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Hiring new employees is one of the duties a manager is asked to fulfil, and it is important to invest time and effort in finding the right person for a position. Any organisation should aspire to be an equal opportunity employer and should recruit individuals based on their suitability and future potential for the job for which they have applied, regardless of gender, sexual orientation or expression, age, race, colour, nationality, ethnic or social origins, including tribe and district, property, language, political or other opinion, disability, HIV status, marital or other status or family responsibilities, including pregnancy, and religious beliefs.
Staff performance management is crucial to ensure all staff contribute effectively to organizational goals, receive constructive feedback, develop professionally, and are treated fairly and equitably in line with national labor laws and international NGO best practices.
This standard applies to all employees of the organization, including permanent, temporary, and contract staff, regardless of position or location.
Safeguarding refers to the policies, procedures, and practices designed to prevent and respond to harm, abuse, exploitation, and neglect caused by staff, volunteers, partners, or contractors in the course of their work.
It places a clear duty of care on organizations to protect children, vulnerable adults, beneficiaries, and communities from sexual exploitation, abuse, and sexual harassment (PSEAH), physical or emotional abuse, neglect, and other forms of misconduct.
Safeguarding also encompasses the prevention of harm between staff members and promotes a culture of dignity, respect, and accountability across all levels of operations.
The purpose of the Disciplinary Code in organisations is to ensure a clear understanding of the standards of conduct expected of the employees and of the procedures to be followed when addressing disciplinary problems. This is essential to facilitate the creation of a working environment that promotes both individual job satisfaction and the achievement of the respective organisation’s goals, as well as to promote the professional image of that organisation.
Effective Grievance Handling.pdfEffective grievance handling is essential for creating safe, inclusive, and accountable NGO environments. A well-managed grievance system ensures that employees, volunteers, beneficiaries, and other stakeholders can raise concerns without fear, and that those concerns are addressed fairly and promptly.
This guide provides NGOs in Malawi with key considerations, legal obligations, and good practices for setting up and implementing grievance mechanisms in their organizations.
The Workplace Health and Safety Minimum Standards emphasize that organizations must provide and maintain a safe, healthy, and risk-free working environment for all staff by systematically identifying hazards, assessing risks, and implementing preventive measures. They highlight the responsibility of management to establish clear safety policies, ensure staff are properly trained and equipped, and promote a culture where health and safety are integrated into everyday operations.
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