HR Policy of the NGO “Teplitsa Initiatives Platform”

General Information

This document defines the key approaches of the NGO “Teplitsa Initiatives Platform” to human resource management, talent pool development, professional team growth, and maintaining a healthy organizational environment. The policy was approved on 19 September 2023 in the city of Sloviansk.

Policy Objective

The main objective of the HR policy is to ensure that every position and workplace is filled with qualified employees capable of effectively advancing the organization’s mission and objectives today and in the future.

Key Tasks

Main Policy Provisions

1. Staff Selection and Recruitment

The organization recruits employees in line with qualification requirements, professional competencies, and, where necessary, health-related requirements. Preference is given to candidates from the talent pool. If no prepared candidates are available, an open competition is announced based on equality, transparency, and non-discrimination. Interviews and psychological testing may be conducted for certain categories of positions.

2. Adaptation of New Employees

The policy provides for comprehensive onboarding of newly hired employees, including organizational, socio-psychological, and professional components. New team members are introduced to the organization’s history, internal rules, ethical principles, job responsibilities, and the specifics of team interaction.

3. Staff Training and Development

At the NGO “Teplitsa Initiatives Platform,” learning is continuous. Employees can improve their qualifications through training sessions, seminars, courses, as well as learning opportunities provided by donors and partner organizations. Staff development is supported both at the organization’s initiative and at the request of employees themselves.

4. Staff Appraisal

To encourage professional growth and improve work effectiveness, the organization uses a staff appraisal system. It makes it possible to assess employees’ professional level, their suitability for their position, and to identify potential for career development, internships, or additional training.

5. Talent Pool Development

The talent pool is created to ensure continuity, timely replacement of positions, and strengthened management capacity of the organization. Talent pool lists are compiled annually, and inclusion is based on the candidate’s consent.

6. Team Building

The organization pays attention to team unity, psychological well-being, and fostering a positive moral and psychological climate. To support this, it holds joint events, team meetings, trips, burnout prevention activities, and other measures that strengthen mutual trust and team motivation.

Practical Significance of the Document

The HR policy is an important internal document that establishes unified standards for working with personnel, strengthens the organization’s institutional sustainability, and contributes to the development of a professional, responsible, and cohesive team.