20 questions que les administrateurs devraient poser sur les codes d'éthique

Disponible aussi en anglais sous le titre: 20 questions directors should ask about codes of conduct Table des matières :  Pourquoi les administrateurs devraient-ils poser des questions au sujet des codes d’éthique?Section A — Contexte, élaboration et révision du code 1. Quels sont les...

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Significant changes to the Occupational Health and Safety Act to address workplace violence and harassment coming

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Performance goal-setting

Guide to setting performance goals by Dartmouth University HR department. A concise summary of best practices to set SMART objectives.  "Performance goals enable employees to plan and organize their work in accordance with achieving predetermined results or outcomes. By setting and completing...

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20 questions que les administrateurs d’organismes sans but lucratif devraient poser sur les ressources humaines

Disponible aussi en anglais sous le titre: 20 questions directors of not-for-profit organizations should ask about human resources Table de matières Introduction1. Quelles sont les responsabilités du conseil en ce qui a trait aux ressources humaines? 2. Comment le conseil doit-il s’organiser pour...

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Recent Ontario Decisions Highlight Risks of Terminating Disabled Employees

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Performance management: Employee performance improvement

April 2014 - Blog post from MaRS highlighting the importance of performance management, key areas to plan and re-assess.  See more from this organization about Performance Management.

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Human resource management practices (sample policy)

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Employer Responsibilities towards Pregnant Employees

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Employee handbook (sample template)

Created by StepUp B.C. an example of an employee handbook that can be modified to fit your organization's needs.  Covering organizational culture, employee benefits, performance management...and more.  "This manual has been designed to be adapted and adopted by your organization as its...

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Building leaderful organizations : succession planning for nonprofits

This paper has two primary goals. First, it seeks to continue detoxifying the topic of nonprofit succession planning so that executives, boards, staff, and funders can take up these activities without unnecessary fear or concern. Second, it hopes to provide nonprofit boards and executive directors...

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