Onboarding and Probation for NGOs and Social Enterprises
A first day that is the same for the fifth joiner as the first.
What this looks like in ngos and social enterprises
The parts of onboarding and probation that are specific to this sector, rather than general.
Onboarding Into a Funded Role
Where the role has an end-date from day one.
What this coversHide
Onboarding Into a Funded Role
Where the role has an end-date from day one.
What this coversHideSector onboarding carries an unusual requirement: telling a new joiner honestly about the funding position and horizon of the role they have accepted.
- Funding source and project horizon explained at joining
- Programme and beneficiary context before field deployment
- Safeguarding and code of conduct induction
- Field safety and security briefing where relevant
- Donor reporting and documentation responsibilities
- Volunteer and community relationships explained
- Probation objectives set against programme deliverables
- Review at a stated date with a documented outcome
Safeguarding induction should not be deferred. It is among the few items in sector onboarding where the consequence of a gap falls on someone other than the employee.
The general method — what onboarding and probation covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee onboarding and induction page. What is above is the part that differs for ngos and social enterprises.
Other HR topics for ngos and social enterprises
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for ngos and social enterprises, or another industry.