Rules of Professional Development of ‘Kharkiv Human Rights Protection Group’

PROVED:

30 December 2012

Director

_____________________

E. Zakharov

Introduction

The Public organisation ‘Kharkiv Human Rights Protection Group’ (hereinafter — the KHPG) is a non-government non-profit organisation registered under the legislation of Ukraine.

KHPG operates on the basis of the Law of Ukraine “On Public Associations” and the Statute.

It implements its statutory goals and objectives based on the following principles:

1. lawfulness;
2. objectivity;
3. priority of human rights and fundamental freedoms;
4. commitment to protecting the public good;
5. political and religious impartiality;
6. confidentiality of personal data;
7. prevention of conflict of interests and corruption;
8. resolving conflicts within the organisation;
9. solidarity— relationship HPG members and staff are based on the principles of mutual trust, respect and assistance;
10. equality;
11. benevolence, tolerance, respect for minority positions.

Objective

These rules govern the planning and activities in professional development of staff HPG aimed at periodic formation of special knowledge, skills development and skills to improve performance of their work, timely and quality execution of official duties, as well as the ability to perform new or additional staff officers required ’functions.

The purpose of the KHPG in the professional development of employees is the effective use of work and the proper skill level and productivity of employees in accordance with the objectives and long-term plans and projects KHPG.

Professional development of the KHPG employees is based on the principles: 1) the availability of professional development, 2) the choice of forms and methods of the professional development of employees with their specific duties and outcomes of individual and joint consultation, and 3) the continuity of the process of professional development staff.

Proof of qualification and compliance with its level of duties shall conduct its periodic evaluation and self-assessment.

Section I. Planning Professional Development

The KHPG Director approves the annual and perspective plans of training employees who determine the types and methods of training employees.

The KHPG Director and heads of units provide the design and implementation of the annual plans and individual training employees, as well as additional training at least once a year.

Individual professional development plans for employees are based on the results of their evaluation reports, evaluation and consultation, if the deadlines of the plan do not exceed the term of employment of the person in the KHPG.

Evaluation reports

The KHPG staff makes evaluation reports regarding their professional development at least once a year. Additionally, the KHPG Director and heads of units provide notice regarding of advisability of compiling special evaluation reports for, usually ten days after the expiration of achieving certain goals or operational objectives set out in the plans and long-term projects HPG.

The evaluation reports include:

1) description of the duties set out in the contract and / or the KHPG internal documents;
2) description of the duties an employee actually performed during the reporting period;

3) description of the objectives or operational problems (if any) specified for the employee for the period;
4) evaluation of quantitative and qualitative indicators that prove achievement of the objectives or performance of operational tasks set for the employee for the period;
5) an explanation of the effect of individual indicators and identify the major problems in meeting the objectives or performance of operational tasks;
6) proposals for operational purposes or objectives for the next reporting period or more consecutive periods;
7) proposals for the employee ‘s professional development for the next reporting period or more consecutive periods.

Evaluation reports shall be signed by the employee and his immediate supervisor or other person who is responsible for achieving certain goals or operational objectives set out in the plans and long-term the KHPG projects. In appropriate cases, the employee and the person specified above shall consult before signing an evaluation report for usually three working days.

Within three working days after receipt signed by the employee and the above mentioned entities evaluation report, the KHPG Director or heads of units signed evaluation report and fix the report summary information in the employee’s database.

Evaluation sheets are grounds to create or adjust individual development plans and used during the employee’s attestation.

Individual development plan for employees for which attestation is not made consists solely on the advice of people who signed the evaluation report, the proposals on measures of the employee’s professional development, as well as personal interviews and tests to change position or combination of positions.

Section II. Attestation of employees

Planning Attestation of employees

The annual plan for professional development of employees determines:

1. categories of employees and / or positions that are subject to attestation for the relevant year;
2. the schedule of attestation;
3. the attestation committee and procedure changes to its composition;
4. schedule consultations on attestation results and individual professional development plan for people who have been held attestation;
5. procedure for amending the annual plan.

Information on the date of attestation communicated to employees no later than two months prior to its implementation. Date of attestation should not fall on holidays or other periods of absence of the employee under the Rules.

Attestation of individual employees is not more than once every three years or fixed term contract of employment in KHPG if it lasts less than three years.

Supervisors of the employee who is subject to attestation, is not entitled to full voting status say in Attestation Commission decision on that employee.

Attestation

Attestation is carried out by an authorized officer of the attestation committee only by his personal presence.

