with local, regional, or national outlets
Contacting members of the search committee to discuss potential candidates for the position
Reviewing resumes and cover letters with the search committee to narrow the number selected for a pre-screening interview
Conducting pre-screening interviews and sharing results with the committee to identify individuals for interview
Scheduling interviews and developing value and behavioral based questions specific to the position
Facilitating interviews with the search committee
Conducting reference checks and background checks to verify employment history, education, and criminal record
Assisting with developing a transition plan
Whether you just need some help getting started, or you want us to be involved throughout the process, we are ready to help you find the right match for your organization.
For more detail on our process, see how recruitment fits in to our scope of services [here].
Does the person responsible for your human resources management need help to understand workplace rules and regulations? Are you in charge of HR but have limited experience? Would your organization benefit by having someone to talk with who could offer guidance and support?
A mentor is someone who is called upon for their experience and guidance. Our mentors can support you in finding creative ways that are grounded in best practices to deal with everyday challenges facing both you and your organization. Mentoring at Foraker typically occurs via distance delivery allowing for flexibility, statewide accessibility, and affordability. While you determine the exact topics you need to explore, here are some topics many of our mentees have found valuable:
Building relationships with other human resources professionals
Applying learning to real-world situations
Understanding best practices and staying current on changes
When was the last time you performed a comprehensive review of your human resources function? We offer an HR audit that can be customized to meet the needs of your organization.
We believe that employees should make an equitable and living wage and have access to benefits. While this can be a challenge, our hope is that each organization is positioned to recruit and retain top talent. It’s important to understand how your compensation and benefits compare with other organizations. This will allow you to hire the best people at a fair and equitable wage.
We provide a comprehensive view of your compensation and benefits program that includes:
Evaluating each position for correct classification according to the Fair Labor Standards Act (FLSA)
Reviewing salaries and wages to ensure an employee’s rate of pay is correctly positioned within the organization
Establishing salary guidelines and wage scales for your organization
Evaluating your full benefit plan, which may include medical, dental, and vision plans as well as other benefits that are attractive to employees
Evaluating employee benefit options
In addition to these services, we produce a comprehensive Salary and Benefits Report every two years which is available for purchase. The report features salary data for 46 positions including executive director, finance director, development director, administrative support, accountants, clinical support, and program staff. It also includes benefit data on medical, dental, vision, holidays and leave, retirement plans, life insurance, and more.
Are you in a position in which you need a workplace investigation? While Foraker cannot provide you legal advice, we can work with the board and leadership staff to conduct an investigation to ascertain the key issues and provide conflict resolution facilitation.
Investigating workplace situations can be both sensitive and stressful. Our team conducts confidential, non-legal investigations on behalf of your organization on topics that can include:
Discrimination and harassment based on other protected classes by law and by your employee policies
The best time to conduct a workplace investigation is as soon as the board and/or leadership staff identify that something is wrong. Typically these issues don’t resolve themselves, so the quicker the organization takes action the better it will be for the people involved and the organization.
Do you have an employee manual that covers policies, procedures, and current organizational culture? Is your employee manual current? Does it provide the right information to support the organization based on size and complexity?
Document Retention Policy Example(131.1 KB) Do you have a system for keeping track of important organizational documents? Refer to this example to help develop an appropriate document retention policy for your organization.