The Importance of Creating Human Resources Standards for Family Organizations

As a lot of family organizations are currently looking toward staff development, many have begun to consider how to develop HR standards that include job descriptions, protocols, policies and procedures, and other things related to the workforce element of their organizations. A recent topic on the National Federation of Families for Children’s Mental Health Listserv focused on separations of employment and the issues surrounding how to deal with a disgruntled employee (in particular, one who was defaming the organization and had taken equipment). Some of the suggested strategies discussed on the Listserv are detailed below.

Find support from both an attorney and a HR Specialist/Generalist, who can assist with the following:

1. Create an equipment policy covering responsibilities and return, and have employees sign it at both initial hire and release of employment (whether separation is voluntary or not)
2. Create a policy for speaking on behalf of the organization
3. Create an Employee Handbook

This information is vital to have and develop as organizations build their own infrastructures. 

Some other resources that can assist with this process include:

1. Local, state or national non-profit consulting organizations, such as Executive Service Corps (www.escus.org)
2. Local or regional Department of Workforce Development
3. National Federation of Families for Children’s Mental Health (www.ffcmh.org)
4. HR firms’ Discussion Groups (can be found using internet search engines)

As you see, the possibilities are endless in this pursuit of infrastructure. There are ongoing efforts to build family organizations beyond the grassroots level, and to sustain them in a manner that keeps the integrity of its mission and vision intact. A well-protected organization will be able to ensure that the needs of both those who do the work and those to whom the services are given will continue to be met.