For every employee who is subject to attestation, the immediate supervisor composes an characteristic that is served to Attestation Commission after familiarization the employee with it, but no later than three working days prior to attestation. Shape characteristic is given in the Annex 1. The employee evaluation sheets that were compiled after the last appraisal and personal development plan for the employee are served to the Attestation Commission

Assessing the qualifications employee on grounds of personal status or other characteristics that are not directly related to the performance of official duties is not allowed.

Attestation may include tests related to performance of duties of the employee.

Attestation Commission decision adopted by open vote by a simple majority of the members of the commission.

Meetings of Attestation Commission are considered valid if attended by at least two-thirds of its membership.

Decisions of Attestation Commission communicated to the employee and the KHPG Director within three days after its adoption.

Categories of employees are not subject to attestation:

1. employees who worked at the corresponding position of at least one year;
2. pregnant women;
3. persons who take care of a child under three years of age or a disabled child, disabled children;
4. single mothers or single parents with children under the age of fourteen years;
5. minors;
6. persons working part-time.

The KHPG Director has the right to define other categories of employees who are not subject to attestation.

Results of evaluation

Attestation Commission decides on the conformity or nonconformity of an employee to the position or set of duties within three working days after attestation.

If the decision was adopted to the benefit of an employee Attestation Commission must consult with the employee on the matters of salary changes and / or training.

If decided about the employee’s discrepancy to the position Attestation Commission recommends the Director or the head of the KHPG unit transfer an employee for his consent to another position or a job that suits his qualifications, or offer training with repeated (not later than six months) attestation.

Notice of the assessment results and recommendations of the Attestation Commission with the corresponding grounding must be sent to the employee not later than the next business day after the decision.

In case of refusal of the employee to consult regarding discrepancies, or to transfer to another position or a job that suits his qualifications, or from training at the expense of the KHPG, its Director upon the results of attestation and personal interview may discharge the employee. Results of attestation may be appealed by the employee to the Council of the KHPG or in other manner prescribed by law.

Chapter III. Professional training of employees 

The KHPG provides professional training of employees in accordance with the long-term plans and projects HPG and individual professional development plans.

Annual and individual professional development plans define the categories of employees and the terms of their professional training by specialists or other institutions or organisations identified by the KHPG based on consultation with staff and relevant experts or institutions.

The plans can define measures of formal and informal professional training of employees.

Formal training

Formal training includes training of employees, internship, specialization and qualification improving.

Formal training of employees can be done in accredited schools full-time, part-time, distance, external as well as individual training plans.

Formal training in standard working hours should not impede the execution of duties by other KHPG employees.

As a result of formal training the employee, the document on education of standard pattern is given to him.

Informal professional training of employees

Informal training employees including training and other educational services directly in the KHPG or in other institutions or organisations other than accredited schools.

Informal training of employees directly in HPG is carried out by teachers or other experts in the relevant field of study, under contract on educational services providing, in accordance with the Rules for the staff or the Rules for Procurement of the KHPG.

Teachers and other professionals should have a higher education in the relevant direction and experience in the relevant field at least three years.

Results of informal training are proved with a certificate of assignment or improvement of qualification. The KHPG Director or heads of its units are eligible to receive additional information about the results of informal training.

Expenditure on professional training

Expenditure on professional training of the staff is funded by the costs of:

1. KHPG funds approved in the annual plan for professional development;
2. the employee’s own funds.

Full or partial payment of the KHPG costs for formal and informal its employee’s training is permitted in case of future employment in the HPG at least one year after receipt of the document certifying learning outcomes.

Full or partial payment of the KHPG expenses for participation of its employees in training and other educational activities directly in the KHPG is done with the consent of the KHPG Director.

Section IV. Amendments and termination of plans of professional development

The annual professional development plans are subject to revision or termination on the basis of decisions of the executive authority to approve long-term plans or projects of the KHPG.

Individual professional development plans are subject to revision or suspension on the basis of decisions on release or long vacation employee/

Personal interview of the employee with the KHPG Director or a head of the unit on discharging or a long vacation shall specify, in particular:

1. grounds for termination of employment HPG or professional activities in general;
2. the KHPG proposals for changes of a position or employment conditions (on the agreement of the parties);
3. restriction of competition on the use of formal employee training to the deadlines established by these Rules or labour or civil contract;
4. forms of possible participation in the activities of KHPG employee after termination of employment or a civil contract.

The results of this interview are recorded in the employee’s database not later than the next business day.

Annex 1: Attestation Form.doc