The organization’s human resources practices attract and retain a competent and qualified workforce that contributes to service recipient satisfaction and positive service delivery results and supports the achievement of the organization’s mission and strategic goals.
The organization's practices fully meet the standard, as indicated by full implementation of the practices outlined in the CA-HR 5 Practice standards.
Practices are basically sound but there is room for improvement, as noted in the ratings for the CA-HR 5 Practice standards.
Practice requires significant improvement, as noted in the ratings for the CA-HR 5 Practice standards.
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the CA-HR 5 Practice standards.
Procedures for maintaining personnel records
Procedures regarding access to personnel records
No On-Site Evidence
Interviews may include:
Review personnel records
Personnel records are updated regularly and contain:
identifying information and emergency contacts;
application for employment, hiring documents including job postings and interview notes, and reference verification;
compensation documentation, as appropriate;
pre-service and in-service training records;
health information or reports for annual physical examinations, appropriate to the job position or when required by law; and
performance reviews and all documentation relating to performance, including disciplinary actions and termination summaries if applicable.
An organization may maintain records in separate files according to its own record keeping system as required by law or regulation. For example, EAP, health records, immigration status documentation, grievance, and complaint and response documents must be kept separately from other personnel records to protect privacy, in compliance with relevant legislative, regulatory, and/or contractual requirements.