• Shaheed Mukhdoom Bilawal Society, Karachi, Pakistan
  • +92 301 7455545 | +92 321 5469244
  • Shaheed Mukhdoom Bilawal Society, Karachi, Pakistan
  • +92 301 7455545 | +92 321 5469244

HR Policy

EQUAL EMPLOYMENT OPPORTUNITY

The staff of the comprises all employees whose salary is paid by INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY

.  All local laws and regulations regarding staff employment shall be strictly observed. In the instance where local law is incompatible with INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY policy, local law takes precedence and must be respected.

 

The relationship between INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY and its employees assign to the General Principles of INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY. Its premise recognizes the “importance of work, beginning with the dignity of the human subject who performs it, who can never be reduced to a commodity or mere cog in the machinery of production.” This spirit of equity based on justice should guide us in providing fair treatment and well-being for all INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY employees.

 

The organizational chart of INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY is shown in Annex 1.

 

It is the commitment of INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY that in implementing its full body of personnel policies and activities it shall provide for equality of opportunity without regard to race, color, age, religion, caste, sex, national origin, disability or handicap.

 

In addition,INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY will recruit, hire, train, and promote persons in all job categories without regard to race, color, age, religion, caste, sex, national origin, disability or handicap. Also,INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY is committed to provide to all its employees a work environment free of sexual harassment.INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY shall not discriminate in the administration of personnel actions, such as compensation, benefits, transfers and social and recreational programs, on the basis of race, color, religion, caste, sex, age, national origin, disability or handicap.

 

The Program Coordinator shall monitor implementation of the INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY Equal Employment Opportunity Policy and practices, and any deviations from these shall be brought to his/her attention for review and resolution. Due to the commitment to equal opportunity, all Departmental, Area Heads are required to ensure that the Equal Employment Opportunity policy is practiced in their areas of responsibilities.

EMPLOYMENT/RECRUITMENT

  1. EMPLOYMENT POLICY

 

The Program Coordinator is responsible for staff planning and the recruitment, hiring, classification and compensation of all INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY employees with the help of Admin/HR Officer or hiring committee. (Gender composition of hiring committee should be considered).

 

All communications to employees regarding their employment status or compensation and to candidates regarding job offers of compensation will originate by the Admin/HR Officer through the Program Coordinator. Equal salary package for the same qualification and equal experience like amount should be the same for women and men staff.

 

No INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY employee, who is related to another  INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY employee, by blood or marriage, may serve in a supervisory capacity with respect to that employee. The Program Coordinator in consultation with the appropriate department head shall address employment and placement of relatives on a case-by-case basis.

 

  1. ADMINISTRATIVE GUIDELINES

 

The Administration/Human Resource Department is responsible for administering the employment policy of INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY

  1. .

 

  1. For purposes of administering this policy, the Administration/HR Department will maintain a current postings file of job announcement for all open positions within the organization.

 

  • RECRUITMENT

 

  1. The first step regarding the hiring of an employee is to access the need and requirement of a new employee by the department head along with the consultation with the Program Coordinator.

 

  1. After the assessment, the job description will be prepared by the concerned department head for the new employee as per Annexure 2.

 

  1. Recruitment of Regular Employees could be under two categories:
  • Vacancy of existing position
  • New position

 

  1. All positions shall be initially announced internally with Program Coordinator INTERNATIONAL PEACE COMMITTEE FOR INTERFAITH HARMONY employees if they are interested. (Within the organization. Not including promotions within the office). The organization should be committed to the principle of providing equal opportunities for promotions and professional growth with in their existing employees pool particularly women employees should be encouraged and facilitated to avail the CHAIRMAN/MD coming opportunities. In addition to that the organization must ensure to provide an enabling and conducive environment for the women employees to work with confidence and feel secure)

 

  1. Alternative sources of recruitment shall also be adopted i.e. circulation of vacancy announcement through emails to all NGO’s working in the location and to advertise the position into the newspaper. For the advertisement in newspaper the Admin/HR Officer will draft the advertise matter and will take prior approval from CHAIRMAN/MD. However, other factors being equal, internal candidates/women candidates will be considered for appointment. In case of circulation of vacancy announcement through local newspapers and internal and external circulation, it should be explicitly mentioned that women candidates are particularly encourage applying or women candidates would be given top priority.

 

  1. At the time of application, the applicant’s curriculum vitae, copies of certificates, educational qualifications, and two references are required.

 

  1. Admin/HR Officer will receive all the applications and prepare a list of all applicants along with their qualification, experience or any other specific criteria set by the Program Coordinator. There should be slight flexibility in marking when it comes to women candidates—-just to take an affirmative action.

 

  1. Based on the criteria set Short-listing will be done to identify five to ten candidates and will be contacted through phone and ask for the written test or Interview.

 

  1. The concerned departments head will prepare a question paper and interview check list for the candidates and with the help of Admin/HR Officer, conduct this test.

 

  1. The test will be checked by the concerned department head. And called first three candidates for the interview.

 

  1. The interview will be conducted by the interview panel (consist of board member (if required), Program Coordinator, Admin/HR Officer and the concerned department head). Or as assigned by the CHAIRMAN/MD.

 

  1. Each of the panel members will fill down the check list for the interview conducted and give them the score for each question asked.

 

  1. The final selection will be based on the score got by the candidates and the reference check.

 

  1. The Job letter will be sent to the selected candidate as per Annexure 3, 3A & 3B. And the candidate will reply through written acceptance on Annex 3B.

 

  1. The selected candidate is offered a contract as per Annexure 4 describing the major job responsibilities, terms and conditions, salary and benefits, and the appointee as a mark of acceptance signs the contract.

 

  1. A personnel file shall be opened for each employee containing the following information. The Form as per Annexure 5 should be affixed with each employee file and should mark the status.

 

  1. Application of the candidate
  2. Bio-Data/Curriculum Vitae
  3. Copies of the certificates and degrees
  4. Copy of National ID Card (CNIC)
  5. Original test with marking or interview checklist
  6. Written comments of Reference (if any through email or letter)
  7. Contract/ signed Agreement
  8. Job Description (signed)
  9. Performance Plan (as applicable)
  10. Letters of increment
  11. Financial Disclaimers
  12. Any other Personnel Correspondence